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HR Interview: Top 5 Things Every HR Professional Should Know about Relocation

Top 5 Things Every HR Professional Should Know about Relocation We spend a lot of time here writing about relocation issues that we believe are impacting human resources departments on a regular basis. My hope is that we provide helpful advice to our clients, prospects and peers. But, it also dawned on me that we could use more posts from actual HR managers on the issues THEY believe are pertinent. So, when my colleague challenged me to write a blog post on the top five things that every HR professional should know about relocation, I had an aha moment. Why make assumptions when we can just ask our friends?

Fortunately, I was able to chat with a couple of HR folks who were happy to share their insights on what they feel is important when it comes to relocation. Without further ado, here are their lists of the top five things every HR pro should know about relocation:

HR Pro #1: Melissa Sudano, CRP, GMS, Director, Global Mobility, CA Technologies, Islandia, NY

1. First and foremost, when you make any relocation decisions always ask yourself if it makes sense. We tend to overcomplicate relocation. So, before having any knee-jerk reactions to the latest issues and trends, really analyze what makes sense for your department, your business and your transferee.

2. If you have decided your relocation decision makes sense, then your next step should be to align the company and the employee appropriately to ensure full compliance (immigration, tax, payroll, etc).

3. Consider if you have network in place to support the relocation. If not, make some friends fast!

4. Benchmark and try to learn from the experience of others in HR and global mobility. This will help you avoid mistakes but, always remember….

5. There will be some bumps and bruises along the way.


HR Pro #2: Global Mobility Manager (prefers to remain anonymous)

1. Tax and immigration compliance is critical. A failure to comply puts both the company and transferee at risk.

2. A well-executed relocation begins by being informed. Partner with your relocation manager to ensure your employee has a good relocation experience. Good news travels fast; bad news travels faster.

3. Exceptions to policy have tax implications; make sure you discuss any exception requests with your relocation manager for compliance and to maintain internal equity.

4. Documented policies and processes are valuable resources. Check with your relocation manager to understand your company’s approach.

5. Consult with your relocation manager to help ensure internal equity. Employees will ask for anything and everything, so partnering with your relocation manager will help you more easily respond to your employee’s request.

We are grateful to our HR friends for taking the time to share their thoughts. If you are an human resources professional, relocation manager or global mobility manager, we’d love to hear your opinions as well. Please share them below.


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