Today, business success depends on how quickly and easily you can deploy your most highly-valued talent to seize new opportunities. But what are the best practices for building an agile mobile workforce? And what industry trends and policy provisions do you need to be most aware of to achieve your company’s mobility goals and grow your business?
Presented by Jennifer Connell, North American Practice Leader for our Consulting Services group, this informative webinar offers a first-hand look at the results of Weichert’s 2015 Workforce Mobility Survey, in which 170 corporate mobility managers from across North America helped define best practices and strategic techniques for getting critical talent into critical roles whenever and wherever they’re needed. This information will be a valuable blueprint for making it faster, easier and more cost effective to deploy your mobile workforce.
You can register for the webinar here. Please note this webinar is free to corporate relocation managers only. Unverified email addresses will be un-registered.
MORRIS PLAINS, NJ, May 10, 2015 – Weichert Workforce Mobility Inc., one of the world’s leading providers of global talent deployment solutions, is proud to announce the opening of its newest Center of Expertise in Newport Beach, California.
This expansion represents the latest step in the Company’s ongoing strategy to establish a presence in key locations around the world to better serve the evolving needs of clients and their mobile employees. In addition to providing local support and knowledge to Pacific time zone clients, this office will be an important spoke in the Company’s tri-regional global service delivery framework.
“Our west coast U.S. office gives us a strong platform for developing deeper partnerships with current and prospective clients in this region,” said Dave Bencivengo, Executive Vice President. “It also better positions us to provide optimized workforce mobility solutions for companies moving employees through the increasingly critical corridor between the U.S. and China, Japan and South Korea.”
Spearheading Weichert’s expansion into California and the development of this office is Vicki Lander, Senior Vice President. A member of Weichert Workforce Mobility’s leadership team since 2005, Lander has over 25 years of experience in workforce mobility, service delivery and client relationship management. She will continue to oversee Weichert’s Chicago office and Midwestern-U.S. operations while driving strategic growth of the Newport Beach office.
“Vicki’s instrumental role in transforming our Chicago office into one of our company’s highest-performing offices and a premiere operations center make her the best person for leading our expansion into the west coast,” said Bencivengo. “Her strong leadership, industry experience and unrelenting service focus will be critical to strengthening our brand in this critical region.”
Day-to-day management of the Newport Beach office and service team will be led by Jessica Lorber, Vice President. Lorber joined Weichert’s Chicago office in 2012 as Vice President of Client Services, and has lived and worked in California and Japan, giving her unique insight into the mobility needs of fast-growing companies moving employees within and between these regions.
Our eighth annual Workforce Mobility Survey examines how approximately 170 North American companies manage their mobile talent. The report provides an outlook for workforce mobility trends affecting all industries, an analysis of such mobility hot topics as flexible programs and programs for millennials and a discussion of major challenges that could impact the deployment and management of mobile talent in the coming years.
Some of the most valuable insight in our survey comes from breaking down the results by industry. So for our latest infographic, we’ve pulled out some of the insight we collected from companies in the energy (oil and gas) sector. Here’s what they told us.
In my day-to-day work with clients and other multinational companies, I’m often asked how to balance cost savings with the additional administrative burden created by enforcing certain program provisions based on a case-by-case analysis.
Let’s take the application of a housing norm as an example. A housing norm is a differential that is applied when a company provides an allowance for housing in the host country, but also deducts a specific amount deemed to be reasonable and customary expenses of living accommodations. It is assumed that a person has the expense of shelter no matter where they live; hence, the term “norm” is used to describe the deduction taken from the housing allowance.
By the same reasoning, the expenses of the home country housing typically disappear when a person goes on assignment, because he or she will either sell or rent out their home, or the company will assume coverage of mortgage and other home country costs.
But what if an employee is unable to sell or rent his or her home and/or the company doesn’t cover the costs of managing the home country property? When does it make sense to have a housing norm as part of a global assignment policy and when is it simply not worth the administrative effort to implement?
In 2020, millennials–those born between 1980 and 2000–will represent 50% of the workforce. In 2025, they’ll represent a staggering 75%.
So it’s not surprising that our most recent educational webinar, Moving Millennials: Best Practices for Deploying Your Company’s Future Leaders, proved a popular session, attracting approximately 160 corporate workforce mobility professionals.
Underscoring the importance of this topic, attendees had a number of questions for our presenters at the conclusion of the program, and we received a record number of requests for the program slide deck. For those who may have missed it, you can access a recording of the webinar here.
For a long time we’ve been looking to establish a foothold in the land of sunshine and surfboards, as the west coast U.S. is a important hub to our clients. Now, we’re happy to report that the wait is over and we have opened our newest Center of Expertise in Newport Beach, California.
This office will give us a strong platform for developing deeper partnerships with current and prospective clients in this region. It will also better position us to provide optimized workforce mobility solutions for companies moving employees through the increasingly critical corridor between the U.S. and China, Japan and South Korea.
Senior Vice President Vicki Lander is driving our expansion into California and the establishment of this office. Vicki has been a member of our leadership team since 2005, and has over 25 years of experience in workforce mobility, service delivery and client relationship management. As many of you know, she currently manages our Chicago office and Midwestern-U.S. operations, and she will continue to do so while providing expert, seasoned guidance to the Newport Beach office.
Sometimes, some of the most impactful learning experiences happen when we step out from behind our desks. That was the case last week, when some members of the assignment management team in our Chicago office, along with their client contact, took a morning field trip to a local household goods warehouse in the Chicagoland area. There, representatives of Nelson Westerberg offered an informative look behind the scenes of an international household goods shipment.
Each role in the process–from Origin Agent to Freight Forwarder to Destination Agent–was thoroughly explained, questions were answered, and a full tour of the onsite storage facility was given.
In the facility, the team got a first-hand look at the various packing materials, boxes, crates, and lift vans, as well as an LDN air container and a 40 ft sea container (which the team, determined to experience exactly what an international shipment goes through, could not resist standing in).
At the end of the day, it was a chance to get up close and personal with a part of the relocation process that’s most important to mobile employees and their families. It was also a new and much-appreciated perspective that the team truly learned from.
If you’re sending employees on temporary domestic assignments, it’s a good idea to have a policy for those moves. Unfortunately, our Annual Mobility Survey revealed that only 37% of companies have a formal policy in place to manage short-term assignments. The danger here is that managing domestic temporary relocations on an ad-hoc basis exposes your company to increased compliance risks because you’re less likely to accurately track the employee’s time in the destination location or withhold appropriate taxes for that time period.
So a domestic temporary assignment policy is a good idea. But what benefits do you offer?
My recommendation is to include temporary living, return trips, travel expenses, tax gross-up and miscellaneous allowances. To enhance tax compliance, many policies state that employees are expected to maintain housing in the home location and it is assumed that the employee will be returning to the original location at the end of the assignment. If the employee does not maintain a home location residence, the company may regard the move as permanent from a tax perspective.
The following tips can help you improve the overall process to boost compliance and reduce or eliminate late filings and W-2C amendments that will inevitably cost you more time, money and sanity.
10. While it’s still fresh in your mind, make a list of the things that worked well in preparing the 2014 year-end and what needs to be addressed for next year. Even if you only had to do one W-2C, why chance that the one mistake could be for a senior level executive? Bottom line: There’s always room for improvement.