For the past two years, Weichert Workforce Mobility has been the only large-size relocation management company to rank among the top three in the “RMC of the Year” category of the EMMA Awards in all three regions — the Americas, EMEA and APAC. Presented by the Forum for Expatriate Management, the EMMAs are among our industry’s most coveted awards, celebrating excellence in expatriate mobility.
We are proud to note that in 2014, Weichert Workforce Mobility has once again been nominated as RMC of the Year in all three regions. In the Americas, we were also nominated in the “Thought Leadership Study of the Year” for our popular and groundbreaking Latin America mobility survey. Continue Reading →
A: While they’re not right for everyone, new hire graduates are one demographic for which the lump sum is very appropriate. According to the results of ERC’s New Hire Policies Survey, 46% of companies offer at least some entry-level new hires a lump sum to cover mobility expenses.
A lot of existing research doesn’t get into whether or not this amount should be grossed-up, but in my experience helping companies develop policies, the majority do provide tax assistance (in the form of a gross-up) on lump sums, even for those at the new hire grad level/tier. ERC’s survey data adds that when items are reimbursed, 70% of companies cover the gross-up for the additional federal and 64% cover the state tax liability caused by the move, supporting my findings. Continue Reading →
Now in its eighth year, our annual Workforce Mobility Survey has become the definitive guide to emerging relocation trends and best practices. This year’s results reflect the input of approximately 220 corporate relocation managers and HR professionals at North American companies across all major industries.
Required reading for anyone managing a mobile workforce, this deluxe edition offers best practies and policy recommendations on a number of critical topics, including temporary assignments, homeowners becoming renters, lump sums, home sale benefits, exceptions, loss-on-sale, payback agreements, core-flex programs, COLA and the most popular emerging “alternative” programs.
This research paper is available by email request only using the form below.
As more companies embrace global mobility as a critical tool for developing top talent and pursuing new opportunities, our Consulting desk has seen increased requests for the best models and practices to streamline the complex management of global moves.
In response, we developed a diagnostic survey tool to help companies identify areas for program optimization, and invited corporate mobility managers to use this tool to determine where to improve their programs.
Not surprising, the one area that received the most focus is tax and payroll compliance—an admittedly slippery slope for most companies. The cumulative results of our survey, which are presented here, give greater insight into how much of an issue compliance risk is to today’s companies.
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Companies intent on post-recession growth need a mobile workforce agile enough to respond quickly to new opportunities and fill talent gaps across their organizations, according to the results of our latest survey.
Now in its eighth year, the Workforce Mobility Survey has become the definitive guide to emerging relocation trends and best practices. This year’s results reflect the input of approximately 220 corporate relocation managers and HR professionals at North American companies across all major industries.
The majority of survey participants acknowledge that workforce mobility remains critical to achieving business and talent development goals, with one-third expecting their mobility volume to increase over the next twelve months. Mobility is even more important among high growth companies, which, the study showed, not only relocate more employees (an average of 432 annual moves versus 280 for other companies) but are also more effective at leveraging mobility as a strategic tool to recruit, develop and retain key talent.
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Jennifer Connell, Director of our Americas Consulting practice, discusses the survey’s key findings, the importance of flexibility and agility to successful workforce mobility and the lesson we can all learn from high-growth companies when it comes to employee relocation.
It’s ten minutes packed with mobility news and statistics you can use.
I was recently interviewed for an article on the topic of divorce for Mobility Magazine, and it occurred to me that in 20+ years working in the global mobility industry, I have never been asked to approach this question from a strategic viewpoint.
Sure, there have been the one-off situations that needed a customized resolution, but from a policy perspective, discussions of divorce and death are typically taboo or an after-thought. No one really wants to think about these possibilities when considering an assignment.
Nonetheless, it is a subject that needs to be addressed when one considers that the number of marriages ending in divorce in the USA still hovers around 50%. Certainly the stats alone validate the need to address the issue formally.
There are many complications to divorce in general, and especially when a relocation or international assignment is in process. Here are some important factors to consider:
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Latin America has become a hotbed of talent deployment activity. But with great opportunities come equally great challenges. In this podcast, we’ll examine what the majority of respondents to our recent Latin America Mobility survey indicated as their greatest challenge: managing payroll and tax compliance for employees being relocated into this region.
Our subject matter experts include Andrés López-Llamozas, Manager of International Tax & Compensation, and Laura Levenson, Director of our global consulting practice.
You can listen using the audio player below, or by downloading the episode here.
There’s still time to add your voice to one of the industry’s premiere indicator of workforce mobility trends and best practices: Weichert’s annual mobility survey.
This year’s results will provide deep insight on such timely topics as domestic temporary assignments, flexible policies, capped programs and talent management, making it vital information for benchmarking your program against peer organizations and building a more competitive policy. By participating in our confidential survey, you’ll receive an advance copy of our findings.
We think it’s a valuable exercise for you and your company but don’t just take our word for it–check this video from our Director of Consulting: