Weichert Workforce Mobility, one of the world’s leading providers of global talent deployment solutions, announced that Janet Markle has joined the company as Regional Vice President for the Southwestern United States.
In this role, Markle will be responsible for Weichert’s day-to-day operations in her region, managing and developing staff to ensure the highest caliber of customer service, serving as a trusted resource to her clients and spearheading strategic growth. Working out of the company’s Houston office, Markle will report directly to Executive Vice President Dave Bencivengo.
Markle has over twenty years of experience in workforce mobility and HR, spanning global and domestic account management, business development, client relations and operations. She comes to Weichert Workforce Mobility from Sirva, where she managed the company’s largest service center and held the positions of Vice President, Global Client Engagement and Vice President, Business Development. Before that, she spent more than a decade in senior leadership capacities at Cartus. She also served as Director of HR & Training for Coldwell Banker Relocation.
“In addition to sharing our vision and values, Janet brings a unique blend of operations, sales and HR expertise, which will make her a valuable resource to our clients as the synergy between workforce mobility and talent management becomes more defined,” said Bencivengo. “Throughout her career she has proven herself to be an extraordinary leader with an equally impressive track record for building and maintaining successful client partnerships.”
Complementing her experience, Markle has earned the Certified Relocation Professional (CRP) and Global Mobility Specialist (GMS) designations from Worldwide ERC.
“I was drawn to this position because of the level of energy and buzz coming from Weichert and its widely-noted reputation for delivering exceptional service experiences,” said Markle. “There are tremendous opportunities ahead for building upon this reputation and I am eager to work with my new colleagues to drive these initiatives.”
Our 2014 Workforce Mobility Survey polled approximately 200 North American companies on the ways they deploy key talent.
In an effort to shed light how trends cascade across specific industries, we have created a series of infographics showcasing key findings filtered by sector. We believe this data provides good insight to how different industries use workforce mobility to achieve their business goals.
The first of these infographics focuses on an industry long-defined by heightened competition for the most highly-prized talent: the pharmaceutical industry.
Give this infographic a look. As always, for more information and further breakdown, feel free to contact us.
In a Boston Globe article discussing methods companies are using to convince employees to accept moves into Massachusetts, Ellie noted the continued critical role of relocation in driving success.
“Relocating is so vital to the growth and vitality of businesses, especially today where you see a huge talent gap,” said Sullivan. “There’s also the impact of the millennials and their appetite to experience relocation and to use relocation as a developmental tool, not only for their personal enjoyment, but to advance their careers.” According to the Worldwide Employee Relocation Council, a relocation services trade group, today’s typical transferee is 36 to 40 years old.
In fact, according to the results of our 2014 Workforce Mobility Survey, more than half of companies now offer such assignments.
As their usage becomes more widespread, so have some myths concerning temporary domestic assignments. In this article, I’ll address and debunk them.
Myth: Temporary assignments only help us complete project work.
While the majority of organizations use domestic temporary assignments for project work-based needs, our survey revealed that a growing number of companies in the U.S. and Canada use them to develop future leaders and high potentials. In fact, high growth companies (companies with revenue growth of more than 5% over the past year) tend to use fewer short term assignments for “project work” and instead rely on these programs for career development purposes. Continue Reading →
The leading indicators weigh heavy on the positive side as summer ends and the (normal) seasonal slowdown commences. Unemployment is improved at 6.1%, 30-year fixed mortgage rates are up but still reasonable at around 4.1%, gasoline prices are at a four-year low, consumer confidence and consumer spending is up slightly and in September, the Federal Reserve committed to keeping the short-term interest rate untouched in the near term.
For employers, this indicates a generally favorable landscape for relocating homeowners and renters and the business climate in the coming months.
More good news was heard when it was reported that FHA would eliminate a prepayment penalty — the interest rate charge — starting next year. For FHA borrowers who pay off their mortgage before the end of the month, the lender is allowed to charge to the borrower the interest rate costs on the loan from the day the loan is retired until the last day of the month. So, if a borrower paid off the loan on Sept. 10, the penalty would be 20 days of interest payments. That can be hundreds of dollars. Once the change takes effect, on Jan. 21, 2015, lenders will no longer be able to apply that interest charge to the borrower. Given the track record of financing challenges presented post-recession, employers should be aware of this positive news for home buyers.
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.
Continue Reading →