Crossing Borders, Managing Risks: HRPA Webinar Highlights
Whether through temporary assignments, permanent transfers, or rotational programs, mobility is being widely acknowledged as a catalyst for organizational growth, innovation, and global expansion (it’s about time)! But with immigration policies in flux, political shifts unfolding, and post-election changes taking hold, cross-border mobility is becoming more complex, bringing fresh challenges for HR and mobility teams.
In our recent study, Designing Programs for Success, a significant percentage of professionals indicated that they expect their roles and required skills to evolve dramatically over the next five years. While AI and technology are certainly part of that shift, compliance knowledge—especially in areas like immigration—is becoming increasingly critical. In fact, over 75% of HR professionals expect to deepen their expertise in this area.
Responding to a Thirst for Compliance Intel
Last month, Weichert was asked to moderate a webinar for the Human Resources Professionals Association (HRPA). I was honored to team up with Weichert’s Ann Stafford and Fragomen’s Rich Lamanna to lead a timely and lively virtual session for over 375 Human Resources professionals, zeroing in on the evolving challenges of cross-border mobility in North America. With shifting border policies, a new Prime Minister, U.S. tariffs, and economic uncertainty on the horizon, this discussion offered critical guidance and actionable strategies for HR leaders navigating this new and complex landscape.
The Top Challenges HR Teams Are Grappling With
The HRPA webinar spotlighted exciting opportunities for innovation in global mobility while also surfacing four key challenges HR leaders must tackle to confidently manage compliant, talent-first programs.
Regulatory Volatility
One of the most significant hurdles is the ever-changing regulatory landscape. Immigration policies, visa requirements, and border controls are constantly in flux—particularly in North America – and this is impacting the industry at large. For employees relocating to or from the U.S. and Canada, the rules can shift rapidly and differ by province or state, making compliance a moving target. HR professionals must stay vigilant, continuously monitoring legal updates and adjusting mobility strategies accordingly. This requires not only legal expertise but also the agility to implement changes quickly and communicate them clearly to affected employees.
Managing Employee Anxiety and Uncertainty
Another major challenge is the emotional toll that uncertainty takes on mobile employees. Concerns about travel restrictions, job security, and the logistics of relocating families can lead to heightened stress and reduced productivity. In this climate, HR teams are not just administrators but counselors, communicators, and advocates. Providing timely, transparent information and offering emotional support are essential to maintaining morale and trust. Organizations that prioritize empathy and clarity in their communication are better positioned to retain talent and foster resilience.
Balancing Cost Pressures with Employee Support
Financial constraints are also tightening. Tariffs, inflation, and global supply chain disruptions are driving up the cost of relocation programs. At the same time, employees expect a high level of support, whether it’s assistance with housing, schooling, or spousal employment. HR leaders are tasked with striking a delicate balance between managing ever-smaller budgets while still delivering a positive relocation experience. This often involves re-evaluating vendor partnerships, renegotiating service contracts, and exploring more cost-effective mobility models without compromising on quality or care.
Overcoming Technology Gaps
Finally, outdated technology remains a barrier to agility. Many organizations still rely on legacy systems that are ill-equipped to handle the complexities of modern mobility programs. These systems may lack integration, automation, or real-time data capabilities, making it difficult to track compliance, manage documentation, or provide a seamless experience for employees. Investing in modern, scalable platforms is no longer optional; it’s a necessity for organizations that want to remain competitive and compliant in a fast-changing world.
What Now? Practical Guidance for HR Leaders
One of the session’s strongest messages: clear, consistent communication is essential for compliance and risk mitigation. HR leaders must keep mobile employees informed about policy changes and travel restrictions, tailored by region, as even U.S. and Canadian regulations can differ significantly.
The panel also highlighted the need to uphold duty of care, which extends beyond compliance to include the physical and emotional well-being of mobile talent. That means offering mental health resources, contingency planning, and maintaining open lines of communication. Finally, the group addressed the ripple effects of tariffs on mobility programs, encouraging organizations to assess how trade policies could impact relocation costs and supply chains, and to build flexibility into their strategies accordingly.
What HR Leaders Can Do Now:
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- Audit Your Mobility Program: Review current policies and procedures to ensure they align with the latest regulatory developments in both the U.S. and Canada.
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- Enhance Communication Channels: Establish regular updates and Q&A sessions for mobile employees to address concerns and clarify expectations.
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- Invest in Training: Equip teams with the knowledge and tools to manage compliance, cultural transitions, and employee well-being.
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- Partner with Experts: Collaborate with legal and immigration professionals to stay ahead of policy changes and mitigate risk.
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- Prioritize Employee Experience: Design mobility programs that are not only compliant but also empathetic and supportive of employees’ personal and professional needs.
The Bottom Line
As the regulatory environment continues to evolve, HR and mobility professionals must remain agile. The HRPA webinar underscored the impact of foresight, flexibility, and empathy in helping leaders turn uncertainty into opportunity and deliver a better experience for mobile talent.
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