Last year, with our help, a pharmaceutical client introduced benefit delivery choice for US Domestic Relocations.
AIRINC is a global mobility consultancy, technology, and data company. But, sometimes, owing to our close partnerships with clients, we do work in mobility-adjacent areas like compensation, or broader HR initiatives.
On October 13th, AIRINC hosted our first live benchmarking event.
My colleague, Mike Wincott, recently outlined his predictions for remobilization. Mike believes remote work will continue growing even after business travel and relocations pick up. Globally, business travel is still a fraction of what it was due to ongoing lockdowns and restrictions across many regions.
On behalf of AIRINC, I am delighted to congratulate Kerwin Guillermo on being recognized as the Most Admired Global Mobility Professional in the World. As the inaugural winner of the award, Kerwin sets a high bar for future hopefuls.
We get a lot of inquiries about how to localize expats that have been on assignment for several years. We define localizing as the process of moving an employee from an assignment package to local pay, terms, and conditions. Ideally, the localized employee’s package matches what local employees receive.
Remote work is a hot topic. In my last post, I wrote about how industry, risk aversion, and culture impact a company’s approach and receptiveness to employee remote work requests. Here, I’d like to share some insights into how companies make the call on whether or not to approve requests.
I recently interviewed several Mobility leaders to learn how their companies approach employee requests to work remotely. Each of the companies had remote work policies in place prior to the Covid-19 pandemic.
With fewer people moving during the pandemic, some Mobility functions are taking a strategic look at their programs and resources. Clear communications that are designed from the employee’s perspective improve employee experience and strengthen Mobility’s brand and reputation.