Mobility Trends

Part 5: Economic Volatility: Best Practices for Managing Your Mobility Program Over Time

Control program costs while meeting assignee needs via well-designed policies that address economic changes over time. Join us as we:

Part 4: Host-Based Solutions and an Introduction to Global Compensation

With Guest Speaker from Korn Ferry

Host-based compensation approaches for cross-border assignments and transfers tend to be most effective when specific conditions exist. The key to success is having a decision process in place to assess when this approach is likely to be successful, or when an alternative pay approach may be preferable. Join us as we:

Understanding Cost of Labor versus Cost of Living assessment:

Whether internationally or domestic, there is still the need to get your talent to the right location in the right way, and at the right pay levels. International mobility has additional complications, but domestic mobility continues to trend as a challenge for many organizations and their employees.

Part 3: How can you leverage policy suite segmentation for success?

Policy segmentation can meet many business goals. Over the years, we’ve heard many reasons behind the value of doing this, including adding policies to address new assignment types or populations, reducing overall program costs, offering flexibility to the business, and aligning mobility to overall talent strategy.

Domestic Moves

As a global mobility professional, does this question sound familiar? Are you more frequently being tasked with managing domestic moves along with your international responsibilities? Although you may think of domestic moves – transfers within the same country – as outside your purview, there are advantages to streamlining international and domestic mobility policies.

Part 2: Business Travelers, Commuters, and Tax Implications

International business travelers and commuters are two of the fastest growing types of international mobility. Designed to meet global short-term business objectives, they also provide organizations with opportunities to address other important goals such as talent development and greater flexibility for both the business and assignee. Access the recording to learn more about:

AIRINC's corporate headquarters at 675 Massachusetts Ave in Cambridge, Massachusetts.

5 years of change: New office, new faces, but the same great place

Our careers often take us in different directions but this week I returned to AIRINC to develop new client relationships within the Midwest. Having been away for the last five years in the relocation management sales world, I visited a new Cambridge, MA office with many new faces, but I found the same dedication to clients and quality products that has fostered AIRINC’s reputation as industry thought leaders for over sixty-five years.

Part 1: Compensation Basics for Globally Mobile Employees

Understanding how and when to use different compensation approaches is key to achieving global mobility goals. Access the recording to learn more about: