Consistency, Flexibility &
Transparency in Today’s Approach to
Global Mobility
Tim Wells
Former Group Global Mobility Manager
Britvic Soft Drinks Ltd
Wednesday 26th June 2013
Alicante, Spain
What we will cover:
• Approaches to international compensation for your globally mobile
workforce
• Communicating reward packages in locations without HR presence or few
employees on the ground
• Why accurate benefits data is important to business performance
• How has growth in emerging markets impacted traditional approaches to
compensation?
• Why consistency, flexibility and transparency in today’s approach to GM is
important
• Q&A
Global
Mobility is
evolving….
Approaches to international compensation for
your globally mobile workforce
Home-based Package
Host-based Package
Communicating reward packages in locations without
HR presence or few employees on the ground
Knowing
your stuff
Knowing
your
situation
Knowing
your staff
Knowing
your
schedule
Why accurate benefits data is
important to business performance
1
Budgeting
2
Employee Engagement
3
Attracting Candidates
How has growth in emerging markets impacted
traditional approaches to compensation?
Global job grades
Varied
locations
Global
compensation
and benefits
principles
Need for
consistency
Consistent structure
means one HRIS
possible
Consistent
performance
management process
Greater levels of
employee satisfaction
Greater levels of
employee satisfaction
How has growth in emerging markets impacted
traditional approaches to compensation?
Pay –
Increasing
mobility
Medical - one plan for
all expatriates
Creation of
international
benefit/reward
schemes
Multiple
benefits
plans
HQ-based
Expatriate
Pension – one plan for
all globally mobile
employees
Shares – phantom
share schemes
Global reward and
recognition
programmes
Why consistency, flexibility and transparency in
today’s approach to GM is important
EXPATS
CHAT
PACKAGE
EXPLANATIONS
CONSISTENCY
TRANSPARANCY
CREDIBILITY
SETTING
EXPECTATIONS
Why consistency, flexibility and transparency in
today’s approach to GM is important
LUMP SUM
PACKAGES
By 2025, Gen Y (born after 1980) will make up
75% of the global workforce
93% of young professionals
expect to live and work abroad during their
careers
FLEXIBILITY
DIFFERING
NEEDS
91% of Gen Y prefer to research and book
travel online and this extends to relocation
Global mobility teams need to adapt to offer more
online, transparent and flexible offerings to meet
the needs and expectations of Gen Y
Source: Move Guides, Gen Y and Global Mobility
Published 2012
Gen Y – what research is saying….
“Gen Y and Millenials will increasingly
view the organization – and the world –
without boundaries. They will happily
begin their careers outside their home
countries if the employment or role
prospects are greater abroad.”
PwC, Talent Mobility 2020
Published 2010
“Global mobility will increasingly offer Gen Y
international experience with cash
allowances and digital relocation support.
Global mobility must deploy new policies and
service providers to offer Gen Y the innovative
relocation support at the lowest
organisational cost”
Move Guides, Gen Y and Global Mobility
Published 2012
“Gen Y is independent and
empowered. They value
transparent data, opinions of
friends and control of their
decisions. This has given rise to
self-service business models”
Move Guides, Gen Y and Global Mobility
Published 2012
“The Baby Boom generation saw international
assignments as a financial reward for relative
inconvenience. Generation X and Ys have built
in expectations of living and working
internationally.”
Deloitte, Global Mobility, Fostering a Global Mindset
Published 2011
Q&A
Thanks for listening!
Tim Wells
Tel: +44 (0) 7946 536 230
Tim Wells
wacc.tim