Introduction

As companies expand into new markets and talent becomes more globally distributed, having a clear, people-focused global mobility strategy is no longer optional – it's essential. Whether relocating a senior executive or setting up regional hubs, the right framework helps businesses stay compliant, reduce friction, and retain key talent.

At ThinkGlobal HR, we help organisations design practical, scalable mobility strategies that work across borders and cultures. Based on insights from trusted resources like Multiplier and our global experience, here are five critical elements to include in your approach.

1. Immigration and Legal Compliance Visa requirements, work permits, and labour laws differ significantly by country – and the penalties for getting it wrong can be serious. Your strategy must include:

• Country-by-country visa tracking and processing protocols

• Pre-move compliance assessments

• Ongoing legal monitoring for regulation changes

We often see mobility strategies fail because immigration was treated as a last-minute admin task. Instead, build legal coordination into the earliest planning stages to prevent costly delays.

2. Taxation and Compensation Planning International relocations can trigger complex tax implications, both for the employer and the employee. A global mobility strategy should align:

• Payroll compliance and country-specific tax thresholds

• Compensation adjustments for cost-of-living differences

• Tax equalisation policies or relocation allowances

In one project, we supported a leadership transfer to Switzerland and helped harmonise their pay and benefits in line with local expectations and home-country equity. It prevented frustration and preserved trust.

3. Support for the Whole Person A strong global mobility strategy goes beyond logistics. Supporting employee wellbeing – and that of their family – boosts retention and productivity. Consider:

• Pre-departure orientation and cultural training

• Spouse/partner support and schooling options

• Mental health, social integration, and healthcare access

When relocating families to Singapore, one client included a destination concierge and expat coaching. Employees felt settled faster, and early attrition dropped sharply.

4. Internal Mobility and Career Development Alignment Mobility should align with talent development and succession planning. Your strategy should:

• Define how international moves contribute to career growth

• Set expectations for length of stay, role development, and return pathways

• Build feedback loops to track employee progress and satisfaction

This helps avoid the common trap of treating global moves as one-offs, rather than part of a long-term talent strategy.

5. Clear Governance and Cross-Departmental Collaboration HR doesn’t own global mobility alone. Your strategy should define roles and responsibilities across:

• Legal and compliance

• Finance and payroll

• IT and facilities

• Line management

We always recommend establishing a global mobility governance framework – a shared playbook that includes workflows, escalation points, and consistent tracking across teams.

Final Thoughts 

A global mobility strategy isn’t just about moving people. It’s about making sure the move is legally sound, financially aligned, and personally supported. Done well, it becomes a powerful lever for growth, leadership development, and culture-building across borders.

What’s next for your global people strategy? 

Let ThinkGlobal HR help you build or refine your global mobility strategy. Book a consultation with our international HR experts to create a framework that supports your people, protects your organisation, and sets you up for long-term success.