Introduction 

Tariff changes rarely appear on HR’s radar – but they should. As the United States continues to adjust its trade policies and impose tariffs on various goods and markets, the ripple effects go beyond supply chains and vendor costs. Tariffs can impact workforce planning, employee mobility, and even morale in multinational organisations.

At ThinkGlobal HR, we help businesses connect the dots between trade policy and people strategy. Here's how HR leaders can anticipate and respond to challenges created by shifting US tariffs – with a focus on agility, compliance, and continuity.

1. Workforce and Talent Strategy Adjustments Tariffs can change the commercial viability of certain locations, prompting companies to shift production, restructure supply chains, or reallocate headcount. HR teams must be ready to:

• Conduct rapid workforce planning and scenario modelling

• Review headcount needs across geographies based on shifting operational priorities

• Partner with finance and operations to align people cost forecasts with tariff-related changes

We worked with a client who relocated manufacturing roles from China to Mexico following increased US-China tariffs. HR was central to managing role transitions, reskilling, and compliance in both countries.

2. Global Mobility and Assignment Risk Management When tariffs drive business to new regions, international assignments and relocations often follow. But each move brings visa, tax, and compliance complexity.

Your mobility strategy should account for:

• Shifting risk profiles based on political and trade tensions

• Immigration delays or policy changes linked to trade relations

• Tax and permanent establishment risks from cross-border work

We supported a multinational firm expanding its presence in Southeast Asia as a hedge against tariff exposure. By reviewing their assignment contracts and mobility frameworks, we ensured smooth onboarding, tax compliance, and reduced legal risk.

3. Labour Relations and Local Impact Tariffs can cause job losses or uncertainty in affected markets, especially where import/export roles are at risk. This can lead to:

• Reduced morale in specific business units

• Tensions with local unions or employee groups

• Concerns over job security that erode engagement

HR leaders should lead with transparent, timely communication – sharing what is known, what is changing, and how the business is responding. Where possible, offer redeployment, upskilling, or support for affected workers.

4. Culture and Engagement Across Borders Trade policy often reflects geopolitical narratives. Employees in different regions may interpret tariff-related decisions as political, personal, or cultural. HR has a role to play in:

• Framing business decisions through a global lens, avoiding US-centric messaging

• Reinforcing shared values around respect, collaboration, and transparency

• Listening closely to how different teams experience policy impact

A client facing backlash from APAC teams after shifting procurement functions to the US leaned on their internal EDI network to foster dialogue, answer questions, and preserve trust.

5. HR’s Role in Resilience and Risk Management As global risks multiply – from tariffs to sanctions to cyber threats – HR must become a more active participant in enterprise risk planning. That means:

• Collaborating with legal and compliance teams on workforce-related risk scenarios

• Building adaptive structures that support talent redeployment and mobility

• Leading continuity planning that includes people, not just processes

Final Thoughts 

Tariffs may start with trade, but their consequences often land in HR. With the right foresight, planning, and communication, HR can turn global disruption into an opportunity for stronger alignment and resilience.

What’s next for your global people strategy? 

Book a global HR resilience review with ThinkGlobal HR. We’ll help you assess tariff-related risks, adapt your mobility and workforce plans, and ensure your people strategy keeps pace with the world around it.