Our annual conference brought together industry leaders, experts, and peers for a day of engaging discussions, insightful presentations, and valuable networking opportunities. The event focused on the evolving landscape of global mobility, addressing pressing challenges, innovative solutions, and future trends shaping the industry.
We had an incredible 29 speakers from 16 countries leading 15 sessions. Below I’ve summarised some of the key takeaways from each one:
Welcome from the ECA Group Chief Executive Officer
The conference kicked off with a warm welcome from our CEO, Mark Ash, who emphasised the importance of adaptability and innovation in the ever-changing global landscape. Mark highlighted how ECA’s Managing Mobility Survey confirmed that GM remains critical to organisations despite the external headwinds, and shared a pithy insight from one of our customers that “leadership just want to get it done”; so GM functions are under huge pressure to deliver in the face of many challenges.
Mark set the tone for the day by announcing the uniting theme as how to be “future ready”, noting that all of us must be “adaptable, agile and responsive” to enable future success.
Global Mobility Reimagined: From Processor to Powerhouse
Tim Wells, ECA’s CXO, set the scene by taking us back in time 25 years, to the start of his career, when GM functions were mostly processors. There was little variation in move types, everything was manual, and the sky was the limit on assignment costs. But although they were processors, GM professionals have also always been exceptional problem solvers, diplomats and communicators. And these qualities are why our industry has been able to evolve and shift to becoming more strategic in response to the series of global upheavals that started with Brexit.
John Kerr, Pinsent Mason’s Head of GM, recounted how he has led transformations and increased the profile of the GM programme in the past 18 months, with a team mission to deliver “brave, compliant and accessible” mobility solutions that stay relevant to the changing business strategy.
John was full of wisdom for how to direct and execute your vision and goals. For instance, his team had three “resolutions” to help them keep focused on delivering transformation:
- Find opportunity amidst chaos – they’ve managed to deliver transformation despite challenges
- Be more brutal and less “British” – have conversations before things fester
- Remember all decisions have an expiry date – from policies to the role of the GM function and stakeholders
One of John’s successes was introducing business cases for moves and now these are fundamental – they not only produce better outcomes for the business, but ensure the GM team’s time investment is justified too.
John’s concluding words of wisdom were that “courage is the catalyst for change” and if you don’t measure it, you can’t modify it”.
Navigating the Cross-Border Implications of Changing Geopolitics
Sir Peter Westmacott, Former British Ambassador to the US, France and Turkey, reflected on lessons he’s learned through his career and the consequences of the current political shifts for mobility and beyond.
Sir Peter had numerous stories demonstrating how easy it is for even the most seasoned travellers – like ambassadors! – to get into hot water with immigration authorities and without duty of care support, highlighting how critical mobility expertise and support really is.
He reflected on the politicisation of immigration and how this is resulting in border control becoming stricter around the world and personal political views now increasingly becoming a barrier for entry. He shared observations on a new trend of mobile workers moving to Dubai and Abu Dhabi for longer and longer periods due to relatively good quality of life and the diminishing attraction of the UK to those on higher incomes. Sir Peter also expected greater immigration flexibility was likely to be a central demand from India in any trade negotiations with the UK, perhaps making this pathway easier for mobility teams.
Ultimately Sir Peter concluded that global mobility is now more political and complex than ever but essential for the prosperity of individuals, companies and countries. GM team are crucial enablers in the face of deglobalisation pressures; mobility is not going away; it is just evolving.
What does this changing geopolitical shift mean for global mobility?
Our panel of experts, moderated by ECA’s Tim Wells, talked about how to adapt to the changing geopolitics, particularly the stricter enforcement of border controls in the USA and more widely.
There was much discussion on the developments in the US, the institutional pressure on border control employees to appear tough, and whether the crackdown at border control might be scaled back in the future. The panel’s advice? Stay calm, monitor the situation, assess and adapt your strategy, dust off crisis manuals and “prepare for the unpredictable”. And in terms of your mobile workers – reassure them brief them well, and make sure they are safe and supported.
David Livitt, a Partner at Blick Rothenberg, highlighted the importance of reassessing your talent pool to make sure that under these conditions, you can still get the right talent where it’s needed.
Liam Brennan, ECA’s Group Sales Director, pointed out that the current generation of leaders will have been mobile during a different era and GM need to bring them up to speed on the increasing challenges to international movement, with the takeaway being that this is the key time to get solutions approved.
Liam also warned that with US companies incentivised to keep operations within the country, there will be fewer outbound mobile workers. But Delphine Douroux, the director of Cindex, noted that there might be some opportunities for Europe if US talent is increasingly looking to exit the country.
Aligning GM policies and business strategy, with the support of tech - A conversation with Jotun A/S
Sami Oubari, Head of Rewards and Org. Design, and Sarah Cruz-Rodriquez, Head of Global Mobility spoke to Patrick Seuwan (Customer Success Senior Manager at ECA) about their company culture and GM programme.
Sami and Sarah introduced us to Jotun’s “penguin culture”. Despite having 50 companies in 50 locations, the company is deeply rooted into the local community in in Sandefjord, Norway. It’s still a family business and the Jotun values are loyalty, care, boldness and respect.
The executive board’s directive to GM is “to improve and expand mobility, develop cross department, functional and country experience by offering increased opportunities for rotation and career development at different levels within the organisation. [We] must actively motivate employees to seek potential for careers locally, regionally and internationally”. International and cross functional experience is a critical requirement for senior positions at Jotun – they find this is crucial for maintaining the company culture; outside hires haven’t worked that well.
Consequently, they have the backing to invest in their GM programme by offering a suite of move types and by spearheading excellent benefits for mobile workers. A key discussion point was how last year they introduced family income support to compensate the partners of assignees in dual income households. Only 15% of the audience members had a policy like this, showing that Jotun’s approach is pioneering.
Jotun also shared the importance of having a move management platform that gives you insight into your population and costs, and how integrating with their HRIS and improving the employee experience with tech are next on their roadmap.
Driving the future with innovation, data & expertise
Jeremy Snyman, ECA’s Chief Product Officer, shared exciting updates on ECA Expert, our new unified platform that centralises all types of mobility – assignments, business trips, and remote work – into one seamless experience. After we’d been treated to a promo video, Jeremy dived into some of the key features.
With the day’s focus on being “future ready” and agile, flexibility stood out as a defining feature of the platform. Jeremy highlighted that users can configure workflows, approvals, and compliance policies to fit their unique business needs. Employees also benefit from a new mobile app that includes features like task tracking, e-signatures, destination guides, and even AI-powered support, all designed to make the mobility process smoother and more engaging.
The platform is also highly data-driven, offering advanced analytics and real-time insights through tools like Discovery, which allows users to ask questions about cost of living, housing, and more. AI plays a key role throughout the system, enhancing automation and personalisation while maintaining strict data privacy by hosting AI models in-house.
ECA Expert marks a big step forward, and we’re excited to share more as we continue this journey.
Adapting mobility: trends, barriers & smarter strategies
ECA’s Lee Quane and Grace Petrova shared key mobility trends and challenges while facilitating an exchange of ideas and solutions.
The session emphasised the need for flexible and inclusive policies that cater to diverse assignees, including single parents and younger employees. Offering benefits like childcare support and flexible travel options can make assignments more attractive, especially for women and families.
On cost management, it was noted that benefit costs often account for a larger portion of assignment expenses than salaries and companies should consider revising benefit entitlements instead of adjusting salary compensation. One attendee shared how their company reduced administrative costs by shifting to an in-house admin model and leveraging automation for better efficiency. The growing preference for short-term assignments was highlighted, as they are typically cheaper and offer better work-life balance.
The session wrapped up with a couple of key takeaways: firstly, that organisations need to control costs without compromising the employee experience, with technology serving as a key enabler; secondly, policies should be varied and strategically aligned with both company goals and the diverse needs of employees.
Building a strong mobility brand
ECA’s Head of Consultancy, Helen Mildred, and Senior Consultant James Mathers interviewed John Kerr about his experience transforming the mobility brand within Pinsent Masons.
James kicked off by asking the room how they would summarise GM’s brand within their organisation in a word or two. Some thought perceptions were negative – “bonkers” and “chaos” were mentioned! Others were aspirational, aiming for their brand to be a “global customer experience”. Ultimately everyone was reassured to know they were all in similar boats with similar challenges, and John confirmed that, in fact, they were likely further ahead in their journeys than they thought.
John shared valuable insight and wisdom from his own experience, stressing the importance of candid conversations with stakeholders and seeking feedback from your biggest critics (and not just your supporters). He also discussed the challenges of redefining mobility, including struggles with conflicting expectations about the team’s scope and meeting the evolving needs of HR teams during periods with high volumes of moves. Interestingly, his team has been able to demonstrate their broader relevance by advising on the expansion of the company into new territories. This has helped elevate the team’s brand, positioning them as problem solvers and key contributors to broader organisational operations. Despite the challenges, John felt that it’s been an opportunity to build stronger relationships and showcase mobility's growing influence within the company.
Haleon - From scratch to success: Building a GM function post spin-off
Honor Armand Smith – Haleon’s Head of Global Mobility – was interviewed by ECA’s head of Customer Success Jacqueline O’Rourke.
Honor's presentation on global mobility transformation at Haleon highlighted key strategies for modernising the company's mobility program. One of the primary initiatives, the Grow Beyond programme, allows junior employees to gain international experience through short-term assignments, providing development opportunities while controlling costs. The focus is on creating a strong talent pipeline, with the support of senior leadership and a robust talent management approach.
Honor has also driven efficiency gains within the GM function. The team took over responsibility for immigration for moves over from line managers, streamlining the process and reducing complications. She also eliminated a decision tree used by the business, which stakeholders found frustrating due to its complexity and lack of flexibility. The rewards have been smoother decision-making and improved buy-in from stakeholders across the business.
It’s clear that Honor and her team are committed to continuous improvement, with a focus on employee experience and efficiency. Her team's success in transforming Haleon’s mobility programme showcases the importance of clear communication, agile decision-making, and aligning global mobility strategies with broader talent development goals.
Remote work – turning ideas intro reality
Bettina Tang (GM Owner & Advisor for Borealis) and ECA’s Jeanette Ryan (Senior Director of Research) and Tom Crosby (Business Development Director) shared Borealis’ journey to implement its remote work solution.
Borealis have successfully developed a structured and transparent remote work system that quickly triages requests using on policy-based logic, providing instant feedback with explanations for denials or warnings. This approach has saved HR time and reduced employee uncertainty, with most requests processed in seconds and approvals/denials handled within two days. In the first 60 days, 166 requests were submitted, with 76% approved or denied instantly.
There were some key takeaways highlighted. Firstly, develop a robust policy that can effectively address the types of challenges and queries you've encountered in the past. Secondly, build trust and engagement by tailoring your approach to your company culture. For process- and detail-oriented employees, providing comprehensive guidelines and explanations (as Borealis did) fosters engagement. Lastly, engage stakeholders and allies across the business. Remote work has implications across the business, from HR to legal to finance. Involve these functions to gather expertise, ensure compliance, and strengthen the business case for your remote work policy.
Adapting to economic shifts – navigating cost of living challenges
Oliver Graham, Analytics Manager at ECA, shared valuable insights on how businesses can manage cost of living adjustments (COLA) amidst fluctuating inflation and global uncertainties. He emphasised the importance of shifting to a proactive approach in reviewing salaries, equipping GM teams with the necessary tools to act early. Oliver outlined that businesses should use dynamic exchange rate trackers, quarterly pricing updates, and forward-looking indicators to stay ahead of potential volatility. By doing so, organisations can better anticipate changes in inflation and cost of living, ensuring they respond quickly and effectively.
Claudine Turner looked at how to align policies to an organisation’s strategy and demographics. She highlighted that a single, rigid policy might not be suitable, especially as businesses evolve and face new market conditions. In these cases, a suite of policies is more effective and agile. Claudine also emphasised the importance of having mechanisms in place to manage cost of living volatility.
Claudine concluded by highlighting the critical role of clear and transparent messaging when communicating policy changes. Whether COLA adjustments are increasing or decreasing, it’s vital to communicate openly with employees to ensure they understand the rationale behind any shifts. Tools like assignee portals and AI-driven search capabilities help ensure stakeholders receive the right information at the right time, ultimately enhancing the employee experience and reinforcing the company's commitment to transparency.
NN Group - Virtual assignments - expanding talent, balancing stakeholders
Miriam Valten (Head of International Mobility and Share Plans at NN Group) and Nick Hedges (Business Development Director at ECA) discussed NN Group’s virtual assignment programme – implemented to address talent shortages while offering employees greater flexibility and a better work-life balance.
Miriam shared how the company has navigated some of the operational and compliance challenges that come with virtual assignments, including: tax equalising pay to ensure equity between locations; reducing compliance complexity by using local contracts and recharging arrangements where needed; and managing the increasing demand by prioritising roles for which virtual assignments are most justified. NN Group are also enhancing the employee experience by tracking satisfaction through surveys, ensuring virtual assignees remain engaged and productive.
The program has successfully balanced business needs, compliance, and employee experience. To prepare for growing demand and increasing legal complexity, NN Group plans to future-proof the program by leveraging automation and streamlining processes.
Philips - Finding the balance between customer centricity and policy gatekeeper
Vanessa Dullaart, Head of International Mobility at Phillips, shared her wisdom with ECA’s Helen Mildred and Cyril Brenninkmeijer (Customer Success Team Lead)
The session started with an eye-catching visual of someone being (hung, drawn and) quartered to represent how mobility teams are pulled in four opposing directions at once; Vanessa labelled these competing priorities as consistency, flexibility, cost effectiveness and premium employee experience despite these often being conflicting priorities.
The importance of gathering input from stakeholders was emphasised – specifically speaking to as many stakeholders as possible, being receptive to feedback and using this to create business cases and infirm policies that stay ahead of the business’ needs. Vanessa recognised that policy reviews are often postponed for many years due to the day-to-day workload taking up so much time, but investing in policies that work is in fact the key to saving time in the future.
The tensions between consistency and flexibility were explored and some advice was to make business leaders aware that giving every employee bespoke treatment is a blocker to business objectives like increased automation and scalability. However, it was agreed that no organisation will ever be exception-proof and 100% consistent; but if you prioritise moves that are objectively business critical, then the policy should take care of nine out of ten cases.
Drive & thrive: Embracing change to shape the future of Global Mobility
This panel discussion, moderated by ECA’s Ema Boccagni (Customer Success Director), explored how to navigate rapid change, embrace uncertainty, and make quick, informed decisions.
Jochen Lenz (Head of GM at Daimler Truck) shared how his team had to adapt quickly after Daimler Truck became a standalone company, highlighting the importance of having the right people, providing psychological safety, and leading by example.
The conversation also delved into the importance of data and technology in decision-making. Sarah Cruz-Rodriguez (Jotun) discussed how proactive, timely data is essential for anticipating challenges. The panel highlighted the need for accuracy and transparency to maintain credibility in data and build trust in AI.
Finally, the panellists emphasised the increasing value of collaboration, both internally and with external partners, to ensure the best outcomes in global mobility.
The key takeaways were the need for agility, continuous learning, collaboration, and trust while adapting to the fast-paced changes both within the business and in the wider global landscape. The session concluded with a reminder to embrace the unpredictable and acknowledge the ongoing efforts to improve responsiveness and adaptability in global mobility.
FIND OUT MORE
To discover how our all-in-one global mobility solution, ECA Expert, can help take your mobility programmes to the next level, please get in touch for a demo.
Please contact us to speak to a member of our team directly.