Group Director – Global Mobility & Benefits

Job Description

Global Mobility End-To-End Responsibility

• Provide support to the assignee throughout the mobility cycle to make the mobility process seem effortless for the assignee whilst proactively delivering Global Mobility services.
• Maintain regular contact with the designated population of mobile assignees and ensure proactive delivery of Global Mobility services. Effectively manage expectations of assignees and business stakeholders by taking a consultative and proactive approach, being an effective and flexible communicator, and educating and coaching all on global mobility issues as appropriate.
• Manage and resolve disputes or disagreements about the terms of the global mobility policy.
• Oversee payroll-related inputs for international assignments
• Ensure alignment between mobility compensation structures and payroll execution
• Manage end-to-end international assignments, including:
• + Define assignment type (Long- term / Short – term (Strategic Business Leaders / Business Critical and Technical Experts / Developmental or High Potentials)
• + Consolidate required data (Home/Host Compensation / Base salary/ assignment salary/ Cost-of-Living Allowance (COLA) Hardship/Quality-of-Living (QOL) premium (Location Allowance)/ Per Diem/Daily allowance)
• + Proposal assignment packages / Localisation / Local plus / including End of service benefit / Exchange rate ext. and Validate Exception
• + Calculate Total Cost / Validate Package including Total Cost / Hypothetical Tax
• + Write Mobility Contract / Check if a local contract is mandatory / Validate Mobility Contract / Mobility contract presentation to Group SVP - Total Rewards
• + Organise Home Tax Departure Briefing / Organise Host Tax Arrival Briefing
• + Set Home annual tax return services
• + Tax equalisation
• + Update tracker with updated salary data / Collect updated data of assignees / Collect feedback on performance
• + Annual salary increases and bonus calculation
• + Inform Host Payroll of any updates on the assignment compensation
• + Back charges if needed
• Lead the repatriation of an employee at the end of an assignment.
• Treating repatriation like expatriation, providing full support.
• Act as the primary point of contact for assignees, regions, and stakeholders, ensuring proactive communication, expectation management, and issue resolution.

Key Contact

• Identify the best suppliers to work with and Manage and coordinate relationships with all third-party vendors (tax, relocation, immigration), ensuring service levels and delivery are fit for purpose and effectively deliver to assignees, region and country people teams.
• Collaborate with Talent Acquisition and talent management functions to create a positive perception of international assignments.
• To act as the initial point of contact for regions on global mobility matters, bringing in external advice and support where necessary.
• Meet with HR departments and deliver workshops to ensure that the policy and the implications of international assignments are effectively communicated.

Global Benefits Governance & Strategy

• Support the development and implementation of global benefits philosophy and governance frameworks in partnership with the Group SVP – Total Rewards.
• Establish and maintain global governance standards for benefits across regions
• Review and co-approve benefits plan design changes with regional stakeholders
• Drive consistency while enabling appropriate localisation
• Identify opportunities to enhance employee value proposition through new or optimised benefit programs, while maintaining costs
• Ensure compliance with local regulations and alignment with global standards
• Act as a key advisor to regions on benefits-related matters, providing guidance on design, governance, and implementation.

Support Policy & Procedures

• Review, update and maintain DPW global mobility and benefits policy and procedures as appropriate to meet business needs.
• Remain current on all relevant regulations, legislation, and guidance regarding global mobility and benefits.
• Demonstrate due diligence towards the assignee's origin and host businesses and ensure that the assignment complies with local and international regulations and the company’s processes.
• Support the use and maintenance of a skills portal to ensure accurate and reliable data on potential candidates available within the global business.

Qualifications, Experience And Skills

• Qualification in the relevant HR field
• Broad Total Rewards understanding
• Medium to high Technology Literacy
• Deep understanding of Compliance issues in mobility
• Effective stakeholder management
• 8-10 Years’ Experience in global mobility, benefits, total rewards or similar field

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