This article is part of a series highlighting relevant talent mobility programs and policies. It is not an endorsement of or promotion of an organization. If you would like the WERC editorial team to consider developing a specific case study, email mobility@worldwideerc.org.
Relocating to a new country for work is a significant life change, often filled with excitement, unknowns, and even anxiety. Beyond acclimating to a new work environment, there’s cultural assimilation to factor in, along with immigration, tax, and other nuanced legal requirements. Add a family to the mix and the list of questions and considerations only grow.
To help make this transition as seamless as possible, Devika Bhagwandas, regional global mobility manager for the Americas at H&M Fashion takes a highly personalized approach to her work, focusing on individual support and empathy for every transferee.
A Priority From Day One
“I have always made it a priority to meet with transferees individually,” Bhagwandas says, noting this is a routine she established before working at H&M. “Before they move, I conduct a call with each transferee to explain the immigration and relocation process. Setting expectations upfront is so important.” This personalized call ensures that each employee understands the steps ahead, from the visa interview to moving logistics, and even how their family will be integrated into the process.
The support doesn’t end once employees arrive in their new location. “After arriving in their host location, I meet with them in one of our support offices,” Bhagwandas says. “Over the years, this has led to such positive feedback—people feel connected and supported when we meet in person.”
Addressing the Whole Person
During these in-person meetings, the conversation often revolves around professional and personal matters, as the company recognizes the importance of addressing the whole experience. “I’ll discuss everything from payroll setup to how their family will adjust, and if any intercultural training is needed,” she says. “It’s about offering guidance, not just on the work side, but on the personal side as well.”
With time, this approach has paid off. “The positive feedback has been overwhelming,” she says. “Employees often reach out just to say thank you in person. They feel heard and valued, which is exactly what we aim for.”
Good for the Employee, Good for the Business
For the company, this initiative is not just about helping employees relocate, it’s about enhancing their well-being and, ultimately, retention. “By feeling supported, they can focus on a successful assignment,” Bhagwandas says. This approach to empathy and connection has created a ripple effect throughout the organization, contributing to employee satisfaction and loyalty.
For others looking to engage transferees, Bhagwandas offers simple but powerful advice: “Always make time for one-on-one conversations with transferees after they arrive in their host location. Check in on them, ask how their family is integrating, and how the children are doing in school,” she says. While she recognizes not all organizations may be able to accomplish this based on the volume of cases or location of the transferees, any attempt at personal connection goes a long way.
In an industry where logistics and compliance are often the focus, Bhagwandas’ commitment to embracing the human experience is an example worth following. “It’s not what you say but how you say it,” she says. “Empathy builds trust, and trust builds long-lasting relationships.”