At the New Jersey Relocation Council’s fall 2024 conference, held 14 November, WERC President and CEO Anupam Singhal delivered a keynote address that framed the discussions of the day. The conference brought together thought leaders in global mobility, corporate HR, and supplier services to discuss challenges, innovations, and best practices shaping the relocation and talent mobility landscape. Below is an overview of key takeaways from the corporate roundtable discussions.
1. Leveraging Artificial Intelligence (AI)
AI was a recurring topic across multiple discussion tables, with varying degrees of adoption and experimentation:
- Corporate Use: While no companies are fully integrating AI into global mobility programs, some are using tools like ChatGPT for ad hoc tasks such as rewording communications, creating templates, and generating ideas for policy enhancements.
- Vendor Innovations: J&J showcased its AI-driven Talent Mobility App, which provides transferees with customized relocation information, integrates with supplier platforms, and simplifies payment generation. Initial feedback was overwhelmingly positive.
- Concerns: Challenges such as cost, cybersecurity, and balancing AI efficiency with the need for human expertise remain barriers to widespread adoption.
2. Metrics and Dashboards
Many organizations are creating dashboards for internal mobility teams and business units, leveraging tools like Tableau for visualizations. Key metrics being tracked include:
- Benefit utilization
- Retention correlations with relocation benefits
- Pay grade vs. policy alignment
- Exception requests and policy modifications
- Budget adherence in home sales and household goods shipping These metrics are being used to promote consistency, evaluate supplier performance, and enhance policy effectiveness.
3. Crisis Response Planning
A shared focus across discussions was the need for robust crisis response protocols, especially for global mobility teams. Key approaches include:
- Collaborating with global security teams and external partners.
- Tracking employee locations during crises, often manually or through apps.
- Proactively managing visa applications and renewals in response to potential regulatory changes, such as those related to H1-B wage requirements.
4. Employee Experience and Well-Being
The conference highlighted the growing emphasis on improving employee experience during relocations:
- Transferee satisfaction surveys are consistently utilized, with response rates averaging 50%-65%.
- Organizations are exploring ways to support transferees, such as offering additional acclimation days and enhancing transparency in lump-sum programs.
- The “Voice of the Customer” approach remains central to tailoring relocation experiences.
5. Global Immigration and Policy Adjustments
With potential immigration changes on the horizon due to election outcomes, companies are adopting cautious yet proactive strategies:
- Some are expediting visa renewals to mitigate future uncertainties.
- Communication strategies vary, with some firms delaying announcements to avoid unnecessary employee concerns.
- Discussions emphasized the importance of aligning immigration policies with business goals while preparing for longer processing times and higher costs.
6. Supplier Partnerships and RFP Processes
Building strong supplier relationships was seen as vital to program success:
- Regular communication and cultural alignment were emphasized as best practices.
- The use of AI tools like ChatGPT to streamline RFPs was discussed, alongside the benefits of having relocation management companies (RMCs) lead RFP processes to bypass internal procurement delays.
7. Requests for WERC Support
Participants expressed the following needs from WERC:
- Benchmarking reports for policies and costs.
- Tutorials and guidance for startups and new programs.
- Advocacy efforts at state and federal levels, particularly on immigration issues.
- Enhanced virtual resources, including recorded conference sessions and webinars.