b"BUSINESS TRAVELnot be willingor ableto fund a fullSEITZ MEDFORD:According toemployees, whether theyre relocating or relocation. Conversely, an employeeresearch released by the data manage- serial business travellers. For companies may be unwilling to relocate for personalment company Mercer, 46 per cent ofthat maintain hybrid work models that reasons, yet their expertise is needed incompanies surveyed show an increasedblend remote work with business travel, another market. In these cases, a hybridinvolvement of their global mobility teamsmobility teams can play a crucial role in approachcombining remote work within managing overall company businessdeveloping flexible policies that support periodic business travelcan be a viabletravel. This makes sense from a logicalemployee needs and business objectives alternative, if not a perfect substitute standpoint, considering global mobilitywhile mitigating risk.for relocation. manages risk on a day-to-day basis relativeWHAT ARE SOME OF THE PROS AND to immigration, employment law, and taxCONS FROM A BUSINESS PERSPECTIVE? WHAT IS THE IMPACT ON THE ROLE OFcompliance, and sometimes, these issuesCONNELL:Incorporating business travel GLOBAL MOBILITY PROFESSIONALS? are overlooked from a business travelinto the suite of traditional programs CONNELL:Not long ago (2019-2020),perspective. However, global mobilityoffers several advantages. It provides a business travel was managed separatelyteams traditionally run very lean, andfluid and continuous aspect of mobility, from global mobility. Even then, webusiness travel tracking and risk manage- aligning with the new workforce models began to see a rise in compliance-relatedment are no small endeavours. Technologywhere employees are unlikely to have just issues in both immigration and tax. Theand travel tracking programs, along withone career over their lifetime. Instead, pandemic propelled these issues, puttingincreased or reappropriated budgets,their careers will include a series of global mobility directors at the epicenter,should lessen some of the strain shouldexperiences supported by business travel, responding to needs that changed weeklycompanies opt to merge global mobilityshort-term assignments, permanent or even daily. Today, global mobilitywith business travel departments. transfers, and perhaps commuter or (GM) teams are managing both func- FUNARO:The addition of business travelrotational arrangements. Viewing all of tions, requiring a higher skill set that isresponsibilities adds complexity for alreadythis as mobility ensures that talent is seen both technical and human centric. Theybusy global mobility professionals. Fromfrom a holistic perspective, enhancing the need to handle day-to-day issues witha company perspective, however, thereemployee experience. From the organiza-employees, address questions and budgetwould likely be a positive effect in termstion's perspective, this approach allows challenges with business leaders, andof compliance, as Melissa notes. Globalfor process efficiencies and retention provide strategic and workforce-relatedmobility professionals could bring a moreopportunities. On the other hand, Global direction to executive leadership. holistic approach to managing mobileMobility faces challenges with reduced PROUD SUPPORTERS OF CERC!CHAMPIONING CHANGE IN GLOBAL MOBILITY!Logo forLightBackgroundwww.pawsenroute.com ataylormoving.comwww.sultanlawyers.comLogo forDarkBackgroundLogo2 for Spring 2025PERSPECTIVES21DarkBackground"