W hile it is an industry rich with career opportunities and travel perks, awareness for the relocation profession remains low among up-and- coming talent. In fact, many young people aren’t even aware it exists as a separate career stream. “Trying to hire people out of university who have any idea whatso- ever about this industry is near impos- sible,” says Gail Reinhart, vice president of client relations with TheMIGroup. That pretty much sums it up. Part of the problem, continues Reinhart, is that relocation is often glossed over in post-secondary HR programs and given little mention in industry literature. This even includes study materials for the Chartered Professional in Human Resources (CPHR) designation. Fortunately, the conversation is changing as relocation becomes more and more critical to an organization’s talent develop- ment strategy. On their end, industry stakeholders are stepping up their efforts to bring attention to what is fast becoming a core function in many global businesses. “Mobility is intrinsically tied to talent acquisition and management, more than it’s ever been in the past,” says Reinhart. Yet while it may have a higher profile, “there’s still a long way to go.” Promoting the profession has become a focus for many relocation professionals. This includes industry veterans like Tricia Cochran, a relocation management consultant who is also an online learning instructor with Centennial College. Cochran points to a growing demand for mobility specialists who can navigate the challenging space. “The mobility industry is becoming an increasingly complex environment of compliance, duty of care, data analytics and the general driver of supporting talent needs globally,” she says. “So while mobility was often something managed on the side of the desk, it is clear that focus, expertise and experience is critical to successful mobility programs.” What’s also clear is that there’s a need for new talent with fresh ideas, new perspec- tives, and a deeper understanding of today’s transferee. “A lot of people in the mobility industry have been in the game for a very long time, and yet the people they are serving are changing in terms of their needs, preferences and life circum- stances,” notes Mirela Marin, director of Global Mobility Rewards with Manulife. “That’s why it’s important to engage and to attract new people to the industry, because we need those new perspectives and ideas when it comes to managing our programs and adapting our policies to keep up.” Then there is the reality that many mobility specialists are inching closer to retirement and there may not be enough “new blood” to fill the gap. Considering the amount of training and experience it takes to fill that gap, Reinhart says the time to promote the industry is now. “It’s not like you can just pull someone out of high school and have them start tomorrow,” she points out. “It takes years to train somebody in this industry because it is so complex, and it’s never black and white. And it takes years of experience to actually do the job well, which means we need to be recruiting and training talent today.” EDUCATION For years, CERC has collaborated with its provincial association partners and the education sector to attract and nurture talent in the industry. One of its most successful initiatives to date has been its Canadian Employee Relocation Professional (CERP) designation, offered as an online program delivered by Centennial College. Designed to introduce newcomers to the field, the program explores domestic and international mobility and equips CERC MEMBERS Welcoming the following new members to CERC! Denise Mitchell SIRVA Relocation Chelsi Reed PCL Constructors Inc. Lori Jennison Residence Inn by Marriott Calgary Downtown / Beltline District Shannon O'Connell L3 WESCAM Jim Yang Newland Chase Canada Mark Nichols Westbank Living I Sky Residences Leah Miller Marriott International, Inc. Etienne Poirier RELONAT Lisa Morrow Ontario Teachers' Pension Plan Ricardo Carlos Perez Stantec