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Description
Responsibilities Program Strategy and Design: Develop, implement, and evaluate global mobility policies and programs that are competitive, cost-effective, and aligned with the organizations talent strategy and business goals. Policy Development and Administration: Create and maintain comprehensive global mobility policies, ensuring compliance with relevant laws and regulations in home and host countries. Relocation and Assignment Management: Oversee the end-to-end relocation process, including vendor management, immigration support, housing, transportation, and other relocation services. Compensation and Benefits: Manage international assignment compensation and benefits packages, including salary, allowances, tax equalization, and social security considerations. Compliance and Risk Management: Ensure compliance with immigration, tax, and legal requirements in all relevant jurisdictions, mitigating risks associated with international assignments. Stakeholder Management: Collaborate with HR business partners, talent acquisition, legal, finance, and other stakeholders to ensure effective communication and coordination of global mobility activities. Vendor Management: Manage relationships with external vendors, including relocation service providers, immigration attorneys, and tax advisors, ensuring service quality and cost-effectiveness. Budget Management: Develop and manage the global mobility budget, monitoring expenses and identifying opportunities for cost optimization. Data Analysis and Reporting: Analyze global mobility data, track key metrics, and provide regular reports to senior management on program effectiveness and trends. Employee Support: Provide expert guidance and support to employees and their families throughout the relocation and assignment process, addressing their concerns and ensuring a positive experience. People Management: Lead, manage, and develop a team of global mobility professionals, fostering a collaborative, results-oriented, and employee-focused work environment. Mentor & Coach: Provide guidance, mentorship, and coaching to team members, supporting their professional growth and development. Performance Management: Set clear performance expectations, monitor progress, and provide regular feedback to team members, conducting performance reviews and addressing any performance issues. Queue Management: Delegate tasks effectively, allocate resources appropriately, and ensure the teams workload is managed efficiently Transformation: Promote a culture of continuous improvement within the team, encouraging the identification and implementation of process enhancements. Knowledge of ERPs HR and Payroll Skills and Competencies Strategic Thinking: Ability to align global mobility programs with the organizations overall business strategy and talent management objectives. Project Management: Capability to plan, organize, and execute complex international relocation projects, managing timelines, resources, and stakeholders effectively. Data Analysis and Reporting: Proficiency in collecting, analyzing, and interpreting global mobility data to inform decision-making and measure program effectiveness. Problem-Solving: Ability to identify and resolve complex global mobility issues, demonstrating sound judgment and decision-making skills. Communication and Interpersonal Skills: Excellent verbal and written communication skills, with the ability to interact effectively with employees, HR partners, and senior management. Cultural Competence: Understanding cultural differences and sensitivities, with the ability to work effectively with individuals from diverse backgrounds. Relationship Management: Skill in building and maintaining strong relationships with internal and external stakeholders, including employees, HR business partners, vendors, and government agencies. Negotiation and Influencing: Ability to negotiate effectively with vendors and influence stakeholders to achieve desired outcomes. Employee Support: Empathy and ability to provide guidance and support to employees and their families throughout the relocation and assignment process. Responsibilities Program Strategy and Design: Develop, implement, and evaluate global mobility policies and programs that are competitive, cost-effective, and aligned with the organizations talent strategy and business goals. Policy Development and Administration: Create and maintain comprehensive global mobility policies, ensuring compliance with relevant laws and regulations in home and host countries. Relocation and Assignment Management: Oversee the end-to-end relocation process, including vendor management, immigration support, housing, transportation, and other relocation services. Compensation and Benefits: Manage international assignment compensation and benefits packages, including salary, allowances, tax equalization, and social security considerations. Compliance and Risk Management: Ensure compliance with immigration, tax, and legal requirements in all relevant jurisdictions, mitigating risks associated with international assignments. Stakeholder Management: Collaborate with HR business partners, talent acquisition, legal, finance, and other stakeholders to ensure effective communication and coordination of global mobility activities. Vendor Management: Manage relationships with external vendors, including relocation service providers, immigration attorneys, and tax advisors, ensuring service quality and cost-effectiveness. Budget Management: Develop and manage the global mobility budget, monitoring expenses and identifying opportunities for cost optimization. Data Analysis and Reporting: Analyze global mobility data, track key metrics, and provide regular reports to senior management on program effectiveness and trends. Employee Support: Provide expert guidance and support to employees and their families throughout the relocation and assignment process, addressing their concerns and ensuring a positive experience. People Management: Lead, manage, and develop a team of global mobility professionals, fostering a collaborative, results-oriented, and employee-focused work environment. Mentor & Coach: Provide guidance, mentorship, and coaching to team members, supporting their professional growth and development. Performance Management: Set clear performance expectations, monitor progress, and provide regular feedback to team members, conducting performance reviews and addressing any performance issues. Queue Management: Delegate tasks effectively, allocate resources appropriately, and ensure the teams workload is managed efficiently Transformation: Promote a culture of continuous improvement within the team, encouraging the identification and implementation of process enhancements. Knowledge of ERPs HR and Payroll Skills and Competencies Strategic Thinking: Ability to align global mobility programs with the organizations overall business strategy and talent management objectives. Project Management: Capability to plan, organize, and execute complex international relocation projects, managing timelines, resources, and stakeholders effectively. Data Analysis and Reporting: Proficiency in collecting, analyzing, and interpreting global mobility data to inform decision-making and measure program effectiveness. Problem-Solving: Ability to identify and resolve complex global mobility issues, demonstrating sound judgment and decision-making skills. Communication and Interpersonal Skills: Excellent verbal and written communication skills, with the ability to interact effectively with employees, HR partners, and senior management. Cultural Competence: Understanding cultural differences and sensitivities, with the ability to work effectively with individuals from diverse backgrounds. Relationship Management: Skill in building and maintaining strong relationships with internal and external stakeholders, including employees, HR business partners, vendors, and government agencies. Negotiation and Influencing: Ability to negotiate effectively with vendors and influence stakeholders to achieve desired outcomes. Employee Support: Empathy and ability to provide guidance and support to employees and their families throughout the relocation and assignment process. Qualifications Bachelors Degree required Graduation in Business Management is added advantage and Project Management experience is must Lean/Six Sigma - Added Advantage 8 to 10 Years of Relevant Work Experience Introduction We believe that every candidate brings something special to the table, including you! So, even if you feel that you re close but not an exact match, we encourage you to apply. We d be thrilled to receive applications from exceptional individuals like yourself. Gallagher, a global industry leader in insurance, risk management, and consulting services, boasts a team of over 50,000 professionals worldwide. Our culture, known as "The Gallagher Way," is driven by shared values and a passion for excellence. At the heart of our global operations, the Gallagher Center of Excellence (GCoE) in India, founded in 2006, upholds the values of quality, innovation, and teamwork. With 10,000+ professionals across five India locations, GCoE is where knowledge-driven individuals make a significant impact and build rewarding, long-term careers. Overview Incumbent with 8 - 10 years of progressive experience in global mobility, the HR Global Mobility Team Manager/Senior Team will lead the strategic development, implementation, and administration of the organizations global mobility programs. This role is responsible for ensuring the seamless and compliant relocation of employees across international borders, aligning mobility practices with business objectives, and providing expert guidance on all aspects of global mobility. The ideal candidate will demonstrate a deep understanding of international assignment policies, tax regulations, immigration processes, and best practices in global mobility. How youll make an impact Responsibilities Program Strategy and Design: Develop, implement, and evaluate global mobility policies and programs that are competitive, cost-effective, and aligned with the organizations talent strategy and business goals. Policy Development and Administration: Create and maintain comprehensive global mobility policies, ensuring compliance with relevant laws and regulations in home and host countries. Relocation and Assignment Management: Oversee the end-to-end relocation process, including vendor management, immigration support, housing, transportation, and other relocation services. Compensation and Benefits: Manage international assignment compensation and benefits packages, including salary, allowances, tax equalization, and social security considerations. Compliance and Risk Management: Ensure compliance with immigration, tax, and legal requirements in all relevant jurisdictions, mitigating risks associated with international assignments. Stakeholder Management: Collaborate with HR business partners, talent acquisition, legal, finance, and other stakeholders to ensure effective communication and coordination of global mobility activities. Vendor Management: Manage relationships with external vendors, including relocation service providers, immigration attorneys, and tax advisors, ensuring service quality and cost-effectiveness. Budget Management: Develop and manage the global mobility budget, monitoring expenses and identifying opportunities for cost optimization. Data Analysis and Reporting: Analyze global mobility data, track key metrics, and provide regular reports to senior management on program effectiveness and trends. Employee Support: Provide expert guidance and support to employees and their families throughout the relocation and assignment process, addressing their concerns and ensuring a positive experience. People Management: Lead, manage, and develop a team of global mobility professionals, fostering a collaborative, results-oriented, and employee-focused work environment. Mentor & Coach: Provide guidance, mentorship, and coaching to team members, supporting their professional growth and development. Performance Management: Set clear performance expectations, monitor progress, and provide regular feedback to team members, conducting performance reviews and addressing any performance issues. Queue Management: Delegate tasks effectively, allocate resources appropriately, and ensure the teams workload is managed efficiently Transformation: Promote a culture of continuous improvement within the team, encouraging the identification and implementation of process enhancements. Knowledge of ERPs HR and Payroll Skills and Competencies Strategic Thinking: Ability to align global mobility programs with the organizations overall business strategy and talent management objectives. Project Management: Capability to plan, organize, and execute complex international relocation projects, managing timelines, resources, and stakeholders effectively. Data Analysis and Reporting: Proficiency in collecting, analyzing, and interpreting global mobility data to inform decision-making and measure program effectiveness. Problem-Solving: Ability to identify and resolve complex global mobility issues, demonstrating sound judgment and decision-making skills. Communication and Interpersonal Skills: Excellent verbal and written communication skills, with the ability to interact effectively with employees, HR partners, and senior management. Cultural Competence: Understanding cultural differences and sensitivities, with the ability to work effectively with individuals from diverse backgrounds. Relationship Management: Skill in building and maintaining strong relationships with internal and external stakeholders, including employees, HR business partners, vendors, and government agencies. Negotiation and Influencing: Ability to negotiate effectively with vendors and influence stakeholders to achieve desired outcomes. Employee Support: Empathy and ability to provide guidance and support to employees and their families throughout the relocation and assignment process. About you Qualifications Bachelors Degree required Graduation in Business Management is added advantage and Project Management experience is must Lean/Six Sigma - Added Advantage 8 to 10 Years of Relevant Work Experience
