Networking available (one on one scheduling). Digital Marketplace open for meet & greet.

VMF welcome intro and platfrom capability run through with housekeeping.

Industry Overview and Forum Opening

Key Considerations for Remobilsation. Christine will cover;

• Challenges with mobility as we begin to open up
• Opportunities that we never anticipated
• Key considerations for the future

The post-pandemic continues to have significant ramifications in the future of work, with global mobility wedged amongst the ‘never-seen-before’ uncertainty and disruption; forcing immediate response to manage their cross-border workforce and mobility concerns.  As businesses start to re-imagine talent strategies and operating models, the global mobility function will need to revolutionise in order to deliver a smart, sustainable and agile framework to meet the broad range of employee and business needs. 

Digital Marketplace open for meet & greet. One on one scheduling available for ''in event'' meetings.

Navigating Visa and Immigration Challenges and Best Practices with Confidence by equipping Mobility and Human Resource Professionals with the knowledge of:

• Latest immigration requirements for employees entering Australia
• Travel exemption applications as borders remain closed
• Temporary Skill Shortage visa in the light of an enhanced Labour Market Testing

AIRINC has published its most recent survey on remote working arrangements, where around 190 companies have participated. In this study, we looked at how companies will incorporate remote work arrangements into their global mobility policies. Through this discussion, we will look to find out;

• How ANZ companies view remote work arrangements both domestically and internationally
• Make comparisons between ANZ companies against global practice
• Identify other/ new types of work arrangements that are specific to the ANZ market
• Discuss assignment allowances that are geared towards remote working arrangements

Today's most successful organisations recognise "agility" as a critical success factor to thrive in an ever-changing and increasingly volatile business environment.  Businesses are having to adjust their strategies more frequently, and re-align their organization accordingly.  In order to do this successfully, organizations need to secure the best resources and deploy them quickly and efficiently where the skills and experience are required.  Global talent sourcing is today an essential part of organizational strategies. HR and Mobility professionals are expected to play their part by injecting resilience and efficiency into mobility policies, processes and service delivery models. Many leading organizations have implemented Global Employment Companies to achieve better alignment between the Mobility function and the business, whilst managing costs and mitigating risk.  In this session we explore the benefits, challenges and limitations of Global Employment Companies, and how these can be used to future-proof Mobility programs.

This is conceptualized from a recent article that AIRINC CEO and President, Steve Brink wrote https://worldatwork.org/workspan/articles/reevaluating-total-rewards-strategies-for-the-growing-remote-workforce

In Steve’s article, he is recommending an evaluation on total rewards equation by taking into account different work locations. Instead of the old approach of paying employees based on cost of labor; the article introduces the concept of using cost of living as a way to determine salaries. Remote working practices has resulted to the possibility of companies to hire talents from anywhere. Companies like Facebook is considering using this approach to pay their employees.

The impacts of COVID-19 have required that most organizations pause or modify their mobility programs, where others have needed to find ways to continue to mobilize with the difficulties faced.  As restrictions lift, mobility teams will be faced with the challenge of supporting remobilisation initiatives for their organizations. In this panel discussion SIRVA along with clients - McConnell Dowell and South 32 will explore and share:

• How mobility was handled during the pandemic
• What are the key factors to consider when planning a remobilization strategy that aligns employee experiences with business goals
• Learnings from this time that will be carried forward to the future of the companies mobility program

Today's most successful organisations recognise "agility" as a critical success factor to thrive in an ever-changing and increasingly volatile business environment.  Businesses are having to adjust their strategies more frequently, and re-align their organization accordingly.  In order to do this successfully, organizations need to secure the best resources and deploy them quickly and efficiently where the skills and experience are required.  Global talent sourcing is today an essential part of organizational strategies. HR and Mobility professionals are expected to play their part by injecting resilience and efficiency into mobility policies, processes and service delivery models. Many leading organizations have implemented Global Employment Companies to achieve better alignment between the Mobility function and the business, whilst managing costs and mitigating risk.  In this session we explore the benefits, challenges and limitations of Global Employment Companies, and how these can be used to future-proof Mobility programs.

Digital Marketplace open for meet & greet. One on one scheduling available for ''in event'' meetings.

While Global Mobility leaders have been focused on responding and recovering from COVID-19, their attention is also drawn to the next set of workforce challenges.  Questions on new talent mobility models will need to be addressed soon in order to emerge successfully on the other side.  Future work arrangements, building capabilities, better benefit plans and integrated workforce are some key areas that are emerging.  To respond to these new workforce challenges, Mobility will need to ensure that their workforce and stakeholders are engaged, motivated and attentive to detail more than ever.

1. What will an inclusive and integrated workforce model look like?
2. Given the future work arrangements, i.e. work from anywhere/remote working, virtual assignments, what might be changes to benefit plans or policy that may need re-working?
3. What will you need to modify to keep up with the rapid call for change?
4. What are some cost strategies you will require to adopt?
5. How will Mobility determine an ‘engaged assignee’?  Or change in sentiment? Finger on the pulse of an assignee?
6. Will the new Mobility model support different employee profiles?

In this session, we zip around ANZ and APAC, getting snapshot views from leading in-house practicioners based in Adelaide, Perth, Melbourne and Singapore representing views from BAE, Humanitas, Bluescope and Uber.

Digital Marketplace open for meet & greet. One on one scheduling available for ''in event'' meetings.

The COVID-19 outbreak is forcing companies to explore how they can survive while grappling with crises of massive proportions.  During this pandemic there are many areas to address, i.e. employee well-being, ability to maintain global operations, escalating costs, supply chain, border closures, legal issues, etc.  And we all know that COVID-19 has caught us off-guard with not just one case but many!  

Working through a risk management plan can help to identify risks, analyse, prioritise, implement and monitor solutions.  It helps to better understand the business and employee impact, across geographies and across a range of identified scenarios or risks.  

• How do you navigate through uncertainties and apply risk management strategies in global mobility?
• Why is risk management important in global mobility?
• What risk management processes do you have in place? 
• Can you afford not to identify, evaluate and understand the risks from a business and employee perspective?  What steps are required to mitigate risks? 
• As a mobility advisor how will you focus on short-term runs, innovate and challenge traditional ways?
• How will you manage your risks to prepare for a sustainable Covid-19 recovery? 

In this closing keynote session, Kerwin will explore The Why of Mobility – how much remains the same and where there will be changes. He will lay out how he sees the future unfolding and cover aspirations and hope. Prepare to be challenged to focus on offense and not defense!