International reward consultancy
Global Mobility & International Reward
Create consistent international reward and mobility policies while responding to local markets, regulation and workforce needs.
Reward Associates supports multinational organisations with international reward structures, global mobility policy, localisation and governance. We work alongside specialist tax, immigration and relocation advisers where appropriate.
Global Mobility Policy
- International assignment policy
- Long-term and short-term assignments
- Commuters and international transfers
- Localisation
- Home- and host-based approaches
- Housing and education
- Cost-of-living and hardship
- International benefits and allowances
International Reward
- International salary structures
- Global grading and job architecture
- Local-market benchmarking
- International allowances
- Global and local pay principles
- Country policy harmonisation
- Mobility following M&A
- Governance and vendor reviews
Global principles. Local evidence.
Purpose
Clarify talent, business and mobility objectives.
Policy
Define assignment types, eligibility and support.
Market
Use credible local data and economic context.
Governance
Control exceptions, vendors, cost and risk.
Questions we answer
When should an employee be localised?
Localisation may be appropriate when an assignment becomes long term, the role is effectively local or continued expatriate support is no longer sustainable. Employee impact, tax, immigration, benefits and retention all require careful planning.
How much should mobility policy be standardised?
Global policy should create consistent principles and assignment categories, while tax, immigration, housing, education and market practice may require controlled local variation.
Part of our wider Reward Transformation services.