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Guest post written by a Head of People (Manufacturing Sector, EU)
When I was asked to write about employee wellbeing in relocation and the importance of local knowledge, I couldn’t help but smile - it’s been at the centre of my world these past few months.
Changing workplace expectations. Global talent shortages. Lingering post-pandemic doubts about mobility. Perhaps, it’s been at the centre of my world these past few years.
I had just stepped into my new role leading the HR function for our largest market, in a company of more than 50,000 people, when I was invited to a meeting with our HR Board Member. Freshly back from an international assignment, they made it clear: one of our strategic priorities was to increase mobility and the sharing of talent across subsidiaries, both to strengthen leadership pipelines and to bring new perspectives into local businesses.
Losing interest in international relocation
For a company of our size, this was something we’d never really leaned into before. Traditionally, we let local MDs decide who they hired. Understandably so, given the perceived costs of bringing in overseas talent.
But when we began to push the mobility agenda, we quickly realised that cost wasn’t the only barrier. Employees weren’t always eager to take the leap. Family considerations, dual-career challenges, or simply anxieties around nationalism and anti-immigrant sentiment in certain countries meant we weren’t getting the level of engagement we had hoped for.
We realised that we needed a different approach.
Connecting Mobility and Employee Wellbeing
Instead of framing mobility as a cost-driven issue, what if we approached it through the lens of employee experience and wellbeing? What if, rather than focusing on the fears, we encouraged our people to embrace the opportunities that come with experiencing a new culture?
We built a cross-company working group to explore this. From global HR leadership to employee resource groups, our talent & rewards colleagues, our relocation services provider, even our works council (because it always pays to have them on board!). We asked a simple question: what do employees really need to help them thrive when relocating… and give them the confidence to say, Yes!?
What We Learned About Supporting Employees During Relocation
- Streamlined processes and compliance are just the baseline. Those things matter, and we’ve invested heavily in systems and automation to make them as seamless as possible.
- Local advocacy makes the difference. By freeing up HR business partners and local GM teams from admin-heavy work, they’ve been able to act as cultural ambassadors - sharing knowledge, insights and guidance specific to their markets, and working closely with our local suppliers to ensure things run smoothly.
- Culture and language are part of the package. We’ve rolled out accessible cultural training and language training, both in-person and virtual, for any employee considering an international move.
- Support for families is critical. Every market now provides a core set of relocation and settling-in services, designed to make transitions smoother for employees, as well as their partners and children.
- Connection starts early. We connect relocating families with local HR ambassadors well before decisions are final, giving them time to explore and prepare - not just for a new role, but for a new life.
Local Knowledge: The Foundation of Employee Wellbeing in Relocation
Above all, we’ve learned that the real differentiator is local knowledge. Whether it comes from our in-house HR teams or external service providers, it’s the human connection that transforms a move from a stressful obligation into a positive, even life-changing, experience.
For us, people aren’t costs on a balance sheet. They’re individuals with stories, families and aspirations. And by treating mobility not just as a business priority but as a wellbeing initiative, we’ve started to see greater engagement, stronger buy-in and a sense of excitement about what the future holds.
If companies truly want mobility to succeed, they must see it not as logistics, but as belonging. Because, supporting people well through relocation, and helping them feel at home, is what allows them to adapt quickly, perform strongly and build long-term careers with us.
Partnering for Employee Wellbeing in Global Mobility
At Bournes Relocation Solutions, we know that wellbeing and local knowledge are the cornerstones of successful relocation. From family support to settling in services, our teams help employees feel at home, wherever work takes them.
