HR professionals work hard to keep many aspects of a business running smoothly, and this is especially relevant in the context of relocating employees. Here is a look at the responsibilities which fall upon the shoulders of HR managers when members of staff are being relocated to begin new roles in a different part of the world.
Handling relocation expenses
There are a whole heap of costs that come with moving individuals or entire family units, ranging from travel and work visas to housing and training. Depending on the relocation package that your company is willing to offer to its workforce, it may be your job as an HR professional to sign off on the various expenses and provide partial or full remuneration for any costs that employees incur as part of this process. The scope of the expenses covered by a package will vary depending on the seniority of the role, the experience of the candidate and of course their personal circumstances. It is much more affordable to relocate renters than it is homeowners, for example, because of all of the overheads involved in selling a house. Likewise sending a single person with no dependents to live in a different country will come with fewer additional costs than an employee with a spouse and children.
Rather than tackling each of these elements separately, which can create a lot of extra work for you, it might make sense to take advantage of a company like ARC Relocation Services. That way you can benefit from an all-encompassing relocation package that includes things like the shipment of household goods, the sale of an existing property, the provision of temporary housing, and much more. Since even an average relocation can cost over $90K, assuming that the sale of a home is a necessity, it makes sense to optimize the way expenses are handled wherever possible. Continue reading here…
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Source: Blog – Hppy