Relocation Blog

Overseas Relocation: What HR and Management Need to Know

Posted by Lena Rekdal on Jan 3, 2017 7:42:00 AM

Growth in global mobility through multinational firms means more people than ever are moving to new countries, like Sweden, for work. Moving overseas can seem challenging, because of hurdles like housing, relocation logistics, and working in a foreign land. As you work through this process, keep in mind these seven areas you'll need to keep your upper management informed about.

Overseas Relocation

1: Current Project Status

Does your company have a project in progress that relocating talent will take part in? If so, how will the relocation impact that project? Can the project afford downtime while personnel are working through the intricacies of overseas moves? Moving talent to a new country can take a healthy amount of time to accomplish. Work with management and relocating employees to develop a plan for project progress through the relocation period, including short trips or telecommuting.

2: Local Versus Overseas

 

Do your organizational needs demand relocation right now? If trips or telecommuting aren't the right solutions and a project may be tied up while wading through relocation, discuss other options with company leadership. Some ideas include sourcing locally, at least for the short-term, or redefining project scope.

3: Legal Work Requirements

Once your organization has determined that relocating personnel is necessary to achieve business objectives, the first hurdle is obtaining work authorizations. Working with local relocation consultants will give you access to their experience and expertise in Swedish immigration law. This guidance can help design the conversations you'll need to have with involved leadership when briefing on issues like permits, visas, taxation and compliance.

4: Relocating Household and Office Goods

 

The scope of relocation assistance provided by your firm for household and office goods is an important discussion topic, particularly as it pertains to how long shipments take and what import requirements exist. A global relocation specialist can help outline this scope so you can work with upper management to develop an internal timeline and budget.

5: Housing

 

Finding housing in a foreign country is no small chore. From learning how local rental contracts are developed to understanding areas of cities and typical housing costs, you'll need to spend adequate time helping both management and the relocating personnel understand what to expect and what steps will need to be taken before relocating and once there. Supporting early trips by the candidate to choose an area to live can ensure that a house is ready for his arrival and belongings.

6: Schools

 

Many expats bring their families with them overseas, and that means finding appropriate schools for children. As an HR professional, you may be called to be a liaison between the candidate and upper management in drawing out relocation timelines that don’t negatively impact schooling, as well as supporting local housing allowances so the candidate can live near desirable schools.

7: Cost

At the end, global relocation comes down to cost. It's likely that cost will be the main topic of conversation between yourself and company leaders, as well as between yourself and personnel who may also be responsible for some costs personally. Working with a relocation service can help hash out these costs so that sensible budgets can be built and you won't be surprised by unexpected bills.

Newcomer's Immigration and Relocation service can be your valued partner in designing your firm's next overseas move to Sweden. From walking you through legal issues to briefing on costs and expectations to share with your upper management, Newcomer's relies on twenty years of experience to smooth the global relocation process. To ensure your talent is where it needs to be, contact Newcomer's for seamless relocation results today.

Contact us today to get the guidance for an excellent relocation process