Michelle Curran
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Recent Posts
In today's globalized workforce, more couples than ever are pursuing dual careers. As companies become increasingly mobile and relocate top talent around the world, it's no longer just the "trailing spouse" following their partner on an international assignment. Both partners often have established careers they don't want to sacrifice.
As companies become increasingly global, more employees are being asked to go on international assignments. While the hired employee may have authorization to work in the host country, their spouse/partner and dependents often face challenges in obtaining work permission themselves.
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For too long, global mobility professionals have dreaded compensation accumulation and payroll reporting. The manual process of consolidating compensation data from multiple sources like HR systems, relocation providers, and vendors has been a nightmare - extremely time-consuming, expensive, and prone to errors.
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Several important immigration policy changes recently announced across the Asia Pacific region that global mobility professionals need to be aware of.
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Adobe has undergone a major transformation of its global mobility program in recent years, shifting from a one-size-fits-all approach to a new philosophy centered around flexibility and employee choice. The key driver was a need to boost efficiency, control costs, and provide a better overall experience aligned with Adobe's rapidly growing business needs.
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