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From reverse deployment strategies to skills-based hiring, and the integration of DEI and sustainability into mobility frameworks, speakers at HRO's 11th annual conference tackled some of the biggest challenges and opportunities shaping employee mobility today.
Employee mobility is undergoing a transformation, moving away from traditional short-term transfers and long-term assignments towards business-driven mobility strategies. Today, decisions are no longer just about relocating employees, instead they are about developing key skills, addressing organisational challenges, and expanding into new markets.
Adding momentum to this shift is the rise of AI-powered mobility strategies, enabling more personalised career paths and workforce planning. At the same time, regulatory and immigration updates are pushing organisations to think beyond national borders when sourcing top talent.
On Wednesday, 26 March 2025, about 100 global workforce mobility and talent management practitioners gathered at Shangri-La Singapore, for Talent Mobility 2025, HRO’s 11th annual conference focused to making employees mobile. This one-day, high-level networking event provided a platform for industry leaders to discuss the impact of flexible working, carbon-friendly mobility strategies, and measuring ROI on mobility.
From reverse deployment strategies to skills-based hiring, and the integration of DEI and sustainability into mobility frameworks, speakers tackled some of the biggest challenges and opportunities shaping workforce mobility today. Discussions also highlighted the importance of leadership sponsorship, leveraging technology for internal mobility, and measuring success through competency frameworks and retention metrics.
Here are some of the key takeaways from Talent Mobility 2025.
1) Rethinking internal mobility for maximum impact
In her keynote address, Urvi Jobaila, Global Head of Talent Deployment & Strategic TA Partner Tech & Ops, Standard Chartered Bank, highlighted how businesses can reduce talent costs by up to 30% through internal talent deployment. Instead of training employees before placing them in new roles, she advocated for a 'reverse deployment' strategy which is about placing employees in roles where they can build skills on the job.
Key action points:
- Encourage leadership buy-in for talent movement
- Implement structured career pathing with gigs and projects
- Leverage technology to enhance visibility of internal opportunities
Read our coverage on Urvi's session here.
2) Leadership’s role in internal talent mobility
A panel discussion, moderated by Arabelle Chaw, Director Global Account Management, Sirva, explored the role of leadership in fostering an internal mobility culture. Together with Chaw, panellists Kenneth Koo, Talent Acquisition Leader & Executive Hiring Lead, South Asia, Micron Technology; Anser Aly, Head of Global Learning & Leadership Development Centre, Unilever, and Stephen Park, International Mobility Centre APAC, Schneider Electric discussed the shift towards skills-based hiring and how organisations can provide employees with transparent career pathways.
Key insights:
- Build clear skills frameworks to map internal mobility
- Create 'try before you buy' programmes to test new roles
- Ensure fair compensation through regular pay audits
- Encourage cross-functional job rotations and celebrate internal moves
3) The human side of mobility: Retaining and engaging employees
In a fireside chat with HRO's Deputy Editor for Southeast Asia, Priya Sunil, Riantina, Global Director of People & Culture at Remerge, shared insights on how a strong company culture fosters internal mobility and retention. She emphasised the importance of leadership mindsets, where mobility is seen not as a loss, but as an opportunity for business growth.
Remerge’s retention strategy includes:
- Offering flexible work arrangements
- Practising salary transparency
- Organising an annual company-wide trip to strengthen engagement
4) Embedding DEI and sustainability into mobility strategies
Another key panel session focused on aligning talent mobility with diversity, equity, inclusion (DEI) and sustainability (ESG) goals. In this discussion, Andrew Philp, Chief Corporate Development Officer, activpayroll, Lisa Johnson, Director, Global Consulting, Cartus, and Sarajit Poddar, Head of People Analytics Consulting, Ericsson stressed the need for data-driven decision-making to reduce unconscious bias and increase representation in global assignments.
Key action items:
- Track diversity metrics in mobility assignments
- Implement mentorship programmes for underrepresented employees
- Align mobility policies with broader corporate DEI and ESG goals
5) Compliance and regulatory challenges in mobility
Navigating the complexities of global mobility requires staying ahead of legal and compliance changes. Discussing this in a Lightning Talks session, we had:
- Priya Aswani, Senior Counsel, Labour & Employment Law and Litigation, APAC, Cargill, and
- Jean Lin, Sr. Director for Global Compensation Strategies & International Exposure Strategies, STMicroelectronics
Both leaders highlighted key compliance risks, including visa regulations, tax considerations, and evolving employment laws.
To manage these challenges, companies should:
- Develop standardised compliance checklists for HR and legal teams
- Leverage technology to streamline compliance processes
- Conduct ongoing training to keep teams informed of regulatory shifts
The future of talent mobility: A strategic imperative
As derived from all the sessions at #TalentMobility 2025, one thing is clear: talent mobility is no longer just about moving employees across borders. Instead, it is about strategically deploying talent to maximise business outcomes.
With a focus on internal mobility, leadership commitment, DEI integration, and compliance, organisations can build agile, future-ready workforces.
Human Resources Online would like to thank all speakers, moderators, panellists, and attendees for being valuable contributors to this event.
We would also like to extend our gratitude to our sponsors & partners for making this conference possible:
SILVER SPONSORS
activpayroll
Cartus
Sirva
Vialto Partners
Workia
EXHIBITORS
Classic Moving
Drake International
Ensoft
NTUC LearningHub
Qxstate Asia
EVENT PARTNER
Pigeonhole
READ MORE: Guide to deploying people internally to fill vacancies: Standard Chartered's Urvi Jobalia
Lead image/ Human Resources Online
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