— STRUCTURE INSTEAD OF ONE-OFF CASES

International Mobility Program Consulting

Negotiating every assignment case by case costs time, money, and nerves—and turns every exception into a precedent for the next one. I analyze how assignments currently work in your organization and build a program from it that still holds up by the tenth case.
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View the process

At a glance

Structure instead of one-off cases

One program instead of X individual negotiations.

Single Point of Contact

No handoff to a team—one specialist from analysis to rollout.

Project-based & transparent

Clear scope, clear proposal—no open-ended hourly billing.

A program that holds up
—not just for the first case.

The most expensive assignments are often the ones that never had a mobility program: every assignment is renegotiated, every exception becomes a silent precedent, and no one can say what the next case will cost.

Mobility program consulting means: I analyze what actually happens today—not what the org chart says—and build a program from it that fits your company, size, industry, and talent needs. Clear models instead of gut decisions, metrics instead of feelings.

Structure isn’t paperwork—it’s what works just as well on the tenth case as on the first.

— The process

A program is built in six steps.

Six steps, one common thread—from the initial analysis to the handover to your internal team. Each step builds on the previous one, so you end up with a program that holds up.
01

Current-state assessment

Make existing cases, informal rules, and costs visible—before anything new is built.

• Baseline review
• Cost analysis
• Stakeholder interviews

02

Goal definition

Clarify what the program should deliver: reduce costs, ensure compliance, strengthen retention.

• Target state
• Priorities
• Budget framework

03

Model selection

Which mobility models fit—assignment, Local Plus, Local Hire, short-term, commuter, remote.

• Model mix
• Scalability
• Talent strategy

04

Program design

Develop the structure, package logic, processes, and vendor integration.

• Package structure
• Process design
• Vendor management

05

Compliance & metrics

Implementation, training, and handover to the internal HR team.

• Communication
• Training
• Handover to HR

06

Rollout & embedding

Close out cleanly or continue seamlessly—without loose ends.

• Repatriation
• Deregistrations
• Knowledge transfer

— Scope of services

What’s included.

01

Analysis & diagnosis

Before anything is built, it must be clear what’s really happening today.

• 
  Current-state analysis of existing assignments
• 
  Identify cost drivers
• 
  Benchmark against the industry
• 
  Stakeholder interviews

02

Model & structure

From one-off cases to repeatable, scalable logic.

• 
  Selection of suitable mobility models
• 
  Package logic instead of one-off case logic
• 
  Scalable processes
• 
  Vendor consolidation

03

Processes & governance

Clear processes determine whether an assignment runs smoothly or gets stuck with HR.

• 
  Clarify roles and responsibilities—who does what
• 
  Define communication channels between stakeholders
• 
  Make compliance easier, not harder
• 
  Increase control and consistency

04

Compensation, metrics & steering

Without numbers, Mobility remains a cost block instead of a management tool.

• 
  Efficiency and cost savings in compensation processes
• 
  Full transparency across all activities
• 
  KPI definition and reporting structure
• 
  Ongoing optimization / retention tracking after return

Not every company needs the full program at once—but every company benefits from clarity on what’s missing today. We’ll clarify what makes sense in your case in the initial call.
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— Frequently Asked Questions

Questions that come up before the first conversation.

If you have questions or anything is unclear, email info@oneexpatservices.com directly or message me via WhatsApp.

01 / 07

Is it a fit?
Request a no-obligation consultation

• Which mobility models are suitable for our company?
  There isn’t one single right model—there are a handful of proven ones: the classic assignment, Local Plus, Local Hire, short-term assignment, commuter solutions, and remote work. Which one fits depends less on the budget than on what you want to achieve—knowledge transfer, leadership development, or filling a gap in the host country. I look at your strategy and talent needs and derive the model from that—not the other way around.
• How can a mobility program reduce costs and still remain attractive?
  The biggest levers are almost never the visible benefits, but the structure behind them: clearly defined packages instead of case-by-case negotiations, clean processes instead of endless email loops, consolidated vendor management instead of ten separate contracts. Standardization saves money—and paradoxically increases attractiveness, because employees know what to expect. Programs usually become expensive where every assignment is renegotiated from scratch.
• How do we ensure compliance in global mobility?
  With regular risk analyses, defined processes, and an eye on what’s often overlooked: business travel. Tax and social security reviews, immigration checks, and business travel monitoring belong together. The unpleasant cases rarely arise from the big, well-planned assignment—but from the person who goes abroad “just briefly” for a few weeks and unintentionally triggers a tax liability.
• How do we integrate remote work into our mobility program?
  With numbers you can actually manage: cost per assignment, time-to-deploy, compliance rate, how many assignees stay with the company after returning, and how satisfied they were while away. Retention after return is especially telling—if you invest heavily in an assignment and then lose the person, you’ve wasted the investment. Without these metrics, Global Mobility remains a cost block. With them, it becomes a management tool.
• How is the employee’s family supported?
  Typical services: school and housing search, integration support, partner career coaching, intercultural preparation.
  Answer focus: family satisfaction as a success factor.

— Next step

Describe your situation—you’ll receive an initial assessment.

Briefly tell me how assignments currently work in your organization—ad hoc or already structured. You’ll receive a first, honest assessment from me personally within a few days. No obligation and free of charge.

Quick and direct via WhatsApp


View frequently asked questions