Important questions to ask your mobility teammates

As a Compensation or Total Rewards leader, you know that total rewards go beyond just salary and bonuses. They encompass everything your organization offers to attract, engage, and retain talent—including benefits, career development, recognition, and mobility. But how well do you really understand the role of mobility in your total rewards strategy? And how closely do you partner with your mobility colleagues to ensure a seamless employee experience?

Mobility is not a reward strategy…

It’s important to remember that mobility should not be used as a tool to reward performance or to increase an employee’s total compensation package arbitrarily. Relocation packages should have clear, specific guidelines tied strictly to the needs of the move. Using mobility as a compensation lever can create inequities and confusion.

…but it does matters to your total rewards strategy

Mobility is more than just moving people from one location to another. It’s a strategic lever that supports your talent agenda and enhances your total rewards offering in several ways:

• Tailored Benefits:Mobility programs often include specialized benefits like relocation allowances, housing support, tax assistance, and region-specific perks. These tailored benefits ensure that barriers to mobility are eliminated or minimized, and mobile employees feel valued and supported, which fosters loyalty and engagement.
• Attraction and Retention: In today’s competitive global talent market, a comprehensive total rewards package that includes mobility support helps you attract high-caliber candidates and retain top talent, especially for roles requiring international or cross-regional moves.
• Career Development:Mobility is a key driver of career growth. International and domestic relocations offering diverse experiences broaden skills and perspectives, making employees more valuable and motivated. This aligns with your total rewards goal of supporting employee development and advancement.
• Reinforcing Your EVP: When mobility benefits align with your employee value proposition (EVP), they create a cohesive and meaningful employee experience. For example, if your EVP emphasizes innovation or cultural exchange, mobility programs can highlight these values, strengthening your employer brand.
• Employee Experience: Mobile employees face unique challenges, from cultural adjustments to logistical hurdles. A well-integrated mobility and total rewards strategy ensures they receive practical support and feel a sense of belonging and purpose within your organization.

Let’s bridge that gap with five key questions you should be asking your mobility teammates—and why their answers matter to your total rewards approach.

Questions to ask about mobility

1. How does mobility fit into the total rewards package and the employee value proposition today compared to a decade ago?

From a purely monetary perspective, relocation packages are typically kept separate from the total rewards package. That means you shouldn’t consider relocation allowances as part of base compensation or bonuses. However, mobility plays a critical role in shaping an employee’s career experience and qualifications, which can lead to higher total rewards over time.

Many organizations value career experience gained outside an employee’s home location—whether through international or domestic relocations—as a differentiator. Some even require this experience for leadership roles, either explicitly or implied. This means mobility can indirectly influence total rewards by enhancing skills, broadening perspectives, and opening doors to career advancement opportunities.

Moreover, mobility is a key part of the EVP. Your EVP is the unique set of offerings and experiences that make your organization attractive to employees. When mobility benefits align with your EVP—such as emphasizing career growth, cultural exchange, or innovation—they reinforce your employer brand and help attract global talent.

2. What types of mobility do employers typically offer, and under what circumstances?

Mobility is primarily used to fill strategic leadership roles or technical positions that aren’t available locally. According to recent data, 94% of organizations rate strategic leadership mobility as highly important, and 90% say the same for technical roles.

Traditional mobility assignments include:

• Long-term assignments: Typically lasting one to three years, often international.
• Short-term assignments: Usually less than a year, for specific projects or development.
• Permanent transfers: Moving an employee’s base of operations permanently, either domestically or internationally.

Understanding these mobility types helps you anticipate the total rewards implications, such as whether to adjust base pay, provide cost-of-living allowances, or offer housing support.

3. How is the organizational relationship between total rewards/compensation and mobility typically structured?

The reporting lines vary by organization, but most mobility functions sit under the total rewards or talent management umbrella. In some organizations, mobility and total rewards teams are peers; in others, one reports to the other.

When mobility is part of the same organizational structure as talent management, alignment becomes easier. This proximity facilitates better communication and coordination, which is essential when managing complex relocation packages and compensation adjustments, particularly in instances where mobility is a tool used to attract, retain, and develop talent.

4. When and how should total rewards and mobility teams coordinate?

Coordination is critical when an employee is relocating. You need to understand how the employee’s compensation structure will be affected during the move—whether their pay remains tied to their home location or shifts to the host location. This affects whether additional allowances, such as cost-of-living adjustments or housing stipends, are necessary.

Both teams should proactively communicate with the employee to set clear expectations about their total compensation package, including any temporary or ongoing relocation support. This transparency helps avoid surprises and ensures the employee feels supported throughout the transition.

To work effectively with your mobility team, when planning a relocation or temporary assignment, consider asking:

1. What changes, if any, are needed to the employees’ base compensation during the assignment?
2. What additional support will be provided to the employees during their relocation (e.g., housing, tax assistance, cultural training)?
3. How do relocation allowances impact the employees’ overall total rewards package?
4. How and what should we be communicating to the employee regarding their compensation and benefits during the move?

These questions help you align your compensation strategy with mobility needs and ensure a consistent employee experience.

Moving forward

In your role, you play a crucial part in integrating mobility into your total rewards framework. By asking the right questions, partnering closely with your mobility team, and aligning mobility benefits with your EVP, you can create a seamless, supportive experience for your mobile workforce that drives engagement, retention, and business success.

Would you like advice as to how to integrate mobility into your total rewards strategy? Visit Mercer’s Mobility Exchange ,give us a call at 855-286-5302 or email surveys@mercer.com.