Working Abroad? The Challenges and Chances
A behind-the-scenes look at international assignments
Work from anywhere in the world - an appealing idea. Especially since the pandemic, when working remotely became the ‘New Normal’ for many, flexible work schemes have been taken for granted by many employees. Little do most know that this takes a lot of behind-the-scenes effort - from visas and work contracts, to insurances, social security and taxes, to housing and other living conditions. Sartorius' Global Mobility Expert Heike Hoffmann gives insights into what it takes to create a supportive working environment for expats.
This article is posted on Sartorius Blog.
Heike, what exactly are international assignments and how does Sartorius support assignees?
On international assignments, employees move to other company locations to share their expert knowledge with colleagues on site or work on international projects for a defined period - this can be for a few months or up to three years.
Going abroad is a big change in people’s lives. Sartorius offers a comprehensive support package – from relocation to tax declaration. It is my job to assist international assignees with any matters related to their international move. For this, we collaborate with several service providers, e.g., moving companies or global tax consulting firms. Whether it is facilitating visa applications, finding an apartment, or registering insurances – we ensure expats can focus on their job and do not get caught up in administrative duties. Moreover, we want to make it as easy as possible for them to settle in. They can participate in language and intercultural training and have the chance to visit the host country before the move to become familiar with the working and living conditions.
We want to make it as easy as possible for international assignees to settle in.
Heike Hoffmann, Global Mobility Expert
This not only applies for the assignees themselves, but also for their partners and kids. They too should feel comfortable and receive support to find their way in the new, foreign environment. For instance, we support accompanying partners in finding a job and help search for a suitable daycare or school for the kids.
Due to the pandemic, ways of working became more flexible – including the place of work. How did that affect Sartorius employees?
The pandemic truly was an accelerator in this context. Suddenly employees wanted to work from Fuerteventura or Italy. Their managers agreed, because to them it did not matter from where people do their job – if you have a desk job, your office can be anywhere. Most people, however, are not aware of what needs to be considered. Working in one country and living in another – that is just not as simple as you might think. Before you know it, employees unintentionally open a permanent establishment by working remotely abroad and generate tax issues. To prevent this, our team is reviewing and supporting these cases, too. We take care of the administration and make things happen.
There is a lot of movement within the company – it’s exciting.
Heike Hoffmann, Global Mobility Expert
Even without the pandemic, however, due to Sartorius’ dynamic growth and internationalization, we have been dealing more and more with all kinds of international employment constellations. Employees who plan to relocate from one country to another to permanently work there, new hires in one country who would like to continue living in another one. There is a lot of movement within the company – it’s exciting.
Now let’s talk about you. Was a career as a Mobility Manager your first career choice?
Far from that. I actually made a detour. Initially, I studied law and worked as a lawyer for several years. I even had my own chancellery for a while. But somewhere along the way, I realized that I didn’t want to pore over case files all day and only get involved in people’s lives when they had been harmed. Instead, I wished to actively shape people’s lives in a positive way.
At the time, one of my friends had started a career in Human Resources. When she told me about it, it really resonated with me. It combined my passion for people and my legal knowledge, like labor and contract law. I completed further education and managed to get my first job in this field - as a Global Mobility Manager. And it was exactly what I was looking for.
However, many Global Mobility Professionals have a Human Resources background or have worked in Travel Management. There are no specific university qualifications or disciplines that are considered essential for a career in the field. Some expert knowledge is relevant, however, what's most important are the personal skills you bring.
Youssouph Thiare was planning to relocate from Aubagne, France, to Beijing, China. But the coronavirus pandemic interfered with his plans like it did with those of many others. Read the full story here.
What are these skills?
Managing expatriates means tackling unexpected challenges and solving problems repeatedly. An example: Once an international assignee called me standing in front of her burning apartment. She had her passport and the car keys with her and asked me: “What now?” In moments like these, you need to be pragmatic and make decisions. Certainly, the situations are not always this dramatic, but new questions and challenges rise time and again: How can I best assist the assignee who has never been in a foreign country before? How can I help the expat’s child who feels uncomfortable in school?
There simply aren’t processes for every case that comes up and the international business landscape is constantly evolving. Compliance requirements, business needs and political circumstances can change quickly – so openness and flexibility are key. Personally, I gain a lot from seeing the journey of people abroad. Living and working in a foreign country is a chance to grow – personally and professionally. It's what all expats say: They benefit a lot from their time abroad. That motivates me and makes my job rewarding.
