2024 Partner In Quality Awards

by | Mar 1, 2024 | News

WHR Global Selects Recipients of its 2024 Partner in Quality Awards

WHR Global (WHR) announced its 2024 Partner in Quality Award winners. Recipients are WHR partners who exceeded customer satisfaction and service excellence throughout 2023. To be considered for a Partner in Quality Award, a partner must complete at least 20 transactions in the previous year and receive performance rankings within the top one percentile of the relocation partner’s service category. The award winners listed below exceeded WHR’s expectations in cost management, customer satisfaction, quality, and supply chain management.

 

We are extremely thankful to our entire supplier network, but specifically to these companies that have gone above and beyond in service and partnership. Their dedication and commitment to excellence have helped WHR Advance Lives Forward® of countless relocating employees.

Young happy couple receiving new house keys from real estate agent.

2024 Partner in Quality Award Winners (in no particular order)

Navigating Employee Relocations: Lump Sum vs. Managed Budget

by | Jan 17, 2024 | News

Lump Sum vs. Managed Budget:

When it comes to employee relocations, companies often face the decision between offering a lump sum or a managed budget. Each approach has its unique advantages and considerations. In this blog post, we’ll explore the key differences between lump sum and managed budget relocations, helping businesses make informed decisions that benefit both the company and the employee.

lump sum

Lump Sum Relocations: A Brief Overview

Lump sums are commonly viewed as a cost-saving measure rather than a standalone benefit. This approach involves providing employees with a predetermined cash allowance to manage their relocation independently. However, there are challenges associated with lump sum relocations:

Lump Sums Offer Limited Support:

With a lump sum, employees may experience limited support from the Relocation Management Company (RMC). While they can leverage a network of supplier partners, they often find themselves navigating the relocation process alone.

Employees May Experience Financial Pitfalls:

Employees receiving lump sums may struggle with understanding the true cost of relocation. This can lead to uneven spending, opting for the cheapest quotes without considering the overall experience, and even attempting to save cash rather than facilitating a smooth transition.

Employees Risk Using Rogue Movers:

Choosing the cheapest mover online can result in unforeseen issues. From untrained crews to unexpected additional charges, the lack of pre-move surveys can lead to complications, including goods being held hostage on the truck – a situation that is both inconvenient and illegal.

Managed Lump Sum: Striking a Balance

Managed lump sums provide a middle ground, offering both cost containment for the company and flexibility for the employee. Here’s why businesses should consider this approach:

Give Ongoing Support:

Unlike traditional lump sums, managed lump sums come with continuous support from the Relocation Management Company (RMC). This support extends throughout the entire relocation process, ensuring employees receive assistance, issue escalation, and regular status updates.

Leverage Expense Tracking:

The RMC utilizes technology to track dates and estimates, holding supplier partners accountable for delivering excellent service at transparent prices. This proactive approach minimizes the risk of unexpected costs and ensures a smoother relocation experience.

Offer Flexibility for Employees:

Managed lump sums allow employees to have more control over their relocation budget. They can pick and choose how to allocate their funds, providing a personalized experience that caters to individual needs.

Managed Lump Sums Deliver Cost Savings:

If an employee doesn’t utilize the entire managed budget, the remaining amount is captured by the employer as cost savings. This ensures that companies maintain financial efficiency while still prioritizing employee well-being.

Conclusion: Making Informed Choices

In the debate between lump sum and managed budget relocations, it’s clear that a managed lump sum offers a balanced solution. By combining ongoing support, expense tracking, and flexibility for employees, businesses can ensure successful relocations that benefit both the company and its workforce. As companies navigate the complexities of employee relocations, the managed lump sum emerges as a strategic and employee-centric choice.

5 Corporate Relocation Trends to Keep an Eye On | Q4 2023

by | Sep 21, 2023 | News

Employee Relocation Abstract globe focusing on North America illustration Ai generat

Here are 5 corporate relocation trends WHR Global is keeping an eye on for Q4 and beyond!

Global Housing Costs

Verdict: ↑ Varied ↓

Whether purchasing or renting around the world, global housing costs are expensive, but the past 12 months have been inconsistent. Within the corporate relocation industry, it’s important to keep an ear to the ground in key hubs of economic activity so organizations know when to adjust housing allowances, begin to offer mortgage support for homeowners, or improve the level of support. Below are examples of just a few key economic zones WHR is monitoring closely:

 

  • Germany: Year-over-year (YOY) property price decrease of -4%.
  • Japan: YOY property price increase of 5%.
  • Netherlands: YOY property price decrease of -9%.
  • Singapore: YOY property price increase of 7%.
  • Switzerland: YOY property price increase of 4%.
  • United Arab Emirates: YOY property price increase of 18%.

  • United States:
    • Homebuyers: average 30-year fixed mortgage rate increase from 6.02% (15-Sep-2022) to 7.18% (15-Sep-2023).
    • Boston, MA: median monthly rent increase of 3% YOY from $3,200 USD/month to $3,300 USD/month.
    • Los Angeles, CA: median monthly rent decrease of -8% YOY from $3,195 USD/month to $2,950 USD/month.
    • Houston, TX: median monthly rent remained stagnant with a 0% YOY difference from $1,794 USD/month to $1,795 USD/month.
    • New York, NY: median monthly rent increase of 5% YOY from $3,480 USD/month to $3,664 USD/month.
    • Miami, FL: median monthly rent decrease of -12% YOY from $3,800 USD/month to $3,350 USD/month.

Corporate Relocation in the Netherlands

Verdict: ↑ Trending Up ↑

Thanks to the European Union’s Right to Work and expat-friendly legislation such as the 30% facility, corporate relocation is positioned to trend upwards. For those unfamiliar, the Netherlands 30% facility allows employers to choose to pay their employees 30% of their annual salary tax-free (provided they meet certain baseline conditions). Expats also enjoy geopolitical stability, a consistently high quality of life, and expat-friendly banks such as ABN AMRO.

Netherlands Migration Statistics (2013-2022)

This chart shows immigration, emigration, and net immigration for the Netherlands from 2013-2022.

ESG Considerations in Corporate Relocation RFPs

Verdict: ↑ Trending Up ↑

Environmental Social Governance (ESG) is becoming commonplace in most corporate relocation RFPs. As organizations focus on sustainability and ethical practices, these factors play a pivotal role in their vendor selection. ESG compliance aligns with a company’s values, reflecting positively on its brand image.

Choosing corporate relocation services providers committed to these principles demonstrates a commitment to social and environmental responsibility, appealing to both employees and stakeholders. Organizations should seek out corporate relocation serivces providers who value committed action plans such as EcoVadis certifications and Science-Based Targets.

EcoVadis helps organizations manage ESG risk and compliance, meet corporate sustainability goals, and drive impact at scale by guiding the sustainability performance improvement of corporations and their supply chains.

Science-Based Targets help organizations lead the way to a zero-carbon economy, boost innovation and drive sustainable growth by setting ambitious, science-based emissions reduction targets. 

Air Shipments in Corporate Relocation

Verdict: ↓ Slightly Trending Down ↓

As detailed in our article, “ESG in Global Mobility: Turning the Tide on Air Shipments,” there are significant ESG advantages to reducing or eliminating air shipments. Air shipments have long been the go-to choice for international relocations and corporate moves due to their speed and efficiency. However, the environmental impact of air cargo emissions cannot be overlooked. As a greener alternative, sea container shipments present a compelling case for global mobility programs to transition towards more eco-friendly transportation modes.

To compare typical CO2 emissions between modes of transport (measured in grams of CO2 per metric ton of goods shipped per mile): flights emit 500 grams of CO2/metric ton of cargo per kilometer of transportation. However, ships emit only between 10 to 40 grams of CO2 per kilometer.

Communicate the difference in CO2 emissions between air, road, and sea shipments. Your employees may self-select a more eco-friendly option (if feasible), sending fewer items in their air shipments or not utilizing them at all. Or, instead of an LDN air shipment container which has a weight capacity of 750 lbs, consider reducing this entitlement to a D air shipment container which has a weight capacity of approximately 500 lbs.

Implement programs such as Discard & Donate to reduce shipment sizes, thereby reducing organizational costs and CO2 emissions. Consider offering a cash allowance in lieu of the air shipment, or eliminate the air shipment option altogether.

Global Mobility ESG

Inclusive Language in Employee Relocation Policies

Verdict: ↑ Trending Up ↑

As discussed during various regional relocation council meetings, including WiERC & CRC Chicago, corporations can have a large positive or negative impact on their employees by how their policy language is written. Writing a definition for family size, as an example, can have large downstream impacts if a family member feels excluded.

Here are some of the considerations employers should take into account when defining family size in their relocation policies:

  • Is your definition for family size consistent across all HR policies?
  • Is your relocation policy inclusive of same-sex relationships?
  • Should dependent children be limited to 18-years-old and younger? Or should dependent children include those up to 21-years-old if they’re still attending school?
  • Should your relocation policy include or exclude elderly dependents? If elderly dependents are included, this could have immigration complications.
Family moving home

Conclusion

In summary, the corporate relocation landscape is undergoing significant shifts, and WHR Global is diligently monitoring these trends for Q4 and beyond. The global housing market presents a complex and varied picture, emphasizing the need for organizations to remain adaptable and responsive in adjusting housing allowances and support mechanisms. The Netherlands emerges as a promising destination for corporate relocation, thanks to favorable legislation and expat-friendly policies. Additionally, the rise of Environmental Social Governance (ESG) considerations in relocation requests for proposals (RFPs) underscores the growing importance of sustainability and ethical practices. Finally, the focus on inclusive language in employee relocation policies highlights the impact that thoughtful policy design can have on employees’ well-being and satisfaction. As the corporate relocation landscape evolves, staying informed and embracing these trends will be crucial for organizations seeking to navigate this dynamic environment successfully.

Solving Immigration Challenges in the APAC Region | Case Study

by | Sep 11, 2023 | Case Study

Click Here to Download the PDF Version of APAC Case Study

Objective

Overcome Immigration Challenges by Providing the Right Partner to Our Clients & their Employees in the APAC Region.

Challenge

As a global Relocation Management Company (RMC), we provide our clients and their employees with many services, including immigration support. After the height of the Covid pandemic when APAC borders started reopening, a WHR Global (WHR) client was not happy with our current immigration partner. Changes in local authorities’ policies and requirements due to the pandemic were changing. Entry procedures were confusing. At times, there was a huge government backlog of cases due to border re-openings which resulted in delays and errors in government-issued documents. Some immigration providers were overwhelmed with the ever-changing immigration requirements.

 

When APAC borders began opening after the COVID lockdown, there were many challenges since every country had its own entry requirements. As an RMC, our #1 priority is always to take care of our clients and their employees, so WHR needed to have the right immigration partner in place to provide support. Thanks to our independent ownership and operation since 1994, WHR has the agility to pivot and utilize the best provider quickly.

Sean Thrun

Strategic Initiatives Manager, WHR Global

 

Based on weekly meetings WHR Client Services Managers were having with clients, we very quickly knew that our client’s needs and those of their employees were not being satisfactorily met by our current immigration partner. Red flags included the following issues:

Lack of Timely Responses & Not Accessible

Assignees were not receiving the assistance they needed, when they needed it from the immigration partner. At times, the employees were waiting several days just for an email response. Employees could not reach the immigration partner team members via phone. Employees were frustrated with the slow response, unavailability, and lack of
timely and regular updates.

The poor response caused delays since immigration requirements for some APAC countries were confusing & ever-changing as borders began opening. Clients cannot plan for the entire relocation process if there is any uncertainty in immigration timelines.

Timelines are crucial to relocate the employee and for the client to ascertain the employee’s official start date in the new location, and when to terminate employment in the current location. Some immigration processes were taking several weeks to complete even though the processes could have been completed in one week.

Administrative errors by the immigration partner caused additional delays. Immigration partner team members were not demonstrating the technical expertise needed to efficiently complete critical tasks.

Immigration partners provide a host of critically necessary support that our clients and their employees need including advising on key immigration changes, plus keeping employees legally compliant and stress-free so that employees can focus on business goals. Immigration services can include visa support, work authorization for foreign nationals, eligibility assessments, post-arrival registrations, residence permits, translation and legalization of documents, exit visas, re-entry permits, new entry, documentation requirements, and green cards for permanent transfers. Additionally, they provide work and study permission for family members, and documentation to prove family ties support.

Our global clients have a strong need to place skilled foreign nationals in roles throughout the APAC region, but it is important to be aware of regulations governing their foreign executives’ stay abroad, especially since documents required for a foreign national working in Asia vary from country to country. The right immigration partner will provide the needed support for success.

Additional Costs

Immigration delays can be costly, not just inconvenient. Consider a family of four relocating to another country and their immigration approval is delayed by 31 days. The chart below demonstrates this example. Their pack/load date, and their property handover date (rental or home sale), is fixed and cannot be changed. Now, instead of a 3-night hotel stay in their home country before their flight departs at $900 USD, they now have a 30-night stay at $6,000 USD. Meals for the 3-night stay would be $600 USD versus $6,000 USD for 30 days. Household goods (HHG) storage due to an immigration delay could equate to $2,000 USD. As shown in the chart below, the difference in organizational costs equates to an additional $12,500.

Costs for a Family of 4

Costs Without Immigration Delays
Costs & Times Due to Immigration Delays
Incremental Costs for Immigration Delays as Compared to No Immigration Delays
Immigration Approval
January 1
February 1 (31-day delay)
Pack & Load with Movers in Home Country (fixed date)
January 7
January 7
Property Handover Date in Home Country (fixed date)
January 9
January 9
Hotel in Home for Family of 4 in Home Country
3 Nights for $900 USD
30 nights for $6,000 USD
$5,100
Meals in Home Country
3 Days for $600 USD
30 days for $6,000 USD
$5,400
Flights
January 10
February 7
HHG Storage
N/A
30 days for $2,000 USD
$2,000
Temporary Housing in Host Country
45 Days
45 days
Secure Long-Term Housing in Host Country
February 24
March 24
HHG Delivery in Host Country
March 1
April 1
COSTS
$1,500
$14,000
$12,500

Solution

Sourced a New Immigration Partner

Immigration partners provide a host of critically necessary support that our clients and their employees need including advising on key immigration challenges, plus keeping employees legally compliant and stress-free so that employees can focus on business goals. Immigration services can include visa support, work authorization for foreign nationals, eligibility assessments, post-arrival registrations, residence permits, translation and legalization of documents, exit visas, re-entry permits, new entry, documentation requirements, and green cards for permanent transfers. Additionally, they provide work and study permission for family members, and documentation to prove family ties support.

Immigration partners provide a host of critically necessary support that our clients and their employees need including advising on key immigration changes, plus keeping employees legally compliant and stress-free so that employees can focus on business goals. Immigration services can include visa support, work authorization for foreign nationals, eligibility assessments, post-arrival registrations, residence permits, translation and legalization of documents, exit visas, re-entry permits, new entry, documentation requirements, and green cards for permanent transfers. Additionally, they provide work and study permission for family members, and documentation to prove family ties support.

Whenever possible, we use local providers. We also go direct as opposed to using brokered services. By going direct and local, we can pass on cost savings to our clients and provide customized solutions by eliminating the middleman.

 

Continuous Supplier Network Management

We also use key metrics to manage our network. By using real-time feedback via service evaluations from employees plus a score carding process, WHR can monitor existing providers to ensure they are meeting our service metric requirements. We provide that same feedback back to our providers, (on-time service, cost, etc.) so that providers can course correct quickly. Plus, providers know that superior performance drives more business their way. If service is below our standard, we are empowered to resolve it by engaging other providers, as we are not bound by any preexisting relationships.

 

“When there is a service issue, we first try to educate our supply partner to acknowledge the issue, identify the root cause, and brainstorm together for a solution to fix it and prevent a recurrence. If this still does not work, we have a wide network of suppliers to tap for a suitable partner that will meet or better still, surpass our client’s expectations.”

Rowen Wong

Client Services Manager, APAC Region, WHR Global

Benefits

The new immigration partner responds rapidly and makes each employee feel like they are a top priority. The partner acknowledges email receipts and provides an estimated time of when they will get back to employees. They also schedule regular calls with employees to walk through any outstanding documents, and they advise on the next steps. They provide employees with clear direction on what is needed & how quickly.

They offer 24/7 support, just like WHR does. Each employee is treated like a VIP. This is very important to WHR since we know that moving is one of the most stressful events in a person’s life. It’s our goal to help ease that stress so that employees can focus on their new roles sooner.

Less stress equates to better employee engagement and retention for our clients.

When immigration challenges arise, WHR has a partner that stays ahead of the curve.

 

“WHR takes great pride in its 24/7/365 availability and high client and employee satisfaction ratings. That’s why it’s so important that we partner with suppliers that match our principles. As a solely and independently owned organization since our inception with no ownership or affiliations with any providers, we have the freedom to act as a fiduciary to our clients and only choose the best suppliers for each move.”

Heather Hess

Director of Global Operations, WHR Global

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Case Study – Zurich Temporary Housing

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Case Study – Fortune 500 Workday Interface

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Workday Interface Improves Payroll for Fortune 500 Company | Case Study

by | Sep 11, 2023 | Case Study

Click Here to Download the PDF Version of the Workday Interface Case Study
Click Here to Download the PDF Version of Workday Interface Case Study

Objective

Build a custom Workday interface file to streamline a Fortune 500 Company’s payroll reporting. Additionally, design an intuitive benefits processing interface within WHR’s Mobility and HR team portal, empowering them to efficiently manage relocation payments. These payments will seamlessly integrate into Workday and be promptly disbursed through their payroll system.

Challenge

HR and global mobility teams are responsible for quickly disbursing many types of benefits and allowances to a population of assignees. Across large organizations, it can be difficult to ensure employees are paid quickly and compliantly with all taxable benefits reported through company payroll; This is especially true for Fortune 50 companies such as a Fortune 500 Company which has 58,000 employees and annual revenue of $89 billion USD. These issues can be compounded due to the variety of benefits being processed and/or reported through payroll:

  1. Allowances paid through company payroll;
  2. Allowances paid through the relocation management company (WHR);
  3. Reimbursements paid from WHR to the employee;
  4. Invoices paid from WHR to a relocation supplier partner (e.g., movers, temporary housing, etc.).

 

“Now more than ever, our clients have a broad selection of Human Capital Management systems to choose from, including Workday. It’s critical for Relocation Management Companies such as WHR to create bespoke solutions where there may be barriers to true integrations.

This Workday interface solution enables HR and global mobility teams to process and report allowances quickly, compliantly, and with confidence to a global population of assignees.”

Sean Thrun

Strategic Initiatives Manager, WHR Global

Impact

49% of American workers will seek new employment after just two payroll mistakes, such as being paid late or incorrectly. (The Workforce Institute at Kronos)

The IRS has estimated that around one-third of employers make a payroll mistake in any given year, collecting nearly $7 billion in penalties for 2021. (US Internal Revenue Service)

In a study of companies across the US, Ernst & Young (EY) found that fixing a single payroll error cost companies, on average, $291 to remedy directly and indirectly. (Ernst & Young)

Solutions

At no cost to theirs, the IT Department at WHR built a custom benefits processing screen within WHR’s Mobility & HR Team Portal. Each contact was given role-based access (e.g., Processor vs Approver). This important delegation of responsibilities prevents one individual from disbursing unauthorized funds to another employee. Once approved by two team members, these allowance payments flow to a Workday Interface screen, along with any additional relocation benefits which need to be reported for payroll.

At their preferred interval, their mobility team can click a button to automatically generate an interface file which can be imported to Workday. In addition to reporting taxable relocation benefits, this interface file instructs payments to the respective employees through company payroll. Examples include relocation allowances, three-year location cost differentials, travel allowances, and more.

Benefits

Employees Paid Quickly & Compliantly

By approving relocation allowances through WHR’s benefits processing screen, the company now has greater control over their program and processes. They dictates when and how employees get paid, with custom logic to disburse different amounts by benefit tier, salary grade, location, and more. Plus, new hires can receive funds from WHR before they’re even onboarded to payroll. All payments are included in WHR’s reporting.

Sync Payroll Data Across Systems

By interfacing WHR’s system with Workday, there’s no room for payments to slip through the cracks. Since implementation, the company has not needed to file a W-2C, significantly improving employee satisfaction and creating promoters within their relocation program.

WHR mapped its system with their Workday data fields, empowering them to capture and report on any data point they would like at no additional cost.

Reallocate Time & Budget Elsewhere

WHR’s Workday interface solution is a relocation enablement tool; It allows companies to process benefits faster, report to payroll at the click of a button, eliminate the headache of filing W-2Cs, and reallocate time elsewhere.

Rather than paying $200/hour for custom development, the benefits processing screens and Workday interface was built for free. Instead of delaying the process through contract negotiations, they were able to redeploy their time and overhead expenses toward other HR projects and improvements.

Workday data mapping may include: clawback dates for repayment agreements, on-cycle and off-cycle payments, one-time or multiple payments (monthly, annually), employee ID, & any other requested fields.

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Case Study – Zurich Temporary Housing

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Case Study – APAC Immigration Challenges

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