Global mobility has become increasingly complex. Employees bring diverse family situations, personal priorities, and career expectations to international roles, while organisations face rising costs, evolving business needs, and mounting pressure to create mobility pathways that feel fair, supportive, and genuinely valuable.

This session will provide exclusive, research-based insights on the biggest trends in global mobility, offering practical guidance for organisations seeking to optimise their mobility strategies.

Let’s come together and gain insights into:

• Navigate today’s global mobility challenges and organisational priorities, understanding what drives success in international assignments.
• Explore the types of moves and assignments that best align with business objectives and employee needs.
• Optimise mobility costs by leveraging insights on budgets, international compensation, tax implications, and cost projections to make strategic, cost-effective mobility decisions.

As Asia’s talent landscape evolves, organisations have an opportunity to turn localisation into a strategic advantage. Beyond meeting regulatory requirements, prioritising local talent development can strengthen national workforces, foster innovation, and drive sustainable growth. At the same time, global mobility flow remains critical for knowledge exchange and leadership development.

In this panel, we look forward to a robust conversation on:

• How organisations are leveraging both global mobility and local capability building to accelerate skills transfer and build resilient, future-ready teams.
• Strategies for integrating local talent development with global capability flow to unlock competitive advantage.
• Building sustainable talent pipelines that align with an organisation’s long-term workforce development priorities.

In a climate of high turnover and evolving employee expectations, retention depends not only on rewards—but on growth. Internal mobility is emerging as a key strategy to nurture engagement, offer variety, and keep high performers within the business.

When employees see tangible pathways to new roles or skill-building projects internally, they’re less likely to seek growth elsewhere. But enabling this requires a cultural shift – let’s find out what that is.

Join our panel of experts, as they explore:

• Turning internal movement into a retention engine: Creating visible, structured pathways for progression across departments and regions.
• Balancing transparency and fairness: Leveraging internal marketplaces and clear communication to match talent with opportunities effectively.
• Building a movement-friendly culture: Coaching leaders to celebrate internal transitions rather than resist talent flow.

Businesses expansion continues across the region, and leaders are reassessing how best to deploy and develop global talent. The question is no longer, can we move talent, but rather how do we enable capability anywhere it’s needed?

This session explores how to strategically redefine mobility — determining when relocation still drives business and leadership value, and when virtual deployment or local-plus models offer greater returns.

In this session, we will explore:

• Redefining the purpose of physical moves and identifying when they create unique strategic value.
• Weighing the costs, outcomes, and growth potential of relocation versus virtual collaboration.
• Establishing regional guardrails to ensure consistency, compliance, and equitable access to opportunities.