Agenda

26 February 2025
Conference agenda
Interactive session topics

8.15am

Registration

9.00am

Welcome address

Aditi Sharma Kalra

Aditi Sharma Kalra

Editor-in-Chief

Human Resources Online

9.05am

Opening speech

Priya Sunil

Priya Sunil

Deputy Editor, Southeast Asia

Human Resources Online

9.20am

[Opening keynote]

Mobility front and centre: Placing a spotlight on purpose-driven mobility

It has becoming increasingly apparent that in the current economy, mobility needs to be branded as a mindful exercise, rather than a perk accessible to all. However, newer generations of workers as well as tenured professionals, for a mix of reasons, often do not have the full picture on the purposes and benefits of mobility, and thus aren’t able to leverage it successfully.

It is clear that organisations need to put mobility front and centre – defining mobility as a driver of development and assigning value to the mobility function.

In this opening keynote, audience members will enjoy the following insights:

  • New definitions and perspectives on the mobility function, and how organisations should redesign their mobility strategies accordingly.
  • Aligning the purpose of mobility with career trajectories – and the importance of helping employees unlock their future aspirations.
  • Interventions to ensure senior management is paying attention and dedicating resources towards internal mobility, and positioning it as a function that drives real business value.
A balance between buy and build strategies

10.00am

[Panel discussion]

Captaining a job-hopping workforce: Accessing the power of transparent internal mobility strategies

Employees today spend no more than a couple of years within their current organisation, before leveraging their gained experience for a higher paying job at another company or industry. Organisations, thus, aspire to not only focus on their internal mobility strategies, but also make such opportunities for development transparent and accessible for the workforce.

In this panel discussion, we look forward to discussing:

  • Strategies, resources, and avenues that are best suited for highlighting and promoting internal development opportunities within an organisation.
  • The importance of including skills and career mapping across the employment lifecycle, enabling increased visibility for both employees and their managers.
  • Establishing a new “buy vs build” balance; allowing organisations to easily differentiate between roles that can be built internally and those that require external niche talent.
  • Finding an optimal balance between rewards, job structure and mobility.
Panellists:
Kenneth Koo

Kenneth Koo

Talent Acquisition Leader & Executive Hiring Lead, South Asia

Micron Technology
Anser Aly

Anser Aly

Head of Global Learning & Leadership Development Centre

Unilever

10.40am

Morning break

11.10am

[Case study]

Localising the workforce: Redefining expat management strategies for cost efficiency and compliance

Despite Singapore’s strong international presence, immigration policies and high costs of living have been cited as the biggest challenges facing mobility heads who are keen to assign specific roles to expats. Additionally, many industries in the nation continue to experience cost concerns and potential restructuring.

A focus on building local talent, as well as creating a skills transferability framework, is emerging as a sustainable solution.

In this session, our speaker will take the stage to discuss:

  • Drafting a manpower plan that optimises the contribution & synergy between all members of the workforce, with special focus on skills transferability from foreign to local workers as a KPI.
  • Tapping into non-traditional sources and geographies to uncover unutilised pockets of talent, while maintaining adherence to local policies and requirements.
  • The applicability of targeted interventions such as hosting more global roles, or leading more global projects, in APAC to satisfy employees’ desire for mobility, exposure, and development.

11.50am

[Interactive discussion #1 of 3]

You’ll be engaged in three roundtable discussions throughout the day, each topic led by a zone host. Topics include encouraging mobility conversations in the workplace, discussing the merits of traditional and virtual mobility, as well as potential tech and AI advancements impacting mobility processes.

Click here to find out more about each topic, and to meet the zone host.

12.30pm

Networking lunch

Aligning mobility with current trends
1.30pm

[Interactive discussion #2 of 3]

You’ll be engaged in three roundtable discussions throughout the day, each topic led by a zone host. Topics include encouraging mobility conversations in the workplace, discussing the merits of traditional and virtual mobility, as well as potential tech and AI advancements impacting mobility processes.

Click here to find out more about each topic, and to meet the zone host.

2.10pm 

[Interactive discussion #3 of 3]

You’ll be engaged in three roundtable discussions throughout the day, each topic led by a zone host. Topics include encouraging mobility conversations in the workplace, discussing the merits of traditional and virtual mobility, as well as potential tech and AI advancements impacting mobility processes. 

Click here to find out more about each topic, and to meet the zone host.

2.50pm 

Afternoon break

Preparing for future developments in mobility
3.20pm 

[Lightning talks]

Keeping up with compliance: Navigating new realities in immigration, salary benchmarking, and FWAs

For the first time in recent years, mobility strategies are starting to have a direct impact on the ability of a business to scale or adapt. Take for instance, the implications of the C1 salary benchmarks part of the COMPASS framework that add to wage budgets, as well as the implementation of the FWA guidelines that are pushing leaders to rethink the objectives behind their hybrid working models.

With the continuously changing legal landscape, organisations must tread carefully when weighing organisational priorities against compliance frameworks.

In this session, we have two speakers take the stage in tandem, to discuss:

  • Constantly refreshing and adapting to compliance and risk developments: Establishing localised subject matter experts and keeping tabs on the employee pulse.
  • Bringing together talent management perspectives with statutory regulations: How processes and mindsets need to cope to evolve.
  • The fine line between personalisation vs making exceptions: Ensuring that while policies crafted have room for flexibility, they do not create gaps in DEI or biasness towards any parts of the workforce.
Speaker:
Jean Lin

Jean Lin

Senior Director, Global Strategic Rewards & International Mobility CoE

ST Microelectronics
4.00pm 

[Panel discussion]

Replanting the roots of mobility: Bringing sustainability and inclusion to the forefront

By integrating contemporary priorities like ESG (environmental, social, and governance), sustainability, and DEI (diversity, equity, and inclusion) into talent mobility frameworks, organisations can foster more equitable and environmentally responsible talent practices.

In this panel discussion, you may look forward to diverse insights on:

  • Best practices undertaken by organisations to offer sustainable/carbon-friendly relocation options, ensure bias-free candidate pools, and promote inclusive career growth opportunities.
  • Embedding these principles into mobility frameworks with a view to strengthen the company’s commitment to ethical, forward-thinking business practices in a globalised workforce.
  • Challenges faced while integrating sustainability and DEI goals into talent management processes, such as through the inclusion of ESG-related competencies or volunteering leave policies.
Panellists:
Sarajit Poddar

Sarajit Poddar

Head of People Analytics Consulting, Group Function People Analytics

Ericsson

4.40pm

Closing address

Priya Sunil

Priya Sunil

Deputy Editor, Southeast Asia

Human Resources Online

5.00pm

End of Talent Mobility 2025

Interactive session topics

[Interactive discussion topic 1]

A compelling workplace: The ‘why’ behind bringing people back to the office

Why do people come to the office? How can leaders make that time as meaningful and productive as possible? What’s the lure of the work-from-anywhere setup? These questions are more urgent than ever with Singapore’s tripartite guidelines mandating better processes around flexible working arrangements, even as companies, especially in the tech sector, are asking employees to return to office.

What’s more important than implementing policies, however, is ensuring that employees and employers alike have a compelling reason to rejuvenate the ‘objective’ behind the workplace experience.

In this interactive session, we will discuss:

  • The importance of reevaluating the role of the office and finding innovative ways to make in-person work both valuable and desirable for employees.
  • Optimising the ‘why’ behind the workforce coming together: Strategies for deeper connection, collaboration, creativity, and culture.
  • Coaching leaders & people managers on how to be much more intentional about creating a workplace philosophy that shapes their culture.

Zone Hosts:

Kameel Vij

Kameel Vij

Group Head of People and Talent

MoneyHero Group

[Interactive discussion topic 2]

Changing mindsets towards mobility: The new language of employee retention and loyalty

The concept of ‘productivity’ has undergone gone an overhaul as technology has enabled people to do their jobs from practically anywhere. Given that employees tenures have dwindled to a couple of years, the concept of ‘retention’ is also being redefined.

With employees feeling that if they can work remotely, then there is little point in going through the upheavals of a relocation, the desire to work abroad is on the decline.

Against the backdrop of these changes, the mobility function is looking for a rebrand.

In this interactive discussion, we will discuss:

  • Understanding employee reluctance toward relocation and creating tailored mobility strategies that align with new workforce preferences.
  • Implementing virtual assignments and projects to replicate the benefits of international exposure without the need for relocation.
  • Developing innovative approaches to keep mobility relevant, focusing on personal development, cost consciousness, and long-term career paths.

Zone Hosts:

Chevaun Chee

Chevaun Chee

Head of Talent Management

OCBC

[Interactive discussion topic 3]

The future of tech & AI: Using the right tools at the right time to optimise assignments

Talent mobility is unarguably linked to long-term business planning and talent development yet is hindered by heavy emphasis on administrative workloads.

With the rapid progress in AI & technology, international assignments are expected to benefit from streamlined processes, real-time data analysis, personalised experiences, and better-informed decisions on global talent deployment.

So, what does the future of digitalisation in talent mobility look like? That’s what we will discuss in this interactive discussion:

  • How AI & relevant technologies can support mobility professionals, such as through simplifying regulatory processes, tackling fake news, and addressing biases.
  • Strategies to leverage AI in a way that it frees up humans to focus on mobility transformation and redesign
  • Infusing quality control, governance measures, and ethical data privacy practices within the increased reliance on digital solutions.