EY Human Capital Conference 2012: Global mobility performance improvement

2012 Human Capital Conference
23–26 October

Global mobility performance
i
improvement t
The inside story

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Page 2 Global mobility performance improvement

Presenters

► Nancy Garber
y ► Micheal Westphall
p
► The Hershey Company ► Abbott Laboratories
► ngarber@hersheys.com ► micheal.westphall@abbott.com

► Jason Ward
► Ernst & Young LLP
► jason.ward@ey.com


Agenda

► Introduction to our panelists
► Abbott Laboratories and The Hershey Company address
recent changes to their mobility functions:
► Business drivers
► Methodology applied
► Looking ahead to the next 12 months for both companies:
► Areas of interest
► Desired future state
► Recommendations from our panelists when looking to
transform mobility


Theme/key points

► Define what is meant by global mobility performance
improvement
► Identify areas of the mobility function that often receive
focus when companies are seeking to drive improvement
► Explain strategies to help achieve a successful outcome
when transforming mobility


Introduction to our panelists
Abbott Laboratories

► Micheal Westphall, Manager, Talent Deployment
p , g , p y
► Abbott Laboratories – health care industry
► 2011 global revenue: US$38.9b
► Operates in more than 130 countries
► Headquartered in North Chicago Illinois US
Chicago, Illinois,
► 1,100 participants in mobility program
► Fun fact: What is her name?


Introduction to our panelists
The Hershey Company
y p y

► Nancy Garber, Global Mobility Manager
y , y g
► The Hershey Company – confectionery industry
► 2011 global revenue: US$6b
► Operates in 10 countries
► Headquartered in Hershey Pennsylvania US
Hershey, Pennsylvania,
► Over 100 participants in mobility program
► Fun fact: Hershey is the largest producer of quality
chocolate in North America


Recent changes to the mobility function

Abbott Laboratories

► Tiered existing long-term assignment p
g g g policy into four
y
separate policies:
► Aligned assignment with talent management objectives
► Created less expensive assignment options
► Implemented global assignment management and payroll
system:
t
► Created consistent experience for customers globally
► Streamlined process creating opportunity to realign resources
process,
within the team to better serve our businesses


The Hershey Company
y p y

► Enhanced compensation reporting p
p p g processes to improve
p
overall compliance:
► Implemented global compensation accumulation methodology
► Enhanced cost estimates to consider global equity and aid with
accruals
► Aligned mobility decision matrix initiation controls and
matrix,
supporting documents:
► Requires additional sign-offs to validate business acceptance of
sign offs
cost
► Increases consistency in approach for mobile employees
► Delivers earlier focus on potential corporate exposure implications
associated with mobility


Looking ahead to our next 12 months

Abbott Laboratories

► Support Abbott’s g
pp global separation into two companies:
p p
► Transition of resources and personnel
► Sharing of data for day-one operations in both companies
► Continue to identify process improvements:
► Each new company will take its own direction with mobility
► Continue to align mobility processes as a lever to support talent
strategy


The Hershey Company
y p y

► Redefine talent vision for executive leadership team:
p
► Develop a common approach
► Implement the vision organizationwide
► Refresh the mobility function to align with talent strategy:
► Outline stakeholder roles and responsibilities
► Revisit policy and process for overall alignment
► Support growth initiatives for the company through mobility


Closing thoughts based upon experience

Abbott Laboratories

► Keep an open mind
p p
► Align transformation to business objectives
► Manage stakeholders through the process and beyond


The Hershey Company
y p y

► Engage leadership early on and often
g g p y
► Don’t sweat the small stuff – empower yourself to make
as many decisions as possible; engage others when
y p g g
necessary
► Think globally; act globally


Conclusion

► Transforming the mobility function is a continuous
process,
process driven by an ever changing business
ever-changing
environment.
► Mobility plays a key role in attracting motivating
attracting, motivating,
developing and retaining professionals essential to
company g
p y growth ( , talent and workforce p
(i.e., planning).
g)
► When seeking to improve performance of the mobility
function, one must continually align with the stakeholders
and have their buy-in to drive success.


Questions


EY Human Capital Conference 2012: Global mobility performance improvement

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EY Human Capital Conference 2012: Global mobility performance improvement