We're looking for an experienced Global Mobility Lead to build and run the programs that help employees join, move, and work across borders. You will own our mobility policies, immigration casework, and vendor relationships, and partner with Legal, Finance, and People Ops to make cross-border moves clear, compliant, and well supported.
Own the mobility policy suite end to end: relocation, permanent transfers, short-term and long-term international assignments, remote/cross-border work arrangements, and business travel thresholds.
Run individual mobility cases from scoping to landing: package design, cost estimates, immigration sequencing, tax and social-security implications, payroll setup, relocation logistics, and post-arrival support.
Manage employment-based immigration casework in partnership with outside counsel: H-1B (including cap-subject and change-of-employer/AC21 timing), L-1, TN, E-3, O-1, F-1 OPT/CPT, and employer-sponsored permanent residence. Own the internal timeline, the start-date reality check, and the manager/candidate communication.
Own daily immigration intake and case execution, including employer questionnaires, supporting documents, employment verification letters, signatures, counsel follow ups, and case closure.
Own right-to-work compliance across jurisdictions: I-9 and E-Verify in the US, Home Office share-code checks in the UK, and equivalent checks in our EU and other markets.
Decide and document the entity/employment model for each new market (direct entity, EOR, or non-resident payroll registration) with Finance and Legal.
Own our mobility vendor stack (immigration counsel, relocation, tax, EOR/global payroll): scope, SLAs, cost, and performance.
Model and track mobility cost, including sponsorship and premium-processing fees, so leadership can make go/no-go calls with real numbers, and obtain and document required approvals before committing sponsorship or spend
Build the tracking layer: mobility case pipeline, immigration deadlines and expirations, compensation comparisons, etc.
Stand up mobility dashboards: case volume, cycle time, cost per move, band penetration, offer-to-band variance, and equity-gap trend.
Write the employee-facing documentation so moves and pay decisions are predictable and explainable, not one-off negotiations.
What we’re looking for
6+ years of experience in global mobility, with real ownership of cross-border moves and immigration casework, not just vendor hand-offs.
Working fluency in US employment-based immigration and at least one other major jurisdiction’s work-authorization regime (UK, EU, or Canada).
Strong analytical skills: comfortable in spreadsheets and HRIS reporting, able to build a defensible model and explain the assumptions behind it.
Judgment about risk. You know when to escalate to Legal, when to flag classification or permanent-establishment exposure, and how to say no clearly.
Excellent written communication: you’ll draft policies, verification letters, offer rationales, and executive-facing recommendations.
Comfort with ambiguity, high volume, and shifting priorities.
Own global People Operations compliance, policies, and systems, including SOX controls, audits, immigration, mobility, employee lifecycle processes, and the People Ops ticketing platform.
Own and improve People Operations and Total Rewards processes, including employee lifecycle support, benefits, leave, data audits, and workforce reporting, while helping scale compliant, AI-enabled HR operations.
Own employee lifecycle operations, benefits, compliance, HR systems, and core People programs while improving processes and employee experience through thoughtful use of technology and AI.
Own and improve People Operations across the employee lifecycle, delivering accurate HR administration, compliant employment processes, payroll coordination, and a consistent employee experience.
Own and improve People Operations by automating the employee lifecycle, evolving HR systems and data, and leading complex cases and transformation projects in partnership with People, IT and Legal teams.
