Miguel Martínez Arribas International HR Manager’s Post

Talent moves like capital. Are you architecting for it? In our new episode of The Global Shift Dimitrios Katsaros (Founder & CEO, Katsaros & Associates, Melbourne; Founding Partner, WONE Global) breaks down why mobility isn’t HR admin-it’s strategy. Key hit points from the clip: ▪️ “People are the real currency.” Nations are redesigning visa systems as industrial policy to compete for skills. ▪️ Hybrid work hasn’t killed mobility-it’s created global hubs of excellence. ▪️ The hidden friction: tax, payroll, and timing-where great global hires quietly fail. The playbook: treat mobility like your financial architecture-legal, cultural, and fiscal systems working together. Watch the full conversation here: https://lnkd.in/g-tMaWtR 📍 Meet Dimitrios live at the WONE Global Summit – Barcelona 2026, where leaders in Legal, Tax, Audit & Advisory map the future of global talent, capital, and risk. #WONEGlobal #GlobalMobility #TalentStrategy #BorderlessBusiness #Barcelona2026 #ImmigrationLaw #CrossBorderGrowth #HumanCapital

What Dimitrios says here hits home - mobility isn’t about relocation; it’s about how ambition travels. At WONE Global, we see it daily - firms designing systems where people, capital, and ideas can move without borders. That’s real strategy. Talent moves like capital - and the smartest firms are architecting for it. In this episode of The Global Shift, Dimitrios Katsaros breaks down why global mobility is strategy, not HR. 🎧 Watch the full clip here: https://lnkd.in/g-tMaWtR #WONEGlobal #GlobalMobility #TalentStrategy #BorderlessBusiness #Barcelona2026

More and more international companies are turning their eyes to Spain when deciding where to open a new office or build a talent hub. And it’s not a casuality. The Spanish market is full of professionals with a rare and valuable mix: solid training, flexibility, and an impressive ability to thrive in changing environments. But what truly makes the difference, and what global organizations value the most, is something less tangible: 👉 ATTITUDE. Today, companies aren’t only looking for technical expertise. They seek curious, collaborative people with an international mindset, professionals who can learn quickly, communicate effectively and adapt theirselves to the context. They want people who don’t just fit in, they need people that can really add value and create a positive impact. At Humann , we see this every day. The profiles that stand out are those who combine COMPETENCE with AUTHENTICITY, and people who show up as they are and see their work as a shared space for growth. Because the future of talent isn’t just about what you know, but who you are and how you can fit yourself in a new challenge.  🌍 Spain has a generation of professionals ready to lead global projects without losing their local essence. Supporting that growth, for both companies and people, is what gives our work meaning every single day. 💭 What do you look for when identifying a professional with international potential? Let me know your comment.  #talent #international #recruiting #humann #headhunting #leadership #hr #globalteams

NO BORDERS. JUST TALENT.   Based in Paris, London, or Warsaw… yet recruiting for all of Europe. Borders are fading. Globalization and digitalization have reshaped the job market: Talent is mobile, Companies think global, Careers are built without geographical limits.   A new era is unfolding  : careers without borders, powered by global mobility and cultural intelligence.  Hybrid work and remote-first are the norm,  Digital nomads redefine the concept of “office”,  Intercultural skills are the new professional passport.   And behind this transformation? A strategic role: the International Mobility Officer. This profile is increasingly in demand and goes far beyond managing visas or relocations. They orchestrate: Cultural integration, Legal compliance, The human experience of global talent. A true architect of worldwide mobility. International mobility is not just a move—it’s a cultural and human experience that builds strong, connected teams.  How do you value this key role in your organization? Share your insights and best practices!   #Polyglott #GlobalTalent #InternationalMobility #FutureOfWork #TalentWithoutBorders #HRTrends #DigitalNomads #GlobalCareers #MobilityMatters #WorkWithoutLimits

Recruitment & Migration to Europe 2025: Trends, Drivers & Challenges Europe’s workforce landscape is changing fast — and that shift is redefining how companies attract and support international talent. Latest Trends Fewer asylum and irregular arrivals – EU migration flows are stabilizing as border policies tighten, while labour mobility becomes the main focus. Labour migration on the rise – Migrant professionals are filling critical gaps in logistics, tech, healthcare, and manufacturing across the EU and CEE. Skills mismatch intensifies – Employers struggle to find workers with the right expertise as Europe transitions toward digital and green economies. Economic and geopolitical drivers – Inflation, demographic shifts, and global politics (including the U.S. election climate) are influencing relocation decisions. Policy & perception challenges – Complex work permits, housing shortages, and integration issues remain key obstacles for both employers and migrants. How Pavadel Helps At Pavadel, we partner with companies across Europe and the CEE region to simplify international hiring and relocation. Recruitment Support – we help you attract qualified professionals ready to relocate. Relocation Management – from visas and housing to onboarding and cultural support. HR & Admin Support – seamless documentation, compliance, and employee assistance. Business Expansion Support – setting up teams and operations in new EU markets. We act as your end-to-end HR partner, making cross-border hiring easier, faster, and more human. Whether you’re scaling your workforce, expanding into new markets, or relocating teams within Europe Pavadel is here to support your growth. Let’s connect and build your next chapter in Europe together. #Recruitment #Migration #Relocation #CEE #Europe #HR #TalentAcquisition #BusinessExpansion #Pavadel

The recently published Global Workforce Deployment Survey Report stated that the #1 #GlobalMobility priority is to align GM strategies with the strategic objectives of an organization. To do so, there are different objectives for organizations to create a GM strategy that not only supports business goals but also ensures compliance with the complex regulatory landscape that governs international assignments and business travel: 👉 Enhancing Talent Mobility: Ensure that the right talent is in the right place at the right time to support the organization's strategic initiatives. This involves seamless #relocation and deployment of talent across borders while maintaining compliance with #immigration and #tax regulations. 👉 Compliance and Risk Management: Develop comprehensive compliance strategies to manage the risks associated with international assignments. This includes adhering to tax, #social security, and immigration laws in multiple jurisdictions to avoid legal penalties and ensure the organization's reputation is maintained. 👉 Cost Management and Efficiency: Optimize the cost-effectiveness of global mobility programs by managing expenses related to international assignments. This involves strategic planning to reduce costs without compromising compliance, such as utilizing tax treaties and exemptions where applicable. 👉 Strategic Workforce Planning: Align workforce planning with business goals by identifying skills gaps and strategically deploying talent to fill those gaps. This requires a thorough understanding of the organization's long-term objectives and the ability to anticipate future talent needs across different regions. 👉 Cultural and Operational Integration: Facilitate the integration of employees into new cultural and operational environments to enhance productivity and engagement. This involves providing support and training for employees (and their families) to adapt to new cultural norms and business practices, which is essential for successful international assignments. KPMG Meijburg & Co People Services #globalmobility #expat #relocation 

The Hidden Cost of “Integration” Most Employers Don’t See Hiring international talent is a win but if integration fails, retention and performance suffer. Here’s the invisible workload your team might be carrying. Moving abroad for work is often celebrated as a success story: a new job, a new country, a new life. But what we rarely talk about is the hidden cost that comes with it. Integration isn’t just signing a contract and showing up at work. It’s everything that happens outside office hours: Learning a new language after a full day at the office. Decoding cultural norms often by making mistakes. Rebuilding a network from zero while trying to prove your worth. This extra effort doesn’t appear in the job description. It doesn’t come with extra pay or extra time. Yet it takes energy, focus, and emotional resilience. And it’s not a one-time task. It’s an ongoing process. Studies from OECD and IAB show #integration is not just economic, it’s social and emotional. In #Germany, language learning is one of the biggest hurdles. Research confirms that German proficiency strongly influences job quality and career progression making it a critical part of integration. For many international #professionals, this “second shift” of integration can feel heavier than the job itself. It’s the silent work of belonging. And when companies overlook this, the cost is real: burnout, disengagement, and higher turnover. What practical steps can #HR and managers take to reduce this hidden workload? Because #inclusion isn’t just hiring international talent, it’s making sure they don’t burn out trying to fit in. www.talentiswelt.com

𝐖𝐡𝐚𝐭 𝐝𝐨 𝐢𝐧𝐭𝐞𝐫𝐧𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐫𝐞𝐚𝐥𝐥𝐲 𝐧𝐞𝐞𝐝? 𝐅𝐫𝐨𝐦 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐁𝐫𝐚𝐧𝐝𝐢𝐧𝐠 𝐭𝐨 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐑𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧 💡 I had the pleasure of meeting Meike L. the day before yesterday and exchanging ideas with her as fellow interculturalists. 🤝 It was an inspiring conversation: the perspective of an experienced entrepreneur and a newcomer in the intercultural field complemented each other perfectly. 🌍 We discussed: 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐁𝐫𝐚𝐧𝐝𝐢𝐧𝐠 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐑𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧 As intercultural professionals, we quickly agreed: companies still have a lot to catch up on here. 🚧 It’s not enough to post nice phrases on your website or job ads. 𝐀 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐭𝐡𝐚𝐭 𝐠𝐞𝐧𝐮𝐢𝐧𝐞𝐥𝐲 𝐫𝐞𝐭𝐚𝐢𝐧𝐬 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐥𝐨𝐧𝐠-𝐭𝐞𝐫𝐦 𝐧𝐞𝐞𝐝𝐬 𝐭𝐨 𝐛𝐞 𝐥𝐢𝐯𝐞𝐝 𝐚𝐧𝐝 𝐟𝐞𝐥𝐭. 🌱 From our perspective, international specialists and managers are a group that needs sustainable onboarding and ongoing support. 💼 Formalities like visas and work permits are just the beginning. 🛂 𝐓𝐫𝐮𝐞 𝐫𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐦𝐞𝐚𝐧𝐬 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐠𝐮𝐢𝐝𝐚𝐧𝐜𝐞 𝐭𝐡𝐚𝐭 𝐜𝐨𝐧𝐬𝐢𝐝𝐞𝐫𝐬 𝐡𝐮𝐦𝐚𝐧 𝐧𝐞𝐞𝐝𝐬 𝐛𝐞𝐲𝐨𝐧𝐝 𝐭𝐡𝐞 𝐟𝐢𝐫𝐬𝐭 𝐰𝐞𝐞𝐤 𝐨𝐟 𝐚𝐫𝐫𝐢𝐯𝐚𝐥 𝐢𝐧 𝐆𝐞𝐫𝐦𝐚𝐧𝐲. 🤗🇩🇪 Employee retention also requires a functional social network – not only at work but also personally. 👫💬 Without it, international employees may feel no long-term attachment and may leave Germany – and your company – again. 💔 For companies, this can mean significant financial and knowledge losses: recruiting new talent, brain drain, and teams left without leadership. 💸🧠 Meike and I asked ourselves: How can companies plan more sustainably from Employer Branding to Employee Retention? How can both be effectively connected? 🔗 We have some ideas, and now we want to hear from you: what works in your experience? 🗣️ #CompaniesInGermany #EmployerBranding #EmployeeRetention #InterculturalExchange #InternationalTalent #WorkCulture #Onboarding #Sustainability #EmployeeExperience #CompanyCulture #HumanResources #GermanCompanies #GermanEmployers

Assignments and Mobile Work in Austria and Switzerland The steadily increasing internationalization of business transactions is also impacting employee mobility. On the one hand, employees are being sent abroad by their companies more and more frequently for work assignments; on the other hand, a growing number of employees are also requesting permission from their employers to work remotely from abroad. However, several legal pitfalls must be avoided in this process. In recent years, the bureaucratic and legal requirements for assignments have increased significantly, and mobile work from abroad also involves a multitude of legal issues. This is particularly true for Austria and Switzerland, which, due to their close economic ties and geographical and cultural proximity to Germany, are among the most important destination countries for assignments and mobile work. In the latest edition of our popular webinar series on employee assignments abroad, our speakers, who have been working as experts on the ground for many years, will inform you about the framework conditions and country-specific peculiarities that must be observed for employee assignments and mobile work in Austria and Switzerland, and how best to protect yourself from the sanctions that can result from violations.

𝗕𝗼𝗿𝗱𝗲𝗿𝗹𝗲𝘀𝘀 𝘁𝗮𝗹𝗲𝗻𝘁 𝗽𝗼𝗼𝗹𝘀 𝗮𝗿𝗲 𝗻𝗼 𝗹𝗼𝗻𝗴𝗲𝗿 𝗮 𝘁𝗿𝗲𝗻𝗱—𝘁𝗵𝗲𝘆’𝗿𝗲 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲. •  𝗚𝗹𝗼𝗯𝗮𝗹 𝗥𝗲𝗮𝗰𝗵, 𝗟𝗼𝗰𝗮𝗹 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲: Balance worldwide talent with regional nuances. •  𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗶𝘀 𝗞𝗲𝘆: Master visa and labor laws in each region (MENA, EU, NA). •  𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗪𝗼𝗿𝗸 𝗠𝗼𝗱𝗲𝗹𝘀: Hybrid and remote work drive mobility. •  𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗧𝗼𝗼𝗹𝘀: Use tech to manage cross-border teams seamlessly. •  𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗠𝗮𝘁𝘁𝗲𝗿𝘀: Integrate diverse practices to support global teams. Cross-border mobility unlocks innovation and agility. 🤝 How is your company managing global talent? Share your story! #globaltalent #remoteworktrends #talentmobility #HRPOD