Disclaimer: The views and opinions expressed in this article are solely those of the author and do not necessarily reflect the official policy or position of WERC.
As I sat down to write this piece about AI readiness in corporate global talent mobility, I got a timely text from one of my coffee subscriptions:
Hi Anna, I’m Recharge.ai, your concierge for Greenwell Farms. You have an upcoming order of Macadamia Nut coffee x1 and Chocolate Macadamia Nut coffee x3. Your order will be processed in 3 days. I can help you manage your order (add items, change order contents, change order date). Please only ask me for one request at a time.
It was perfect timing. I had just about three days’ worth of coffee left and had been meaning to check on my order—but only ever remembered at the worst times. I paused to appreciate how Greenwell Farms had smartly integrated AI into its customer messaging. After a quick mental trip back to the coffee I had in Hawaii and Costa Rica last year, I finally sat down at the computer—caffeinated and ready to talk tech.
Someone on the WERC Content Working Group recently asked, “Why are corporate mobility teams still using spreadsheets?” That question sparked a bigger one for me: How can any global mobility program—big or small, domestic or international—start making better use of AI and tech right now? No fancy budget required. Just a bit of time, curiosity, and maybe a refill on that cup of coffee.
Ticketing Systems: Start Tracking What You’re Already Doing
Global talent mobility leaders: Do you have a year-end calendar of tasks, deliverables, and reminders? Great. But where is it tracked? And more importantly, how are you measuring your team’s effort?
- Are you capturing time spent on ad hoc requests from employees and business units?
- What about the hours spent tracking down tax payments or refunds from assignees?
- Can you quantify the difference between having a follow-up process and not?
If HR or payroll is already using a ticketing system to manage internal requests, why not global mobility, too? Even if your team has to initiate the tickets at first, this kind of tracking creates a baseline. It shows value. And yes, I’ve heard the debate: “Is global mobility a center of excellence or a service center?” To me, it’s both. Whisper that if you must.
The good news? Enterprise ticketing platforms are evolving fast—many now offer AI-powered tools, like chatbots that can handle basic HR policy questions. These aren’t just for the IT department anymore.
Metrics Matter—And You Don’t Need a New Platform to Start
Let’s talk data. If global talent mobility metrics aren’t yet included in your company’s executive HR dashboards alongside things like time-to-fill or attrition rates, it’s time to change that.
You don’t need a dedicated mobility platform to get started. Many organizations already have access to Power BI (a Microsoft tool) that can pull data from spreadsheets and other systems to build insightful dashboards. Yes, there’s a learning curve. Yes, it might be humbling. But with a little practice—and a lot of coffee—you’ll get there.
APIs, Automation, and What Comes Next
Now for the daring question: Have you started replacing email-based or portal-based service requests with API connections from your HRIS or mobility platform to your vendors? Or are you asking your relocation management company (RMC) to do so on your behalf?
AI and automation aren’t just buzzwords—they’re reshaping compliance, data protection, and service expectations. Sticking with the status quo won’t make those realities go away.
The truth is, most companies already have tools and systems in place that mobility teams can tap into—without a capital investment. But it takes initiative and cross-functional collaboration. Partner with HRIT. Talk to your shared services colleagues. Ask questions.
Will it be humbling? Probably. But it will also be fun. And once you see what’s possible, you’ll wonder how you managed without it, just like that perfectly timed coffee delivery.