CapRelo Blog

Meet Zuly Cainicela, Global Assignment Coordinator

Posted by Amy Mergler on Thu, Aug 18, 2016

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We recently sat down with Zuly to find out more about her and what she enjoys doing in her spare time.

Who is "Zuly Cainicela?" – Where do you come from, what is your background, what do you do? 

I am originally from Peru. I went to Lima University and graduated as a System Engineer before I moved to the U.S. in 2001. I am now a Global Assignment Counselor at CapRelo, and I serve as the central point of contact for employees moving internationally. I work to manage all processes involved in an international assignment.

How long have you been with CapRelo, and what is your favorite part about your position?

I've been with CapRelo for a little over a year now. My favorite part about my position is the interaction with the transferees. I get to talk to people from all over the world; how amazing that is! Not only to be able to interact with them, but to make them feel that they can count on me to make their relocation stress free – that's rewarding.

What do you do in your spare time, what are some of your interests?

I am a volleyball coach at my daughter's school, and I love to travel. I have traveled extensively in Europe and Latin America, and I'm getting ready for a trip to Peru. My husband and daughter are already there, and we are ready for our Cuzco-Machu Picchu adventure!

 

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Topics: CapRelo Employees

Does Your Relocation Package Foster a Work-Life Balance?

Posted by Amy Mergler on Thu, Aug 11, 2016

balance.jpgEmployees are continually striving for a better work-life balance. A 2015 Ernst & Young survey on work-life challenges across generations found that 33% of full-time employees globally believe it has gotten more difficult to manage work and family over the past five years. 

Learn more about developing attractive and effective relocation policies in our free guide.

An employee relocation can negatively impact the work-life balance. But an employee relocation package designed to facilitate a low-stress move can help. What are some things you can address in your policy to help ensure your transfer has a successful, low-stress relocation?

  • Offer scouting trips and tours designed to help relocating employees acclimate to their new environment.
  • If possible, offer flexibility during the move. Employees with families may prefer to wait until the end of the school year to make the move. Keeping the employees at your home office during that time will help save money on temporary housing and also reduce employee stress.
  • Connect with a corporate relocation management company with a broad network of supply chain partners who can assure the logistics of the moving day go smoothly. Packing and moving is stressful enough, but knowing the transport of the possessions is in good hand can provide some peace of mind.
  • Provide adequate paid time off following the move for unpacking and settling in.
  • Design relocation packages that minimize your employees' concern about the costs of the move.

Implementing a relocation package that respect transferees' work-life balance during a move will create happier employees, improve employee retention and ensure a faster return to full productivity.

Relocating Employees with Families

Topics: relocation packages, employee relocation concerns, work-life balance

Executive Relocation Packages: Anticipate Problems Before they Arise

Posted by Amy Mergler on Thu, Aug 04, 2016

be-prepared.jpgThe key to a successful relocation may be seen as having a staff of skilled relocation specialists on hand to put out fires and handle circumstances as they arise. This is largely true. But if you want the real secret to pulling off a flawless relocation, the key is in anticipating problems before they occur.

Learn more about executive relocation packages in our free article.

The great news is you don’t have to be psychic to tune into what these things may be. You just have to be sympathetic to the fact that relocation, especially for executives with families, can be a daunting experience. Consider offering the following destination services in your relocation package:

Finding Good Schools

This requires a dedicated agent to perform in-depth research into the quality of schooling in the area where the employee and their family are to be relocated. Ultimately, school decisions are made by the parent – but all of the legwork can be done for them in advance and presented to them in a comprehensive report.

Spousal Support

Today, it's the rare family where one parent works and the other stays at home. When offering relocation to an employee with a working spouse, equal consideration should be given to that person's career choices in the new location. Research into the local job market should be performed and delivered to aid in the employee's decision to relocate.

Social Assistance

Uprooting a life can have significant consequences, including feeling cut off from friends and family. If that also extends to social and leisure interests, the relocated employees and their families may experience serious difficulty adjusting to their new environment. Providing information on personal or professional associations at the destination location can have a beneficial impact on that transition.

Places of Worship

People who attend churches, temples or mosques have a relationship with the leaders of these places of worship, was well as with the congregation. When offering relocation to any executive employee, it's imperative to remain sensitive to this fact by conducting thorough research on similar institutions in the destination city.

Don't Forget the Pets!

Most moving companies have rules against transporting live animals or plants, and still more aren't qualified to move expensive items like fine art. In these cases, alternative arrangements have to be available to accommodate relocating employees whose belongings include more than just boxes of clothing and furniture.

Executive Relocation Guide

Topics: Family Relocation, destination services, executive relocation package

Upcoming Relocation Shows and Events - August

Posted by Amy Mergler on Wed, Jul 27, 2016

 



We will be attending and/or sponsoring the following upcoming event because it’s a great opportunity for us to meet new people, stay abreast of latest relocation trends and meet with trusted partners. If you’re attending, look for us and say hi. 

 

HR Florida State Conference

August 29th - 31st

Hilton Bonnet Creek, Orlando, FL

Attendees: John Travers and Tracey Scott

The Florida affiliate of the Society for Human Resource Management will host the annual HR Florida state conference, which will feature concurrent educational sessions, networking and exciting keynote speakers, including sports agent Molly Fletcher, author Wes Moore and news anchor Dan Rather.

Come see us at Booth #212! Click here if you'd like to schedule a meeting with CapRelo during the event.

For more information about the event and to register, click here.

 

Win an Amazon Echo at HRFL 2016!  

  

Professionals in Human Resources Association California HR Conference

August 29th - 31st

Long Beach Convention & Entertainment Center, Long Beach, CA

Attendees: Patrick Cacho

The PIHRA annual California HR Conference will feature more than 70 concurrent educational sessions, innovative keynote addresses, premier mega sessions and networking opportunities.

Come see us in Booth #104! Click here if you'd like to schedule a meeting with CapRelo during the event.

Click here to learn more and register. 

Win an Amazon Echo at the CA HR Conference!

  

If you can’t attend, please be sure to follow CapRelo on Facebook and Twitter for updates.

Topics: CapRelo Employees

Corporate Relocation Policy: Relocation Tiers vs. Employee Status

Posted by Amy Mergler on Thu, Jul 21, 2016

blocks-tiers.jpgIf you are in the process of creating a corporate relocation policy for the first time or restructuring your current policy, one of the questions you may consider is how to differentiate your employees in a tiered policy.

Find out more about how to save time and money by using tiered relocation packages in our free article.

Designing Tiered Relocation Packages

There are many variables to take into account when developing your company's tiered relocation packages. Start by deciding what kinds of candidates and current employees should receive the most extensive and valuable relocation packages and what types of employees should get the more basic level packages.

Your highest tier may apply to top-level executives. You could then create another tier for middle managers, followed by a base-line tier that applies to everyone else in the company. Examine your hiring practices and trends and decide whether you'd like to have an even more pared down level for new hires, or if you'd prefer to assign tiers to recruits based on the levels of their future positions.

Relocation Tiers vs. Employee Status

As you develop your tiers, it's also important to understand how those tiers differ from an employee's moving status. While a current or prospective employee's moving status can certainly influence which relocation tier they receive, the two are not interchangeable.

Moving status refers to the employee's needs during a relocation. For example, is the employee:

  • single or married?
  • a homeowner or a renter?
  • a new hire or current employee?

It can also address more specific circumstances, including whether the employee has children in school, pets that need transferred or elderly parents who require nursing care.

Relocation tiers are certainly related to an employee's status, but you shouldn't necessarily base them on moving status. Instead, you should base the tiers on the employee's standing, or prospective standing, within the company. Basing the tiers on the seniority, salary, job title – or a combination of all three – ensures that more extensive relocation packages are justified by an employee's current and future contributions to the company.

Whatever policy you put in place, you can prevent resentment among employees by maintaining consistency when determining which employees belong in each tier. While it's important to remain consistent with your initial offerings, make sure your relocation policies include enough flexibility for you to move up a tier as a negotiation tactic or for any special circumstances that may arise.

Save Time & Money Using Tiered Relocation Packages

Topics: Tiered relocation packages, Corporate Relocation Costs, corporate relocation program

Global Mobility: Ways to Help Your Employees to Assimilate

Posted by Amy Mergler on Thu, Jul 14, 2016

business-man-with-globe.jpgGlobal Relocations present unique challenges that your HR team, and your employees, do not encounter during a domestic relocation. When you help your employees assimilate to the new culture in the weeks prior to, and during, a global relocation, you will ensure a faster return to full productivity in the office, greater productivity in the long run and increased employee retention. What can you do to help make a global relocation as smooth as a move within the States?

Learn more about managing global relocations with our free guide. 

How Can You Help Your Transferees Assimilate to the New Culture?

  • Multiple Trips Abroad: 
    Help your employees (and their families) connect with local networking organizations, sports clubs and the like, made up of both locals and expatriates. Find similarities to home, while also helping employees and their families embrace the new culture prior to their global relocation.

  • Foreign Language & Cross-Cultural Training:
    Providing lessons on the local language and cross-cultural training will not only help your transferees acclimate more quickly and become more productive in the office, it can also make them happier following the move, which improves retention.

  • Educate Your Employees on Laws Affecting Expatriates:
    Health care laws that recently went into effect may help reduce costs for employees living and working abroad. Let employees know about other positive changes and benefits they may experience as a result of their global relocation, too.

  • Assist with Paperwork:
    Help your transferee navigate the confusing maze of paperwork that comes with a global relocation, including obtaining visas and registering children in their new school.

A global relocation is more complex than a domestic transfer, but by providing tools to assist your employees and their families adjust to the new culture, you can help ensure a successful relocation and faster return to productivity for your transferee.

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Topics: expatriate employees, language training, global mobility, trailing spouse syndrome,, global relocation

Upcoming Relocation Shows and Events - July

Posted by Amy Mergler on Thu, Jun 30, 2016

 



We will be attending and/or sponsoring the following upcoming event because it’s a great opportunity for us to meet new people, stay abreast of latest relocation trends and meet with trusted partners. If you’re attending, look for us and say hi.

 

 

Pacific Northwest Relocation council Summer Workshop

July 28th

Twin Lakes Golf and Country Club, Federal Way, WA

Attendees: Patrick Cacho

The PNwRC will host a summer workshop as part of its mission to provide educational opportunities on current relocation topics, trends and practices.

For more information about the event, click here.

 

  

If you can’t attend, please be sure to follow CapRelo on Facebook and Twitter for updates.

Topics: CapRelo Employees

Meet Heather Hudnall, Director, Global Operations

Posted by Amy Mergler on Thu, Jun 23, 2016

HeatherHudnall.jpg

Heather Hudnall is a member of CapRelo's Arkansas team and works with on and offsite teams to grow the company on a more global level.

We recently sat down with Heather to find out more about her and what she enjoys doing in her spare time.

Who is "Heather Hudnall?" – Where do you come from, what is your background, what do you do? 

I moved to Northwest Arkansas 11 years ago from Washington state. Prior to that, I co-owned a RE/MAX office and sold real estate. I have held the positions of Realtor, Relocation Consultant, Team Lead and Client Services Manager. 

I am currently the Director of Global Operations for a major retail account. My responsibilities include oversight for our U.S. and Canada operations while working on expanding our operations globally to support more markets with the client.

How long have you been with CapRelo, and what is your favorite part about your position?

I have been with CapRelo for 8 years. I enjoy learning about operations and cultural differences by country. I find a lot of joy in being able to identify a process that could be improved and working with the teams to streamline processes and make working more efficient for each of our employees. I also enjoy working on new global projects with our client and expanding our operations into new markets. It is very exciting to be a part of helping the company grow globally.

What do you do in your spare time, what are some of your interests?

In my spare time I enjoy spending time with my husband and three daughters, reading, swimming and soaking up the sun.

 

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Topics: CapRelo Employees

Controlling Global Relocation Costs

Posted by Jim Retzer on Thu, Jun 09, 2016

Aditi-Sharma-Jan-2015-relocation-destination-shutterstock.jpgCompanies that provide global relocation assistance for their employees can expect the usual concerns from their transferees, including selecting a mover, providing help with selling a home, support in the new location, and so on. With a global relocation, however, there are additional concerns like visas, international taxes, housing allowances and replicating previous living standards as closely as possible.

Learn more about managing global relocations in our free eBook.

Typical Global Relocation Services

In addition to the few listed above, other typical services during a global relocation include:

  • Assistance with managing relocation expenses
  • Household goods moving
  • Destination and arrival support services
  • Spousal support and counseling
  • Cross-cultural training and language classes
  • Locating quality schools for accompanying children
  • Ongoing support while becoming oriented to day-to-day life in the new location
  • Security for employees and their families
  • Personal transportation, including car purchasing, leases or company drivers

Strategies to Control Global Relocation Expenses

All these services are important, but they also increase the complexity and cost of global relocations. Here are several strategies you can employ to help control your global relocation expenses.

  1. Establish a fair ceiling for housing and related costs for transferees, making sure to account for the area’s monetary and real estate market fluctuations.
  2. Consider the length of the relocation. The longer the transferee with stay in the new location, the more the compensation rates should be in line with those of the host country. However, it is important to keep in mind that compensation should not fall significantly below what was previously earned; no employee wants to lose money as a result of a transfer.
  3. Get quotes from several relocation management companies, if you decide to use one. Determine what services are available and check customer ratings to assist your decision making.
  4. Carefully estimate the cash and other out-of-pocket expenses and resources needed for a transfer. Underestimating is one of the most common mistakes made – be sure to prepare a list of actual and anticipated expenses in advance.

A comprehensive global relocation policy will keep many factors within your control, but other factors affecting cost – the value of overseas real estate or global monetary fluctuations, for example – are not. If you allow for surprises when planning your transfer budget, you will be better prepared to get your transferees off to a good start in their new locations.

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Topics: Corporate Relocation Costs, global mobility, global relocation

Stop By To See Us At SHRM 2016!

Posted by Amy Mergler on Thu, Jun 02, 2016

 

 Visit CapRelo at SHRM 2016

 

Society for Human Resource Management Annual Conference & Exposition

When: June 19th - 22nd

Where: Walter E. Washington Convention Center, Washington, DC 

Attendees: Patrick Cacho, Angie Palange, Neal Sweeney and John Travers

The SHRM Annual Conference is the largest HR event in the world, with thousands of HR professionals attending.

This year's conference will feature:

  • Over 650 exhibiting companies in the Exposition Hall
  • More than 200 concurrent educational sessions in six learning tracks, including Global HR, Talent Acquisition & Retention, Personal & Leadership Development, Employment Law & Legislation, Business Acumen & HR Strategy and Total Rewards
  • Exciting and informative keynote speakers, including Mike Rowe, Alan Mulally, Amy Cuddy, Tucker Carlson, Paul Begala and Sal Khan
  • Provocative master series sessions
  • Networking opportunities
  • A performance by Grammy Award-winning band, Train during the Tuesday Night Show

We will be in the Exposition Hall and would love to talk to you getting your key talent in the right place at the right time. Come see us at Booth #2258 and enter to win 10 hours of consulting or a Global Mindset Inventory assessment! Click here to enter now.

 

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Topics: CapRelo Employees

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