Linking Strategy toGlobal Mobility
Mija Lønvig FrandsenDirector – People, Operations & DevelopmentThe LEGO GroupNovember 2016
Strategy 2The LEGO Group
Strategy
to inspire and developthe builders of tomorrow…
…by globalizing and innovatingthe LEGO System in Play
Aspiration
The LEGO® StrategyTowards the LEGO Group’s 100 years anniversary
Organization 4The LEGO Group
GlobalFootprint
Headquarters: DenmarkConcept and product development: Denmark
Headquarters
35 Sales Offices
5 Factories
4 Hubs
Global Mobility Policy Framework
©2011 The LEGO Group Page 5
Short-term Assignment (STA)
• Home country employment/salary /benefits maintained
• >3 months <12 months
• Employee relocating without family
Long-term Assignment (LTA)
• Home country employmentmaintained
• Duration above 12 months up to 36months (max. 5 years)
• Employee relocating with/withoutfamily
International DevelopmentalAssignment (IDA)
• Home country employment/salary/benefits maintained
• 3-12 months
• Employee relocating without familyPo
lici
esim
ple
men
ted
Sep
tem
ber
20
10
International Transfer (ITR)
• Ongoing position in another LEGOcountry on company initiative
• Employee relocating with/withoutfamily
• Host country employment/salary/benefits
Localization (LOC)
• After STA/LTA
• Host country employment/salary/benefits
Global Hires (GH)• Home country employment with tax
equalization
Po
licie
sim
ple
men
ted
May
20
12
International Commuters
• Employee with fixed travel patterndue to work in two or more countries
Short Term Business Visitors• Business trips up to 3 months
TO BE EXPLORED AND DEFINED PROJECT KICK OFF 25 MAY 2016
Po
licie
s/G
uid
elin
es
TBD International Local
Hires
2014 DEFINING PURPOSE OF AN INTERNATIONAL ASSIGNMENT
©2014 The LEGO GroupPage 6
Business Value and Impact
Dev
elo
pm
en
tV
alu
e
HigherLower
Higher
Learning Experience:Focus is on development of younggraduates or employees in junior
positions.
Global Mobility Policy:International Developmental
Assignment
International Experience:Focus is to support employee/business
initiated moves where there is noexpectation of transfer back to home
country
Global Mobility Policy:International Transfer and
Localizations
Strategic Deployment:Focus is on strategic leadership
development, long term investmentand linked to Succession Planning by
deployment of best global talentagainst most important roles in the
company
Global Mobility Policy:Short-term assignment and long-term
assignment
Critical Business NeedFocus is on transferring critical skills orknowledge – often highly technical or
corporate control and governance(incl. Culture/DNA). Employee will
return home
Global Mobility Policy:Short-term assignment and long-term
assignment
EVOLUTION OF GLOBAL MOBILITY IN THE LEGO GROUP 1/2
©2014 The LEGO GroupPage 7
Global Mobility Policy Framework
2010
• Process standardization• Launch of TraQs Satisfaction Survey• New Global Relocation provider
2011
• New Organizational Structure• Completing Global Mobility Policy
Framework including transfers
2012
• Preparing for Hub implementation• Adding benefits for International
Hub Transfers
2013
EVOLUTION OF GLOBAL MOBILITY IN THE LEGO GROUP 2/2
©2014 The LEGO GroupPage 8
• New Hub structure implementation• Implementation of Governance
Model (Succession Planning/CriticalBusiness Needs)
2014
• MWB: How to win in China• New Relocation providor• Improved Repatriation Process• Sponsor concept defined• Short Term Business Visitors
2015-16
Futurexxx
• In 2032: x2 # of employees• Global Mobility as an enabler for
growth and globalization
Brand 9The LEGO Group
The evolution ofGlobal Mobility in the
LEGO Group
15 assignees- 100+ assignees- 200+ international transfers.- Hub strategy implementation.- Changes to eligibility andapproval
- Global mobility as anenabler for growth,globalization and talentmanagement.
- New HR Organization
2008 2012 2014-15
44 assignees and thefirst internationaltransfers
2016
Global Mobility – Ambition 2017+
©The LEGO GroupPage 10
• Ensure we have the right skills in the right place at the right time
• Enhance how we work with Global Mobility as a Talent Management and
succession planning tool
• Enhance focus on the Employee experience and employability
• Support growth and globalization
• Optimize the ROI in Global Mobility
• Support people development and how we create compelling careers for the
benefit of both the employees and TLG
• Establishment of a Global Mobility sounding board
Global Mobility in the LEGO Group 2017
AP
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Global Mobility Lead
Geographical Mobility Lead• Receiving site principle• Manage global mobility activities E2E (operational and tactical)• Mobility business partnering
Global• Set strategic direction• Mobility policies, processes and analytics• Talent management and Succession planning• Vendor management
Responsible:GM Geo leads
Accountable:CM member and theresponsible LT
Consulted:Global Mobility lead, leader,sponsor and leaders leader
Informed:Relevant communication e.g.to asignee and organization
• Manage and operate Mobility standards and processes• Team is spread across geographies but belongs to one, global team responsible for strategic, tactical and
operational direction
• Set strategic direction for Global Mobility and ensure link to talent management, globalization of the companyand business needs
Recommend:Global Mobility lead
Approve:Corporate Management
Input:Talent Management Lead, PO&DPartners
Decide:PO&D LT
PO&D Transformation_Detailed org design_Reward & Recognition.pptx 12
Reward & Recognition, Global Mobility use case: Assigningsomeone from China to Denmark
PO&DPartner
R&R
Global Mobilitylead in NEU
Business
PO&D Partner reachesout to GM lead for NEUin cases involving cross
border activity
0
• Dialogue with leader, leadersleader/CM member and PO&DPartner.
• The case (the role, not the person)has been approved by the CMmember
1
• Take over dialogue withleader
• Assignment justification andscreening of assignee(s) andassignee's family.
• Assignment developmentplanning with leader, co-sponsor and assignee
• Case signed off by theresponsible LT
2
Calculationsand contracts
3
Final sign off:• Expectation
management andcommitment forcareer planningwith leader andco-sponsor
4
• Expectation management,implications/awarenesspoints and practicalitieswith leader and assignee
• Ongoing dialogue withleader, assignee, co-sponsor and PO&D Partner
5
GLOBAL VENDORS OF GLOBAL MOBILITY
©2013 The LEGO GroupPage 13
RELOCATION AND REMOVALS
TAX ASSISTANCE
HEALTH INSURANCE
EVALUATION TOOL
INTERCULTURAL TRAINING
DATA PROVIDER