KPMG Career Mobility Navigation Guide
Find Opportunity Everywhere
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Introduction to Career Mobility
The KPMG Career Mobility Navigation Guide
Resources
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Find Opportunity Everywhere at KPMG
There are various career mobility opportunities available at KPMG and they revolve around where we work, what we work on, and who we work with.
Where we work
What we work on
Who we work with
Cross-border mobility/international assignments entail a short or long term career mobility opportunity to work in a different country in a KPMG office.
Cross-functional mobility/internal secondments entail seconding from one function to another for a defined period of time.
Client projects entail a short term opportunity to work with different KPMG colleagues and clients. This might be in a different location, KPMG office and/or client site.
If you have any questions or require more support around career mobility, contact the following:
Global enquiries: careermobility@kpmg.co.uk
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Career mobility is a key driver in the success of KPMG
Career mobility is a really important topic for me and leaders across the business. We want to ensure everyone at KPMG has the opportunity to build a rewarding, dynamic career where they can thrive.
A career at KPMG is designed to open doors and help all our people expand their horizons, fuelling collaboration and creating exciting new experiences. We all benefit from sharing new ideas, different ways of working and specific areas of specialization, enhancing our collective knowledge and understanding. Together. For Better.
Bill Thomas, KPMG CEO
Defining Career Mobility at KPMG
Opportunities for career mobility are available in different forms: client projects, internal secondments – within or across a function, and international assignments. Career mobility provides a foundation for both our multi-disciplinary model (MDM) and Employer Value Proposition (EVP), while helping to build diverse thought and support the strategic success of KPMG. Taking an internal first approach to providing opportunities we will continue to retain and develop highly skilled talent throughout their careers. Supporting the career paths of our people also supports our Collective Strategy by enhancing our ability to deliver to our clients and evolve our ways of working together into a unique rewarding environment where our motivated people can thrive.
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Defining the ‘Career Mobility Deal’
At KPMG, career mobility is a core part of who we are. It’s what drives our multi-disciplinary model (MDM), helps us live out our Values, and pushes us toward our shared goals. The ‘KPMG Career Mobility Deal’ represents a partnership between KPMG, our people, and our clients. By embracing this approach, we can deliver on our promise to our people, enabling each other to grow and achieve, while supporting the collective success of KPMG, and delivering great results for our clients. At KPMG, we take ownership for shaping our own careers. This means exploring opportunities throughout the Firm and building strong relationships with colleagues across different teams, functions, and borders - that enable us to succeed. Together. For Better.
Guide
The Career Mobility Navigation Guide details KPMG's global strategy for pursuing opportunities across the network. It is applicable to all KPMG employees and aims to fosters an inclusive, supportive culture.
Create awareness of how to access and find different career mobility opportunities.
Utilise learning and development to build skills and knowledge, increasing an individual's expertise, and ability to match to a given role.
Match the most appropriate mobility opportunities with individuals with the right skill sets, balancing individual expectations, with business needs.
Understand what career mobility means at KPMG the different types of mobility available, including client projects, internal secondments, and international assignments.
Leverage skills gained during the mobility experience to benefit both the individual and the business upon repatriation or return to function.
Make the most out of the career mobility experience during the project, secondment or international assignment to increase knowledge and broaden relationships and skill sets.
Career Mobility
How to use this toolkit
This toolkit outlines the six phases of the Career Mobility Navigation Guide. As you explore the toolkit you will be taken through each phase of the Navigation Guide which includes Understand, Find, Build, Match, Experience, and Leverage. Within each phase you will find an overview of the three key areas of focus, as well as relevant resources and good-practice examples for that phase, that will support our collective journey to Find Opportunity Everywhere at KPMG – both cross function and cross border.
The following toolkit will support our people, leaders, managers, and those in our people functions in having open and honest conversations about career mobility.
All individuals wanting to utilise the benefits of career mobility at KPMG.
Click below to get started.
KPMG People
KPMG Leaders and Managers
All those with people responsibilities with KPMG.
People Teams
All Heads of People and those working within the people function.
Career Mobility Guidance for Individuals
Explore each of the six phases of mobility by clicking into each phase below.
Find: Proactively seek out and stay informed about different career mobility opportunities available within KPMG.
Understand: Familiarise yourself with KPMG's career mobility options to effectively navigate client projects, internal secondments, and international assignments.
Leverage: Leverage the skills and knowledge gained from mobility experiences to contribute to both your personal growth and the business's success upon returning to your original role.
Experience: Make the most of your experience to gain valuable insights and skills from client projects, internal secondments, and international assignments.
Build: Engage in learning and development programs to enhance your skills and knowledge, increasing your suitability for various roles.
Match: Identify and pursue the most fitting mobility opportunities that align with your career aspirations and business needs.
You are able to navigate directly to the detail for each of the phases but, for first-time users especially, it is advisable to start with the Understand phase, and explore in a clockwise direction through the phases
Understand opportunities at KPMG
When it comes to Understanding mobility at KPMG there are three key areas of focus:
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There are various types of mobility opportunities across KPMG
There are a variety of forms cross-border and cross-functional mobility can take, including: client projects, which involve short term opportunities to work in a different location or country in a KPMG office and/or client site, Global Mobility Assignments, which involve relocating temporarily from one KPMG Firm to another for between 3 months and 5 years, and cross-functional mobility, which involves seconding from one function to another, i.e. from Audit to Advisory for a defined period of time.
Mobility opportunities should include strategic value
Mobility opportunities across KPMG should contribute to both an individual and KPMG’s success. They should align with the individual’s career and professional development goals, whilst supporting the strategic goals of KPMG and our clients, in order to provide rewarding experiences that also show a return on investment.
Identify ‘best fit‘ mobility opportunities
It is crucial for individuals, managers, and leaders to collaborate in helping people develop a clear understanding of what career mobility opportunity is right for them. Taking into consideration their current career aspirations, circumstances, timing and business need.
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Understand: Guidance for Individuals
During the Understand phase, you should be thinking about what mobility could mean for you.
You should consider the strategic value of opportunities, and how they may influence your long-term career goals.
In the Understand phase Individuals should:
Understand how a mobility opportunity fits in with your long-term career goals.
Understand the mobility process is a balance between individual and business need.
Have discussed mobility with your performance manager and how your intentions can support both the growth of the Firm and your career development.
Have identified the mobility opportunity that could be best fit for you in the immediate, short, or long-term future.
Explore the Decision Tree to discover which type of Global Mobility opportunity is right for you. Identify the best fit mobility opportunity by aligning your goals with available global mobility options. The Global Mobility Portal is a key resource for exploring career mobility at KPMG. Click through to find information, tools, and opportunities to guide you on your journey. Discover the Global Mobility Policy which provides guidance on processes and support available for employees seeking global opportunities.
Find opportunities at KPMG
When it comes to Finding mobility opportunities at KPMG there are three key areas of focus:
Signpost and explore mobility resources
Signpost and encourage greater utilisation of mobility resources. By having easy access and knowledge of mobility resources, individuals can navigate their career paths more effectively, ensuring they can find their ‘best fit’ opportunity.
Stories bring mobility to life
Sharing and promoting career mobility stories encourages all our people to visualise their own career paths by illustrating possible career paths and inspiring them with relatable role models. Creating a space for storytelling fosters conversations and network building around mobility at KPMG. Leverage existing global stories or signpost local examples of career mobility from your firm or cluster.
Networks enhance career mobility
Establishing networks across KPMG allows individuals to connect, share resources, and find the opportunity that is right for them. Working to build these networks and enabling relationship building helps KPMG people to Find opportunity everywhere.
Find: Guidance for Individuals
During the Find phase, you should be thinking about how to explore and find mobility opportunities.
You should consider how opportunities enhance your career growth and fulfil a strategic need.
In the Find phase Individuals should:
Browse the Global Jobs Board to find exciting international opportunities within KPMG. This platform showcases a variety of roles across global locations- it is your gateway to advancing your career on a global scale. Navigate the Assignment Application Process to streamline your journey towards international opportunities. This process outlines the steps for applying to global assignments, ensuring you understand the requirements and timelines involved. With clear guidance and support available, you can confidently pursue your next career move abroad.
Actively engage in networking opportunities to connect with peers, mentors, and HR professionals to support your mobility goals.
Seek out and listen to firsthand accounts of colleagues who have experienced successful mobility transitions and enhanced their careers in the process.
Participate in training sessions and workshops focused on career development and mobility strategies.
Ensure you know where to find and how to use available mobility tools and platforms within KPMG.
Build opportunities at KPMG
When it comes to Building mobility opportunities at KPMG there are three key areas of focus:
Identify the skills needed for an internal secondment or international assignment opportunity
Determining essential skills for mobility opportunities involves pinpointing key competencies within an individual's ideal role. Understanding these requirements, and any skill gaps, ensures individuals can develop the necessary skills and seek out the appropriate learning paths to be successful in matching with opportunities, ultimately contributing effectively to global teams.
Understand the skills building opportunities available
KPMG offers various skills development opportunities for individuals seeking to enhance their abilities for mobility opportunities; these include formal learning platforms such as Degreed, as well as experiential learning.
Communicate plans and resources for skills building
Co-create clear skills development plans that enable people to engage with formal development programmes, understand the pathways for improving their skills, and align their learning with organisational goals and needs.
Build: Guidance for Individuals
During the Build phase, individuals should proactively prepare for current or future mobility opportunities.
This means actively growing your skillset and network to gain access to guidance, capabilities, and perspectives that help you bridge the gap between your current and future role.
In the Build phase Individuals should:
Unlock the Degreed resource to access a wide range of learning opportunities, from courses to training programmes, tailored to meet your professional development needs and prepare your for your next mobility opportunity. Explore LinkedIn Learning resources to access a selection of courses designed to enhance your skills and support your professional growth, preparing you for your next career mobility opportunity. If you are unsure of how to access this resource, review your firms learning and development guidance/portal.
Develop a plan outlining how you will acquire or enhance the necessary skills for mobility.
Engage in training sessions, workshops, and courses that support skill development for mobility.
Monitor and evaluate your progress in acquiring skills needed for mobility roles.
Research and explore available skills development programs and opportunities relevant to your career goals.
Match opportunities at KPMG
When it comes to Matching mobility opportunities at KPMG there are three key areas of focus:
Recognise available roles and individual interests
Understanding available roles involves identifying opportunities that align with individual interests and career aspirations. By exploring diverse roles within the organisation, individuals can align their skills and passions with various job functions, geographic locations and role requirements, ensuring a meaningful and fulfilling career path.
Manage expectations and embrace flexibility
KPMG’s People teams strive to match individuals with suitable opportunities; however, lead times and alignment with an employee’s immediate preferences vary. It's important to consider roles or locations that offer valuable developmental benefits, even if they differ slightly from initial preferences, fostering adaptability and readiness for career growth.
Balance individual and organisational needs
KPMG has strategic priorities, and mobility opportunities require specific skills to achieve them. It is important to consider our long-term goals including the Collective Strategy, upcoming projects, and areas of expansion, to understand how best to match.
Match: Guidance for Individuals
In the Match phase Individuals should:
During the Match phase, individuals should be thinking about matching with opportunities that align with their professional goals while contributing positively to their organisation.
Engage with managers and HR to ensure your career mobility goals align with KPMG’s strategic goals.
Maintain flexibility to pursue roles that contribute to professional growth, aligning your career aspirations with organisational objectives.
Research and explore diverse roles within KPMG that align with your skills, interests, and career aspirations.
Explore Culture Wizard to deepen your understanding of global cultures. This resource provides valuable insights, training materials, and practical tips to help you navigate diverse work environments. By utilising Culture Wizard, you can better communicate and collaborate across cultures, supporting your success in international roles.
Ensure completion of any tools used within your firm to showcase your skills and job profile. This will enhance your chances of being matched with existing opportunities and engagements.
Experience opportunities at KPMG
When it comes to Experiencing mobility opportunities at KPMG there are three key areas of focus:
Ensure access to resources and communication around mobility opportunities
Access to the right tools, resources, information, and connections helps individuals navigate new environments within the opportunity effectively, fostering confidence and accelerating their adjustment and success in new roles.
Build a network of support during mobility experiences
Internal networks are crucial for an individual's mobility experience. They provide a space for support, knowledge sharing, and access to practical tips that help individuals have a positive mobility experience and become advocates for their own mobility experiences. These networks can be individual i.e mentors and buddies or through broader internal networks and employee groups.
Create space for performance updates and connection
Establish regular sessions for performance updates and connection-building throughout the mobility experience. These sessions ensure ongoing feedback, goal alignment, and team cohesion, fostering a collaborative and productive work environment.
Experience: Guidance for Individuals
In the Experience phase Individuals should:
During the Experience phase individuals should be thinking about how to best navigate their mobility experience and integrate into their mobility opportunity.
Follow the Global Mobility Assignee Journey to understand the key stages of your international assignment experience. This resource outlines the process from application to relocation and integration, ensuring you are well-prepared at each step. With essential information and support, you can navigate your assignment smoothly and maximise your global opportunity.
Build relationships with your new colleagues and collaborate effectively to contribute to team success.
Before starting a mobility experience, ensure you have discussed the agreed goals and objectives for the opportunity with your home and host performance leader and continue to monitor them throughout the experience.
Agree with your manager on how to stay connected to your previous team.
Take advantage of available resources, guidelines, mentorship programs, and skill development opportunities provided by the Firm to enhance mobility experience.
Leverage opportunities at KPMG
When it comes to Leveraging mobility opportunities at KPMG there are three key areas of focus:
Actively plan your return from secondment or repatriation
Start preparing for your return from a mobility opportunity three to six months before its completion. Reflect on the experiences and skills gained during your opportunity and consider how they align with your career goals. Speak with your performance manager to identify projects or clients that will enable you to leverage your expertise and maximise your professional growth.
Enhance your growth and engagement upon return
After completing a mobility opportunity, focus on applying your gained skills in new ways that encourage further development and support organisational goals. Look for new challenges, collaborate with different teams, and bring fresh perspectives to your work.
Capture and share your knowledge, insights, and skills
Document and reflect on the insights and skills gained during your mobility experience. Use available tools to share this knowledge, contributing to organisational growth while supporting your own development.
Leverage: Guidance for Individuals
In the Leverage phase Individuals should:
During the Leverage phase individuals should be thinking about ensuring continued personal and professional development while contributing to the success and growth of KPMG.
Discover Testimonials to learn how other individuals have harnessed their mobility experiences to enhance their careers. These personal stories showcase the benefits of international assignments, illustrating how they contribute to skill development and professional growth.
Share valuable insights and skills gained from the mobility experience with colleagues throughout KPMG.
Engage in initiatives that facilitate knowledge transfer and skill development, contributing to organisational effectiveness and individual growth.
Participate in discussions with managers to strategically plan your career development and how it fits in with your new skillset beginning three – six months before your return.
Using the network of colleagues on return.
Career Mobility Guidance for Leaders & Managers
Find: Guide team members in proactively identifying and pursuing career opportunities that align with their aspirations, and market needs.
Understand: Educate your team on the concept of mobility, its strategic importance, and its benefits for personal and organisational growth.
Leverage: Support employees in leveraging their new experiences to achieve long-term career success and contribute to the team's and Firm’s goals.
Experience: Encourage team members to fully immerse themselves in new roles, maximising the benefits for their own development.
Build: Assist employees in developing the essential skills and networks necessary to access and thrive in new opportunities.
Match: Help align team members’ skills and experiences with available opportunities, ensuring a good fit for individual and organisational success.
Understand: Guidance for Managers
In the Understand phase Managers should:
During the Understand phase, you should be thinking about what mobility could mean for your team members.
You should consider your peoples’ long-term career goals and the strategic value of mobility opportunities.
Set aside time to discuss career mobility in a performance development discussion.
Establish a clear understanding of each individual’s career aspirations and goals related to mobility in the immediate, short, and long term.
Inform employees about KPMG's various mobility opportunities (global, cross-functional, assignments).
Collaborate on personalised plans outlining steps needed for desired mobility paths.
Connect employees with mentors or resources for navigating mobility and think about how you can link your employees to your wider network to access opportunities.
Utilise the Business Leader Portal to access essential resources tailored for managers navigating global mobility. This platform provides tools, guidance, and best practices to support your team members during international assignments. Access the Business Leader Global Mobility Resources to equip yourself with the knowledge and tools needed to support your team’s international assignments. Watch the Global Mobility ROI and Partner videos within the Business Leader Portal to gain insights into the value of international assignments, and the return on investment for both employees and KPMG. Explore the "Everyone a Leader" initiative to foster leadership skills across all levels of the organisation and encourage individuals to take ownership of their career mobility journeys.
Find: Guidance for Managers
In the Find phase Managers should:
During the Find phase, you should be thinking about how to help your team find the right mobility opportunities.
You should guide your team as they explore mobility opportunities, and ensure they are thinking about the strategic need.
Establish mobility connections and shared resources to foster mobility.
Support a culture of open and honest conversations around mobility in its widest context.
Ensure that all individuals have easy access to mobility platforms and comprehensive support.
Manage expectations and communicate the balance between individual and business need.
Build: Guidance for Managers
In the Build phase Managers should:
During the Build phase, managers will be assisting individuals in preparing for mobility opportunities within KPMG, ensuring they are equipped with the necessary skills and developmental pathways to succeed.
Discover Open PD to unlock a wealth of professional development resources available to managers and leaders. By engaging with Open PD, you can take charge of your development journey and enhance your skills for future success. You can also access this resource by typing "myperformance" into your browser.
Assist employees in creating personalised plans to acquire necessary skills for mobility.
Promote involvement in KPMG's skills development initiatives and programs.
Assist individuals in analysing specific skills required for various mobility roles and opportunities.
Initiate discussions about available skills development opportunities relevant to career aspirations.
Match: Guidance for Managers
In the Match phase Managers should:
During the Match phase, managers will be proactive in facilitating opportunities that balance individual interests with organisational needs for mutual benefit and growth.
Explore our Recruitment Guidance, designed to streamline the hiring process while fostering career mobility. This resource helps attract, assess, and onboard top talent, ensuring that both new hires and current employees have opportunities for growth. Explore Global IDE Inclusive Talent, a resource designed to promote diversity, equity, and inclusion in talent development. It ensures that individuals from all backgrounds have opportunities to grow, advance, and thrive at KPMG.
Emphasise the value of roles or locations that offer developmental benefits, even if they differ slightly from initial preferences.
Help employees understand that lead times and role preferences may vary during the matching process.
Consider how employees can strategically align their career growth with opportunities that contribute to both personal and organisational success.
Assist employees to connect with local mobility teams to discuss opportunities and alignment with career goals.
Work alongside HR Business Partners and Talent Acquisition to support the matching of talent and roles.
Experience: Guidance for Managers
In the Experience phase Managers should:
During the Experience phase managers will be thinking about maximising their peoples’ experience during the mobility phase, fostering growth and integration.
Have a conversation about what an employee wants to get out of an experience, and what success would look like.
If on a temporary assignment, establish a cadence of connection with the host team leader for regular development updates.
Have a debrief conversation – updating employees on key developments in their teams whilst they were away and discussing learnings and next steps.
Schedule regular catchups with individuals for performance updates and connection-building throughout the mobility experience.
Actively plan for the individual’s return from secondment or repatriation
Enhance growth and engagement upon return
Support individuals returning from mobility experiences by providing challenging roles that utilise their newly acquired skills. Help them build on their expanded capabilities to encourage continued growth and development.
Capture knowledge, insights, and skills from experiences
Encourage individuals to document and share insights and skills gained from mobility experiences. Use existing initiatives to support knowledge transfer and skill development, enhancing both organisational effectiveness and personal growth.
Start discussions three to six months before the end of a mobility opportunity. Ensure their future work aligns with the skills and experiences gained during the assignment, positioning them for success with future clients and maximising the return on investment for the business.
Leverage: Guidance for Managers
In the Leverage phase Managers should:
During the Leverage phase managers should be thinking about how to support their employees in maximising the benefits of their mobility experiences, knowledge sharing, and increased organisational effectiveness.
Utilise resources and documentation to capture valuable insights and skills from mobility experiences and ensure accessibility throughout KPMG.
Support individuals in maintaining growth and engagement by leveraging their expanded capabilities effectively.
Find space to facilitate knowledge transfer and skill development based on the experiences gained during mobility assignments.
Initiate discussions with individuals to strategically plan their career development and future trajectory in advance of their return.
Career Mobility Guidance for People Teams
Make the most out of the Career Mobility experience during the project, secondment or international assignment to increase knowledge and broaden relationships and skill sets.
Understand: Guidance for People Teams
In the Understand phase People Teams should:
During the Understand phase, you should be thinking about what mobility could mean for your people and how to gain leadership buy in.
You’ll need to consider how to make opportunities known and how to align individual needs and business needs.
Provide comprehensive information on and promote, KPMG's mobility programs (the Global Mobility GO Program, cross-functional and internal secondments).
Provide resources, tools, and mentoring to guide employees through the mobility process effectively.
Establish guidance to embed/incorporate mobility discussions into performance development processes, aligned with organisational goals.
Ensure that mobility initiatives contribute to achieving KPMG's strategic objectives and foster organisational growth in a considered and planned approach with the appropriate investment.
Signpost global and any local policies on the terms and conditions of a cross border assignment or cross functional secondment
Explore global mobility programs to discover active programs across different regions, designed to support your career advancement and international opportunities.
Find: Guidance for People Teams
During the Find phase, you should be thinking about how people can effectively explore, identify and pursue mobility opportunities.
You’ll need to consider how to facilitate finding opportunities, the structures in place to support mobility, and the strategic need.
Streamline access to mobility platforms and tools for all employees, ensuring ease of use and availability of support.
Encourage the sharing of success stories and experiences related to mobility to inspire and inform employees.
Provide training sessions and workshops on mobility strategies, career development, and effective use of mobility resources.
Establish interconnected platforms and communities within the Firm to facilitate knowledge exchange and support for mobility initiatives.
Promote adaptations that can be made within programs to accommodate those with disabilities or additional needs to prevent individuals self-selecting out.
In the Find phase People Teams should:
Explore global mobility programs to discover active programs across different regions, designed to support your career advancement and international opportunities. Discover Global Assignee Success Stories to find inspiring accounts from global assignees, highlighting their career growth and achievements through international opportunities. Navigate to the Global Jobs Board to uncover a wide range of international career opportunities, helping your people take the next step in their career mobility journey.
Build: Guidance for People Teams
In the Build phase People Teams should
During the Build phase, People Teams should be thinking about how to create a supportive environment where employees can effectively identify, develop, acquire and enhance skills for a mobility experience.
Establish processes to monitor employees' progress in acquiring skills that will lead to mobility opportunities and provide regular feedback and support.
Foster a culture of collaboration and cross-functional experiences to broaden employees' skill sets and prepare them for all types of mobility opportunities.
Provide a detailed resource outlining the various skills development opportunities individuals and managers can take advantage of.
Initiate discussions and provide guidance on available skills development opportunities relevant to cross border and cross functional mobility.
Encourage individuals to explore the Growth Academy, where they can enhance their skills and prepare for future career advancement opportunities. Guide leadership teams to our global leadership and development resources to strengthen their leadership, management, and professional growth, with a focus on advancing career mobility.
Match: Guidance for People Teams
In the Match phase People Teams should:
During the Match phase People Teams should be thinking about how to create a supportive environment where employees can effectively explore, match with, and pursue mobility opportunities within KPMG.
Explore our Recruitment Guidance, designed to streamline the hiring process while fostering career mobility. This resource helps attract, assess, and onboard top talent, ensuring that both new hires and current employees have opportunities for growth. Explore Global IDE Inclusive Talent, a resource designed to promote diversity, equity, and inclusion in talent development. It ensures that individuals from all backgrounds have opportunities to grow, advance, and thrive at KPMG. Explore Brand Central; this resource equips teams to uphold the KPMG identity, creating brand alignment while supporting career mobility through a deeper understanding of brand strategy.
Communicate clear guidelines and expectations on lead times, role preferences, and flexibility in secondment and assignment opportunities.
Advertise all external opportunities as potential internal secondments/ international assignments to support an internal talent marketplace and find the right candidate.
Strengthen support from people teams (particularly Talent Acquisition) to facilitate seamless matching of individuals with suitable opportunities across geographic locations and functional areas.
Experience: Guidance for People Teams
In the Experience phase People Teams should:
During the Experience phase People Teams should be thinking about creating a supportive and welcoming environment that fosters an individual's professional growth and satisfaction, while contributing to a business need.
During performance management conversations have structured career planning discussions between employees and managers to align personal goals with organisational objectives.
Create a supportive structure, particularly in the first few weeks of a mobility opportunity, with allocated buddies or mentors to provide regular touchpoints and monitor the individual’s well-being.
Ensure a comprehensive repository of resources to support employees throughout their mobility experiences.
Promote collaboration and integration among teams across different roles and locations through curating networks internally of assignees supporting each other and sharing practical tips.
Actively plan for an individual’s return from secondment or repatriation
Upon return from mobility experiences, ensure growth and engagement by offering challenging roles that leverage newly acquired skills. Leverage newly expanded capabilities to continue to grow and develop upon returning from an opportunity.
Utilise resources and documentation to capture insights and skills from mobility experiences, ensuring accessibility across the organisation. Leverage existing initiatives to facilitate knowledge transfer and skill development, enhancing organisational effectiveness and individual growth.
Three to six months before completion of a mobility opportunity begin having conversations around a return to ensure an individual’s future work aligns with the experience gained during a mobility opportunity and thus the clients they will be allocated to in future.
Leverage: Guidance for People Teams
In the Leverage phase People Teams should:
During the Leverage phase, People Teams will be thinking about how KPMG can best benefit from enhanced skills and insights an individual has gained on a mobility opportunity, while fostering individual career growth and development.
Establish a documentation and performance process to assess the skills acquired by individuals during mobility assignments, ensuring recognition of enhanced capabilities. This is particularly advantageous when the individual is returning to payroll and needs to be aligned to the right salary level.
Support managers in initiating discussions with returning employees to strategically plan their career development and future client engagements based on newly acquired skills and experiences.
Develop mentorship programs that pair returning employees with senior staff or alumni to leverage their experience.
When repatriating international assignees, consider whether they qualify for and benefit from repatriation counselling to support their transition and retention.
Click on the links below to access each resource.
People resources
Leaders and Managers resources
People Teams resources
Understand
Leverage
Experience
Match
Build
Find
Decision Tree
Global Mobility Portal
Global Mobility Policy
Global Jobs Board
Assignment Application Process
Degreed
LinkedIn Learning
Culture Wizard
Global Mobility Assignee Journey
Testimonials
Open PD
Business Leader Portal
Business Leader Global Mobility
Global Mobility ROI and Partner videos
Recruitment Guidance
"Everyone a Leader" initiative
Global IDE Inclusive Talent
Growth Academy
Global leadership and development resources
Global mobility programs
Global Assignee Success
Brand Central
