Global Talent Mobility

27th – 28th February, 2017
Dubai, UAE

OverviewAgendaPresentersRegisterVenueContact

The UAE’s sustainability ranking in Talent Retention rose from 59th in 2014 to number one in 2015.

Around 83% of the workforce in UAE believe that global mobility or International experience is essential in career development.

Almost 53% of CEOs in the Middle East region are very confident about prospects for business and economic growth over the next 12 months with the expansion global Mobility network in the region.

About the Event

Expansion of Middle East’s Business World Through Talent Mobility

Talent management has become the top priority for CEOs—97% say that having the right talent in place is the most critical factor for growth of their business. This has transformed the way the global workforce is sourced, organized and managed. Coupled with explosive growth in emerging markets, global worker mobility is expected to swell by as much as 50% by 2020. The success, and for that matter even survival of multinationals over the next 10 years or so will depend on their ability to form a global talent mobility strategy that reflects the changing world and is nimble enough to adapt to upcoming developments. 

The Middle East’s business world has expanded drastically over the decade following the adoption of Global mobility strategy by many companies. With a pleasing business environment, flexible immigration & liberal tax policies embraced in the region, Middle East has grown as a Major business hub. More than 53% of CEOs from the Middle East region are confident about growth prospects in business and economic growth over the next 12 months with the expansion of Global Mobility network in the region. 

Organizations need to bring innovations in their approach to global mobility, partly through necessity as they adapt to the requirements of the changing business world and partly by adapting to the preferences of a new generation of employees.

In view of this, Trade Essential brings to you Global Talent Mobility conference that aims to highlight the role of Talent Mobility Strategy, discuss the best practices in relocation while effecting significant cost savings, the latest Trends in International Assignments, Mobility through Virtualization, Mobility Compensation, Building Dynamic workforce, Talent Retention, Immigration, Tax Compliance Solution, Duty of Security, and address concerns associated with the movement of talent across the globe in order to have the right talent at the right place.

Global Talent Mobility Conference, scheduled 27–28 February 2017 in Dubai, UAE, will provide a platform for Human Resource Managers, Mobility Experts, Regional HR Heads, Learning & Development Heads and Operational Heads to enhance their knowledge of Talent Management strategies, explore the latest trends, and brainstorm ideas for the possible advancements in the Talent Mobility Strategy.

KEY HIGHLIGHTS

 Global Talent Mobility Brings To The Fore:

  • Integrating Talent Acquisition Strategy with Global Talent Mobility Strategy 
  • Developing Leadership Qualities through Mobility: Making Mobility Matter
  • Designing Effectual Strategies for Quick Movement of Talent Around the Globe
  • Compensation System in the Global Mobility Strategy
  • Emiratisation and Interaction with Mobility for Global Outlook
  • Getting through the Gate: Your Guide to Immigration in the Middle East, Key Trends and Moving Talent Effectively
  • The Impact of Digital Nomads on Global Reward and Talent Mobility
  • A Salient Tool in Talent Retention: Bringing Global Mobility Strategy into Action
  • Managing Mobility in a Changing International Tax Landscape
  • Building a Versatile Workforce through Inter-cultural & Cross-cultural Business Diversification in the Modern Global Mobility
Sponsorship Opportunities

Our conference features an exclusive opportunity for the professionals and organisation to showcase themselves among international delegates and expert panels through our different sponsorship packages.

Why Join us?

The Global mobility conference will provide a rostrum to showcase your company and promote your services to the potential clients. The Global mobility conference will benefit you through: 

  • Raising your corporate profile with international delegates
  • Providing exposure to you and your brand among industrial influencers
  • Connecting with potential business partner and thoughtful leaders
  • Provide opportunity of having face to face conversation with diverse but targeted audience

KEEPING UP WITH THE INDUSTRY’S VIEWS

When Cultural Diversity is Acknowledged and Honoured, Business Find New Ways to Maximize and Capitalize on the Different Skills

Posted on: 6 February 2017

  • Inclusive teams outperform their peers by 80% in team-based assessments
  • Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers
  • 71% of organizations try to foster diversity and inclusion, but only 11% have such an environment today

The implication of Diversity and Inclusion strategy in the business system is not only HR oriented, but also requires cooperation from all levels of the management. Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers. The role of Talent Mobility is significant in promoting a diversified business, rearranging work/international assignment to leverage workforce strength and entrancing employees through international and cross-cultural exposure.

The Global Talent Mobility conference scheduled on 27–28 February 2017, in Dubai, UAE, will be featuring the Head of Research & Diversity, Middle East, Odgers Berndtson, to shed light on the effective measures for a successful Diversity and Inclusion strategy considering the modern business demand and competition. Our keynote presenter will also discuss the perks of a well-crafted Diversity and Inclusion strategy in building a highly talented-dynamic workforce.

To reserve your spot for Global Talent Mobility 2017: Click here

Searching for Employees in Different Geographies, Industries, and Demographics

Posted on: 30 January 2017

According to a report, the key findings state that:

  • 34% employers have trouble filling key positions
  • 89% organisations plan to increase their mobile workers in the next two years
  • 80% Millennials want to work outside their home country at some point during their career
  • 71% firms are actively searching for talent in different geographies, industries, and demographics
  • 78% of employers expect to see changes in the way their company manages talent in the near future

The continuous strive of the employers to have a skilled and specialized workforce across the globe, has compelled employers to strengthen the mobility strategy. With the growing inclination of employees towards international assignment and opportunities, Global Talent Mobility has come to aid–satisfying the employees and also succoring talent retention, one of the major causes sabotaging organizational progress.

In a bid to boost mobility and have right skilled talents at the right place, Global Talent Mobility conference, scheduled 27–28 February, 2017 Radisson Blu Downtown Dubai UAE, is being organized to help employers design, reform and expand their mobility strategy. Our keynote presenters–Global Speaker & Advisor at BROOKES & PARTNERS and Regional HR Director at Essilor, will expound the key considerations to design an effective Talent Mobility strategy and designing effectual strategies for quick movement of talents across the globe.

 

To reserve your spot for Global Talent Mobility 2017: Click here

A Critical Measure in Talent Retention

Posted on: 25 January 2017

Around 87% companies believe that mobility programs effectively help with retention. The concept of career mobility and organizational success go hand-in-hand, which seems true as companies believe career mobility helps in: improved employee engagement (49%), better employee productivity (39%), and enhanced employee teamwork (39%). The companies like Cisco,Google, Facebook and Intel, employing career mobility are considered to be the best companies to work for by their employees.

Mobility boosts employee morale and gives talent a chance to grow, while saving company money from finding and training an external candidate. Source

With leading business organizations striving in pursuit of an effective Talent Management strategy to retain their talents, Talent Mobility has been identified as a solution to the problems.
Global Talent Mobility 2017 conference is being organized with an aim to provide an insight into the mobility trends, key considerations, and laying the foundation for successful implication of Talent Mobility catering in Talent retention and Talent development. Our keynote speakers, Talent Director at BIC, Recruitment & Talent Director at L'Oréal, and Reward/Compensation Benefits Professional at Dubai Properties Group, will discuss the talent enticing strategies for talent retention and highlight the role of rewards and compensation for developing a dynamic, efficient and smart mobile workforce through Talent Mobility.

To reserve your spot for Global Talent Mobility 2017: Click here

About Global Talent Mobility

According to a report, the demand for global talent is increasing drastically and global worker mobility is expected to increase up to 50% in the year 2020.

All the leading companies are implying the global mobility strategy in order to achieve sustained leadership. The global talent mobility strategy has taken the corporate world by storm and is a tool serving as an asset to the global organisational network.

NEED FOR GLOBAL TALENT MOBILITY

The success and the durability of Multinational Organisations depend on how efficiently they are able to form talent mobility strategy and their ability to adopt new developments coming its way. Lack of talent and skills available in a region are the main factors hampering the growth of the companies and such factors have lead to the development of talent mobility.

Talent Mobility serves the opportunity to fulfil the needs of the organisation as well as its employees. It helps in driving the business goals of the company and plays a major role in providing relevant experience and skills to develop employees' skill. The strategy does not restrict to just promotions rather it gives an opportunity to develop critical skills set of an employee and let organisation explores the vast ability of its employee in contributing to its goals.

Talent Mobility plays a major role in retaining skilled employees which ultimately increases the talent pool of the organisation. Since the employees get the opportunity to develop themselves also, earns appreciation and promotions in the global network of the organisation this eventually encourage employee to stay within the organisation.

BENEFITS ASSOCIATED WITH GLOBAL TALENT MOBILITY

With a planned and strong talent mobility strategy, an organisation can achieve their corporate goals, by shifting their employees where they are most suited. This not only helps in cutting the cost of finding new talent but also prevents the delay associated with the external recruiting process. This also leads tops talents from departing the organisation.

Talent Mobility benefits the organisation in a number of ways from lowering the talent acquisition cost to greater employee engagement and retention. Reliability on new employees related to classified documents is also one issue that Talent Mobility resolves. All these benefits ultimately lead to better financial performance of the company

FUTURE OF GLOBAL MOBILITY

The business world is changing rapidly, in coming decade the ability of the organisation to manage their global talent will mark the difference between success and failure. The global mobility strategy is about to take over the traditional business strategies in the coming years and evolve as business-aligned global mobility.

The technological breakthrough in the corporate world is changing the way mobility strategy works. Technological innovations are making possible for people to work from anywhere, creating one more dimension of Mobility.

As the economic power is shifting towards the Middle East and Asia Pacific, It is been reported that by 2025, 45% of the business of the world's biggest companies will be based in emerging market. This shift will strongly change the way mobility functions. It will push the need for developing strategies keeping emerging market in focus as well as to create an alternative structure of International assignees.

The UAE’s sustainability ranking in Talent Retention rose from 59th in 2014 to number one in 2015.

83% of the workforce in UAE believe that global mobility or International experience is essential in career development

53% of CEOs in the Middle East region are very confident about prospects for business and economic growth over the next 12 months with the expansion global Mobility network in the region

 
CONFERENCE AGENDA*
GLOBAL TALENT MOBILITY
27-28 February,2017
Dubai, UAE
Day 1: February 27, 2017
 
8.30 AM REGISTRATION & COFFEE
09.00 AM CHAIRMAN’S WELCOME REMARKS
 9.10 AM
Talent Mobility Strategy: The Key Tool for Future HR Practices

 

  Presenter:
Mounir Shaltony,
Regional HR Director,
Essilor

 

  9.50 AM
The Impact of Digital Nomads on Global Reward and Talent Mobility

 

  Presenter:
Loshen Naidu,
Reward / Compensation Benefits Professional, 
Dubai Properties Group


10.30 AM MORNING NETWORKING BREAK & COFFEE
11.00 AM
Assimilating the International Recruitment Strategies of Organizations

 

Organizations use various international recruitment strategies to find the best talents for their business.

Work to people: This concerns with the movement of a part or the whole company to another country where it can get the right talents and better business growth.
People to work: This strategy involves attracting the foreign workers to come to you and provide them with the relocation facilities to ensure the smooth mobility of the employees.

  • What are the international recruitment strategies employed by the organizations?
  Presenter:
Delia Marinescu,
Senior Recruitment Director,
Oracle

 

 11.40 AM
Emiratisation and Interaction with Mobility for Global Outlook

 

Nationalization requirements have long been perceived by business and HR leaders as a challenge. Recently, we are witnessing a fundamental shift for countries as well as for companies towards the current approach to nationalization which is defining long term strategies. Mobility has been found to be a particularly powerful tool, allowing businesses to develop their people and meet their nationalization targets.

  Presenter:
Nicola Schofield,
Senior Manager
, People Advisory services,
EY




12.20 PM NETWORKING LUNCH
 1.00 PM
Getting through the Gate: Your Guide to Immigration  in the Middle East, Key Trends and Moving Talent Effectively

 

The immigration of the candidates across the regions has been an area of concern in some countries; Some countries have restricted the immigration of the candidates concerning the issues of national security. Although many big countries have facilitated the movement of talents across the regions but Middle East has been at the top of the attractors with flexible Tax compliance and easy immigration a facility in the region.

● How has the flexible Immigration policies of Middle East contributed in the growth of region as a business magnet?

  Presenter:
Anir Chatterji,
Senior Manager, Solicitor,
PwC

 

 2.00 PM
Implying Talent Enticing Strategies to Build a Dynamic Mobile Workforce Network

 

The movement of the employee to another region is a big dilemma followed by a range of new situations from new surroundings to new people and new customs. The companies should provide employees with attractive offers & benefits to persuade them beforehand which will serves the organization with an edge over other companies in enticing the talents.

  • How can organizations ease the relocation dilemma?
  • What can attract the employees to choose an employer abroad?
  Presenters:
Serap Zel,
Talent Director, 
BIC
Emma Shuttleworth,
Recruitment & Talent Director,
L’Oréal

 

 3.00 PM
Building a Versatile Workforce through Inter-cultural & Cross-cultural Business Diversification in the Modern Global Mobility

 

The Concept of Global Mobility is often seen as an opportunity to explore & live in a new culture, followed by a series of new adventures at a new place with new people. Such move not only provides exposure to the mobile workers but also introduce host organization with versatile workforce, This helps in the development of the talents as ‘Dynamic Assets’ for the modern corporate world and at the same time benefiting organization be adding resourceful workforce.

  • How Global Mobility helps organizations achieve cultural diversity?
  Presenter:
Sergio Vega,
Head of Research & Diversity, Middle East,
Odgers Berndtson

 

3.40 PM AFTERNOON NETWORKING BREAK & COFFEE
4.00 PM
Virtualization as a Boon in Immobile Global Mobility: Mobility Without Moves

 

The future of modern mobility is an approach to make mobility without moving. Sometimes the best talent of the organization may or may not be willing to relocate globally for a project; this desire has lead modernization to step in to Global Mobility strategy: virtual meetings & commuting are the best way to make the talent & skills available at the right time. The Mobility without moves is not only helping in reducing the investments but also it is providing flexibility to the employees.

  • How is virtualization revolutionizing the Global Talent Mobility Strategy?
  Presenter:
Nehad Tadros,
Global Coaching and Leadership Development Director,
Aramex

 

4.40 PM Q & A
5.00 PM End of Day 1
 
Day 2: February 28, 2017
 
9.00 AM CHAIRMAN’S WELCOME REMARKS
 9.10 AM
Managing Mobility in a Changing International Tax Landscape

 

More and more companies based in the Middle East are operating on a global basis. Increasingly, this results in globally mobile employees, as employers look to ensure they have talent on the ground where needed. However, the employment activities of individuals in foreign locations can create a number of complex employer and employee tax issues. Organizations across the world are coming under scrutiny from tax authorities, the media, shareholders and the general public, particularly when it comes to tax arrangements. The financial and reputation risks and penalties of falling foul of increasingly complicated international tax legislation can be punishing.

  Presenter:
Conor Tobin,
Manager,
Global Mobility Consulting, 
PwC Middle East
 9.50 AM
Integrating Talent Acquisition Strategy with Global Talent Mobility Strategy


The changing face of mobility is bringing about a huge advancement in the old mobility culture. As the need of the organization is to have right talent at the right time, driven by the strategic needs as well as the desire to optimise the mobility investments, organizations are working on to design mobility solutions for tomorrow’s business realities.

  • How does mobility help organizations in talent acquisition & management?
  Presenter:
Graham Boyle,
Managing Director- Human Resources & Talent Acquisition,
Global Executive Consulting

 

 10.30 AM MORNING NETWORKING BREAK & COFFEE
 11.40 AM
Case Study: Fast track Future Leaders through Mobility

 

  Presenter:
Hossam Haggag,
Vice President Talent & Leadership,
Jumeirah Group



12.20 PM
Designing Effectual Strategies for Quick Movement of Talent Around the Globe

 

The immigration of the candidates across the regions has been an area of concern in some countries. Some countries have restricted the immigration of the candidates concerning the issues of national security. Although many big countries have facilitated the movement of talents across the regions but Middle East has been at the top of the attractors with flexible Tax compliance and easy immigration a facility in the region.

  • How has the flexible Immigration policies of Middle East contributed in the growth of region as a business magnet?
  Presenter:
Gareth Brookes,
Global Speaker & Advisor for 2nd Citizenship & Immigration
BROOKES & PARTNERS

 

 1.00 PM Q & A
 1.30 PM NETWORKING LUNCH
 2.30 PM End of Conference

*Agenda content and timeline subject to change.

KEEPING UP WITH THE INDUSTRY’S VIEWS

When Cultural Diversity is Acknowledged and Honoured, Business Find New Ways to Maximize and Capitalize on the Different Skills

Posted on: 6 February 2017

  • Inclusive teams outperform their peers by 80% in team-based assessments
  • Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers
  • 71% of organizations try to foster diversity and inclusion, but only 11% have such an environment today

The implication of Diversity and Inclusion strategy in the business system is not only HR oriented, but also requires cooperation from all levels of the management. Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers. The role of Talent Mobility is significant in promoting a diversified business, rearranging work/international assignment to leverage workforce strength and entrancing employees through international and cross-cultural exposure.

The Global Talent Mobility conference scheduled on 27–28 February 2017, in Dubai, UAE, will be featuring the Head of Research & Diversity, Middle East, Odgers Berndtson, to shed light on the effective measures for a successful Diversity and Inclusion strategy considering the modern business demand and competition. Our keynote presenter will also discuss the perks of a well-crafted Diversity and Inclusion strategy in building a highly talented-dynamic workforce.

To reserve your spot for Global Talent Mobility 2017: Click here

Searching for Employees in Different Geographies, Industries, and Demographics

Posted on: 30 January 2017

According to a report, the key findings state that:

  • 34% employers have trouble filling key positions
  • 89% organisations plan to increase their mobile workers in the next two years
  • 80% Millennials want to work outside their home country at some point during their career
  • 71% firms are actively searching for talent in different geographies, industries, and demographics
  • 78% of employers expect to see changes in the way their company manages talent in the near future

The continuous strive of the employers to have a skilled and specialized workforce across the globe, has compelled employers to strengthen the mobility strategy. With the growing inclination of employees towards international assignment and opportunities, Global Talent Mobility has come to aid–satisfying the employees and also succoring talent retention, one of the major causes sabotaging organizational progress.

In a bid to boost mobility and have right skilled talents at the right place, Global Talent Mobility conference, scheduled 27–28 February, 2017 Radisson Blu Downtown Dubai UAE, is being organized to help employers design, reform and expand their mobility strategy. Our keynote presenters–Global Speaker & Advisor at BROOKES & PARTNERS and Regional HR Director at Essilor, will expound the key considerations to design an effective Talent Mobility strategy and designing effectual strategies for quick movement of talents across the globe.

 

To reserve your spot for Global Talent Mobility 2017: Click here

A Critical Measure in Talent Retention

Posted on: 25 January 2017

Around 87% companies believe that mobility programs effectively help with retention. The concept of career mobility and organizational success go hand-in-hand, which seems true as companies believe career mobility helps in: improved employee engagement (49%), better employee productivity (39%), and enhanced employee teamwork (39%). The companies like Cisco,Google, Facebook and Intel, employing career mobility are considered to be the best companies to work for by their employees.

Mobility boosts employee morale and gives talent a chance to grow, while saving company money from finding and training an external candidate. Source

With leading business organizations striving in pursuit of an effective Talent Management strategy to retain their talents, Talent Mobility has been identified as a solution to the problems.
Global Talent Mobility 2017 conference is being organized with an aim to provide an insight into the mobility trends, key considerations, and laying the foundation for successful implication of Talent Mobility catering in Talent retention and Talent development. Our keynote speakers, Talent Director at BIC, Recruitment & Talent Director at L'Oréal, and Reward/Compensation Benefits Professional at Dubai Properties Group, will discuss the talent enticing strategies for talent retention and highlight the role of rewards and compensation for developing a dynamic, efficient and smart mobile workforce through Talent Mobility.

To reserve your spot for Global Talent Mobility 2017: Click here

About Global Talent Mobility

According to a report, the demand for global talent is increasing drastically and global worker mobility is expected to increase up to 50% in the year 2020.

All the leading companies are implying the global mobility strategy in order to achieve sustained leadership. The global talent mobility strategy has taken the corporate world by storm and is a tool serving as an asset to the global organisational network.

NEED FOR GLOBAL TALENT MOBILITY

The success and the durability of Multinational Organisations depend on how efficiently they are able to form talent mobility strategy and their ability to adopt new developments coming its way. Lack of talent and skills available in a region are the main factors hampering the growth of the companies and such factors have lead to the development of talent mobility.

Talent Mobility serves the opportunity to fulfil the needs of the organisation as well as its employees. It helps in driving the business goals of the company and plays a major role in providing relevant experience and skills to develop employees' skill. The strategy does not restrict to just promotions rather it gives an opportunity to develop critical skills set of an employee and let organisation explores the vast ability of its employee in contributing to its goals.

Talent Mobility plays a major role in retaining skilled employees which ultimately increases the talent pool of the organisation. Since the employees get the opportunity to develop themselves also, earns appreciation and promotions in the global network of the organisation this eventually encourage employee to stay within the organisation.

BENEFITS ASSOCIATED WITH GLOBAL TALENT MOBILITY

With a planned and strong talent mobility strategy, an organisation can achieve their corporate goals, by shifting their employees where they are most suited. This not only helps in cutting the cost of finding new talent but also prevents the delay associated with the external recruiting process. This also leads tops talents from departing the organisation.

Talent Mobility benefits the organisation in a number of ways from lowering the talent acquisition cost to greater employee engagement and retention. Reliability on new employees related to classified documents is also one issue that Talent Mobility resolves. All these benefits ultimately lead to better financial performance of the company

FUTURE OF GLOBAL MOBILITY

The business world is changing rapidly, in coming decade the ability of the organisation to manage their global talent will mark the difference between success and failure. The global mobility strategy is about to take over the traditional business strategies in the coming years and evolve as business-aligned global mobility.

The technological breakthrough in the corporate world is changing the way mobility strategy works. Technological innovations are making possible for people to work from anywhere, creating one more dimension of Mobility.

As the economic power is shifting towards the Middle East and Asia Pacific, It is been reported that by 2025, 45% of the business of the world's biggest companies will be based in emerging market. This shift will strongly change the way mobility functions. It will push the need for developing strategies keeping emerging market in focus as well as to create an alternative structure of International assignees.

  Presenters

gareth

Gareth Brookes
Global Speaker & Advisor for 2nd Citizenship
EU Residency & Immigration,
BROOKES & PARTNERS

Gareth Brookes is a global thought leader and expert with second Citizenship, Immigration & tax residency matters. Based in the heart of Dubai, he run’s a successful Citizenship & Immigration practice, reaching out to major clients across the Middle East, Africa & Asia. He bridges families directly with Governments and agencies in Europe, North America & the Caribbean for various Citizenship requirements. Prior to this, Gareth was located in London with the world’s leading Legal, Compliance & Ethics training firm, where he assisted heads of HR & Legal departments in best practice methods for international, online-training rollouts.

 nehad

Nehad Tadros
Global Coaching and Leadership Development Director
Aramex

An ICF accredited professional certified executive coach. With 25 years experience in the fields of organizational, team, talent, leadership, and career development as well as training, coaching and mentoring. Qualified in a broad range of assessments, and development tools that she uses as part of her coaching tools. She has a proven track record of managing change at an organizational and team level to improve performance and efficacy. The highlights of her corporate career was leading several change programs that included introducing coaching, developing and mentoring a team of internal coaches and qualify them to be certified by the International Coaching Federation. Nehad has mentored a number of coaches and helped them acquired their coaching certification.

delia

Delia Marinescu
Senior Recruitment Director
Oracle

Delia Marinescu is a Senior Recruitment Director for Europe, Middle East and Africa at Oracle. She is responsible for the Talent Acquisition team focused on hiring top talent to enable the business to lead the digital transformation. Her areas of responsibility include recruiting and staffing but also working closely with compensation and benefits, human resources and global mobility to support the business objectives in offering innovative talent strategies to acquire and retain high quality workforce.

Delia is a graduate of Bucharest Psychology University and has a master degree in organizational psychology from the same university.

anir

Anir Chatterji
Senior Manager, Solicitor
PwC

Anir specialises in global immigration law and policy. Anir is a dual-qualified lawyer (Solicitor of England and Wales and U.S. Attorney-at-Law, New York) with broad experience in immigration risk and compliance. Anir has substantial experience in the finance sector, having managed immigration on-site for a multinational bank and having delivered corporate immigration services for top-ranked immigration practices. Anir is currently focusing on aligning government policy with corporate business strategy for leading global companies in the MENA region. Anir is also dedicated to delivering technological solutions for the management of risk and compliance associated with mobility and HR practices.

Anir is a member of the American Immigration Lawyers Association and Immigration Law Practitioners’ Association. He holds a degree in Law and Politics and is also registered with the UK’s Office of the Immigration Services Commissioner.

serap-zel

Serap Zel
Talent Director
BIC

Serap Zel has over 12 years experience in HR and has held progressively more responsible HR roles in Turkey, Europe and Middle East in different industries like automotive manufacturing, chemical, shipping and FMSG. Currently Serap is responsible from the global talent acquisition strategy and initiatives as additional to her role as Talent Development Director for Middle East Africa, Latin America and Asia Pacific regions in BIC.

Prior to joining BIC, she was most recently Regional HR Director for West and Central Asia region at Maersk Line, the largest container shipping company. She also held several roles in Maersk Line, having worked as Global HR Partner for the commercial organization in the headquarters in Denmark and Regional HR Manager for Black Sea countries in Turkey. Before that, she worked in several HR roles in Dow Chemical and Toyota Motor Manufacturing Turkey.

Serap holds a Master degree in Enginering & Technology Management and Bachelor degree in Industrial Engineering from Turkey. She is living and working in Dubai since 2014.

emma

Emma Shuttleworth
Recruitment & Talent Director
L’Oréal

Emma has had 15 years in In-house Recruitment after graduating in Social Policy at Loughborough University, the first 10 years were spent in fashion in the UK before she joined The Body Shop to head up Recruitment and Talent for EMEA always looking after Head office and Retail.  After 2 and a Half years with The Body Shop, she moved to Dubai to take up her current role looking after L’Oréal based In Dubai and responsible for the Middle East and North Africa.  With over 15 years’ experience within the Resourcing and Recruitment industry Emma is has designed and implemented many innovative and successful resourcing strategies.

sergio

Sergio Vega
Head of Research & Diversity, Middle East
Odgers Berndtson

Sergio is the Head of Research and Diversity for Odgers Berndtson Middle East, a market leading global executive search firm with 53 offices in 28 countries, working internationally with global organisations on Board level and Senior Executive searches across all sectors and functional practices.

Sergio leads the research team responsible for the delivery of executive search mandates across the region and is committed to connecting the world’s best and most diverse talent with life-changing career opportunities. He provides clients with a full spectrum of possibilities tailored to satisfy their individual needs and he creatively assesses the suitability of all candidates. His goal is to always exceed industry standards of best practice.

Prior to joining the executive search industry, he advised clients on audit and market entry strategies within a number of global professional services firms.

Sergio holds a Bachelor’s Degree in Business Administration and Management from Pompeu Fabra University.

Conor Tobin
Manager, Global Mobility Consulting
PwC Middle East

Conor specialises in advising companies on the tax and social security implications associated with an international cross-border workforce. He is originally from the UK, where he qualified as an accountant (Institute of Chartered Accountants in England and Wales), and specialised in UK taxation.

Since coming to the Middle East in 2014, he has worked with a wide variety regional clients moving staff into taxing jurisdictions across the world – helping them understand and manage the tax risks, costs and obligations of global mobility. His particular areas of interest include assignment planning and global mobility policy design.

Loshen Naidu
Reward / Compensation Benefits Professional
Dubai Properties Group

Loshen Naidu has worked for two decades advising leading employers across the Middle East and Africa how to pay, organize and motivate their people. He virtually started his professional life as an Executive Reward consultant with Arthur Andersen, KPMG and PWC in Johannesburg, South Africa and has also held corporate positions with the likes of MTN Group (the largest mobile telecommunications operator in Africa), Qatar Petroleum, Ericsson, RasGas and Investment Corporation of Dubai. He is currently Director of Compensation & Benefits for Dubai Properties Group, a Dubai Holding company, where he is leading the integration of employee reward across DPG subsidiaries and embedding a new Total Rewards strategy.

He designed and implemented a framework for Group international talent mobility across 23 countries in Africa and the Middle East. From a base in the Dubai International Financial Centre, he consolidated activities previously done in Mauritius and South Africa in establishing a Global Employment Company. Building on this, he designed “Regional Talent Pools” to speed up and lower costs of global mobility assignments. This approach yielded an initial >$10 million reduction of mobility cost in the first year after implementation. Loshen has presented the Regional Talent Pools framework in conferences hosted by ECA International, as a model for global employers based in emerging economies.

Loshen holds a degree in Psychology from the University of Kwa Zulu Natal and a Certificate in Reward Management from George Washington University. He is based in Dubai with his wife and daughter.

Rasha Hilal
HR Consultant
The HR Manager AE

Rasha Hilal is as multi-cultured multi-skilled professional with strong business background.

Having 12 years of experience in the fields of Human Resources Management and Business Development across multinational & national companies, government entities, large, medium and small enterprises, in various industries such as Retail {Pharmaceuticals, electronics, automotive}, Services {Systems & software, online recruitment, executive search} and National companies {Oil and gas, investment, utilities) among others, Ms. Hilal has gained extensive exposure to company cultures, tactics, policies and procedures, in addition to taking on roles in projects improving HR processes.

A CIPD certified HR professional with a bachelor’s degree in pharmaceutical sciences from the University of Alexandria, Egypt, and a Subject Matter Expert & trainer on UAE employment regulations for permanent, temporary employment and outsourcing projects.

Raised in Far Eastern, Western and Middle Eastern countries has reflected on Ms. Hilal’s communication skills and given her a deep regard for authenticity and originality of thought.

Graham Boyle
Managing Director- Human Resources & Talent Acquisition
Global Executive Consulting

Graham Boyle is Managing Director of Global Executive Consulting (GEC is an HR ant Talent Acquisition company focusing on Telecommunications, Information Technology, Banking and Construction). GEC operates in a number of geographies including the MENA, Asia, Europe and North America.  He has more than 16 years of HR Consulting Experience in Talent Management including Talent Mobility, Talent Development and Talent Acquisition.

Graham has been in the Middle East for over 8 years and is a member of the CIPD and the British Psychological Society. He has worked in 4 different countries including the UK, Germany, the USA and the UAE. Graham has worked with some of the leading companies in the UAE and Middle East on Talent Mobility projects including TM delivery and improvement projects.

Mounir Shaltony
Regional HR Director
Essilor

Mounir Shaltony currently heads the Human Resources function for Essilor in the Middle East, Turkey, Africa and CIS region. He is responsible for delivery of various HR services including talent management, compensation & benefits, employee shareholding programs, learning & development, and mobility within the META region and worldwide with the group. 

Over his 10 years of progressive experience, Mounir has spent a large part of it as a consultant to various government, military and private sector entities, working on organizational development, talent management and other key projects for the clients. 

Mounir holds a Masters in Global HR Management from the University of Liverpool, a Bachelors in Political Science and International Relations from the University of Ottawa.

Paola Badia
HR Business partner
Engel & Völkers Dubai

Presenter’s Bio will be updated soon

Hossam Haggag
HR Business partner
Vice President Talent & Leadership
Jumeirah Group 

Presenter’s Bio will be updated soon

KEEPING UP WITH THE INDUSTRY’S VIEWS

When Cultural Diversity is Acknowledged and Honoured, Business Find New Ways to Maximize and Capitalize on the Different Skills

Posted on: 6 February 2017

  • Inclusive teams outperform their peers by 80% in team-based assessments
  • Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers
  • 71% of organizations try to foster diversity and inclusion, but only 11% have such an environment today

The implication of Diversity and Inclusion strategy in the business system is not only HR oriented, but also requires cooperation from all levels of the management. Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers. The role of Talent Mobility is significant in promoting a diversified business, rearranging work/international assignment to leverage workforce strength and entrancing employees through international and cross-cultural exposure.

The Global Talent Mobility conference scheduled on 27–28 February 2017, in Dubai, UAE, will be featuring the Head of Research & Diversity, Middle East, Odgers Berndtson, to shed light on the effective measures for a successful Diversity and Inclusion strategy considering the modern business demand and competition. Our keynote presenter will also discuss the perks of a well-crafted Diversity and Inclusion strategy in building a highly talented-dynamic workforce.

To reserve your spot for Global Talent Mobility 2017: Click here

Searching for Employees in Different Geographies, Industries, and Demographics

Posted on: 30 January 2017

According to a report, the key findings state that:

  • 34% employers have trouble filling key positions
  • 89% organisations plan to increase their mobile workers in the next two years
  • 80% Millennials want to work outside their home country at some point during their career
  • 71% firms are actively searching for talent in different geographies, industries, and demographics
  • 78% of employers expect to see changes in the way their company manages talent in the near future

The continuous strive of the employers to have a skilled and specialized workforce across the globe, has compelled employers to strengthen the mobility strategy. With the growing inclination of employees towards international assignment and opportunities, Global Talent Mobility has come to aid–satisfying the employees and also succoring talent retention, one of the major causes sabotaging organizational progress.

In a bid to boost mobility and have right skilled talents at the right place, Global Talent Mobility conference, scheduled 27–28 February, 2017 Radisson Blu Downtown Dubai UAE, is being organized to help employers design, reform and expand their mobility strategy. Our keynote presenters–Global Speaker & Advisor at BROOKES & PARTNERS and Regional HR Director at Essilor, will expound the key considerations to design an effective Talent Mobility strategy and designing effectual strategies for quick movement of talents across the globe.

 

To reserve your spot for Global Talent Mobility 2017: Click here

A Critical Measure in Talent Retention

Posted on: 25 January 2017

Around 87% companies believe that mobility programs effectively help with retention. The concept of career mobility and organizational success go hand-in-hand, which seems true as companies believe career mobility helps in: improved employee engagement (49%), better employee productivity (39%), and enhanced employee teamwork (39%). The companies like Cisco,Google, Facebook and Intel, employing career mobility are considered to be the best companies to work for by their employees.

Mobility boosts employee morale and gives talent a chance to grow, while saving company money from finding and training an external candidate. Source

With leading business organizations striving in pursuit of an effective Talent Management strategy to retain their talents, Talent Mobility has been identified as a solution to the problems.
Global Talent Mobility 2017 conference is being organized with an aim to provide an insight into the mobility trends, key considerations, and laying the foundation for successful implication of Talent Mobility catering in Talent retention and Talent development. Our keynote speakers, Talent Director at BIC, Recruitment & Talent Director at L'Oréal, and Reward/Compensation Benefits Professional at Dubai Properties Group, will discuss the talent enticing strategies for talent retention and highlight the role of rewards and compensation for developing a dynamic, efficient and smart mobile workforce through Talent Mobility.

To reserve your spot for Global Talent Mobility 2017: Click here

About Global Talent Mobility

According to a report, the demand for global talent is increasing drastically and global worker mobility is expected to increase up to 50% in the year 2020.

All the leading companies are implying the global mobility strategy in order to achieve sustained leadership. The global talent mobility strategy has taken the corporate world by storm and is a tool serving as an asset to the global organisational network.

NEED FOR GLOBAL TALENT MOBILITY

The success and the durability of Multinational Organisations depend on how efficiently they are able to form talent mobility strategy and their ability to adopt new developments coming its way. Lack of talent and skills available in a region are the main factors hampering the growth of the companies and such factors have lead to the development of talent mobility.

Talent Mobility serves the opportunity to fulfil the needs of the organisation as well as its employees. It helps in driving the business goals of the company and plays a major role in providing relevant experience and skills to develop employees' skill. The strategy does not restrict to just promotions rather it gives an opportunity to develop critical skills set of an employee and let organisation explores the vast ability of its employee in contributing to its goals.

Talent Mobility plays a major role in retaining skilled employees which ultimately increases the talent pool of the organisation. Since the employees get the opportunity to develop themselves also, earns appreciation and promotions in the global network of the organisation this eventually encourage employee to stay within the organisation.

BENEFITS ASSOCIATED WITH GLOBAL TALENT MOBILITY

With a planned and strong talent mobility strategy, an organisation can achieve their corporate goals, by shifting their employees where they are most suited. This not only helps in cutting the cost of finding new talent but also prevents the delay associated with the external recruiting process. This also leads tops talents from departing the organisation.

Talent Mobility benefits the organisation in a number of ways from lowering the talent acquisition cost to greater employee engagement and retention. Reliability on new employees related to classified documents is also one issue that Talent Mobility resolves. All these benefits ultimately lead to better financial performance of the company

FUTURE OF GLOBAL MOBILITY

The business world is changing rapidly, in coming decade the ability of the organisation to manage their global talent will mark the difference between success and failure. The global mobility strategy is about to take over the traditional business strategies in the coming years and evolve as business-aligned global mobility.

The technological breakthrough in the corporate world is changing the way mobility strategy works. Technological innovations are making possible for people to work from anywhere, creating one more dimension of Mobility.

As the economic power is shifting towards the Middle East and Asia Pacific, It is been reported that by 2025, 45% of the business of the world's biggest companies will be based in emerging market. This shift will strongly change the way mobility functions. It will push the need for developing strategies keeping emerging market in focus as well as to create an alternative structure of International assignees.

 
Delegate
$1099
Exhibitor
$2099
 All Conference Session
 Conference Proceedings  
 On-Site Lunches
 Refreshment Breaks
Table-Top Exhibiton Display  
Logo Promotion  
  Register Register 

Register 3 Send 4th One Free Any organization wishing to send multiple attendees to this conference may send 1 FREE for every 3 delegates registered. Please note that all the 3 participants must register at the same time to avail this benefit.

Note: All payments are made in USD.
Registration fee only covers cost of all sessions, luncheon, coffee/tea & presentations. Fee does NOT include any travel or accommodation expenses. Fee is not inclusive of 5% Admin/Bank Charges.

Venue:

Raddison Blu
Address: Al Asayal Street ,Downtown Dubai,Next to Dubai Mall – Dubai – United Arab Emirates
Phone: +971 4 450 2000
Website: Radisson Blu Downtown Dubai


Name (required)

Email (required)

Phone Number(with country code): (required)
-

Select Event (required)

Subject

Your Message


Our Clients