• What changes operationally when travel and mobility sit under the same team? 
• Why do most organisations still keep travel and mobility separate? 
• What are the critical elements of the duty of care for mobile employees? 
• How can mobility leaders stay ahead of constant change?  

In this episode, Paul sits down with Sangitha Shetty, Global Travel, Mobility, and Immigration leader with over three decades of experience across Tata Communications, IBM, Oracle Financial Services, and TCS.  
 
Sangitha brings deep expertise across Mobility strategy, compliance, travel transformation, and ESG, alongside a strong track record in cost optimisation and digital enablement. She has operated at scale in complex, fast-changing environments shaped by geopolitical shifts, economic pressures, and evolving talent needs. 
 
We hope you enjoy :)

• What changes operationally when travel and mobility sit under the same team? 
• Why do most organisations still keep travel and mobility separate? 
• What are the critical elements of the duty of care for mobile employees? 
• How can mobility leaders stay ahead of constant change? 

In this episode, Paul sits down with Sangitha Shetty, Global Travel, Mobility, and Immigration leader with over three decades of experience across Tata Communications, IBM, Oracle Financial Services, and TCS.  

Sangitha brings deep expertise across Mobility strategy, compliance, travel transformation, and ESG, alongside a strong track record in cost optimisation and digital enablement. She has operated at scale in complex, fast-changing environments shaped by geopolitical shifts, economic pressures, and evolving talent needs. 

We hope you enjoy :)

• How do partner work rights affect assignment acceptance? 
• Why do countries that allow partners to work attract more international talent? 
• How have partner work rights expanded globally over the past two decades?
• How has the Permit Foundation worked with governments to change work-right policies? 

In this episode, Paul sits down with Gill Gordon, Chair of the Permit Foundation.

Gill Gordon is Chair of Permits Foundation and has been a Board Member since its establishment in 2001. Most of Gill’s career was with Schlumberger (SLB) in a wide range of international HR roles including HR Director of several global product lines. She spent over 12 years in assignments in France, Germany and the US, which she loved. 

Together, Paul and Gill discuss how work rights shape global talent mobility and why they are becoming an increasingly important factor in international assignments.

We hope you enjoy :)

• What should HR and Mobility teams prioritise when a crisis escalates quickly? 
• What practical steps can companies take to support employees caught in geopolitical disruption? 
• What are the biggest challenges mobility professionals face when handling crises? 
• Which internal and external partners should teams work with when responding to a crisis? 
• How can HR and Mobility teams better prepare for unexpected crises? 

With the current situation unfolding across the Middle East, impacting many organisations and employees, we’re resurfacing this conversation with Claire Fielding, Director, EMEA Advisory at AIRINC on crisis management in Global Mobility.  

Based in London, Claire has extensive experience leading mobility teams in the tech sector and now advises organisations on optimising mobility programmes and supporting global expansion. A qualified accountant (ACA), she also brings first-hand international experience to her work.  

Together, Paul and Claire explore how mobility leaders can prepare for crises, coordinate key stakeholders, and respond effectively when situations escalate quickly.  

We hope you find this useful!

• How should organisations think about structuring Mobility across different use cases? 
• How should leaders experiment with new tools responsibly? 
• How transferable are mobility leadership skills outside of Mobility? 
• How can Mobility professionals future-proof their careers? 

In this episode (Part 2), Paul continues the conversation with Julie Eisemann, former Amazon Director turned founder and mobility strategist, exploring what comes after scale - and how mobility leadership evolves beyond execution. 
 
Julie draws on her 26-year career in global mobility, including 12 years at Amazon where she led a 500-person team supporting 500,000 employees annually. Now building Second Act Studio and advising organisations across HR and mobility, she shares how the same ownership mindset applies far beyond a single function.

Together, Paul and Julie discuss why mobility is inherently a matrix, how to structure around different move types and lifecycle stages, and what it takes to stay relevant as the function evolves.

We hope you enjoy :)

• What structural barriers prevent talent from moving inside large organisations? 
• How do you create clear visibility of skills across a complex enterprise workforce? 
• How can companies redeploy talent instead of hiring externally? 
• How do you measure and prove the commercial impact of internal mobility & redeployment? 
• How do executive search, relocation strategy, & return-to-office decisions influence senior talent movement? 

In Episode 91, Paul speaks with Kyle Ramkissoon,  Senior Manager, Talent Acquisition at northteq.  

Kyle is a strategic People leader with 20 years of experience scaling global organizations. A specialist in Internal Mobility and Executive Search, he has saved millions by architecting talent redeployment engines at FIS Global. He is passionate about leveraging AI and skills-based workforce planning to future-proof careers.
 
Together, Paul and Kyle explore what it takes to redeploy talent at enterprise scale - from removing structural barriers to aligning workforce demand with internal capability.
 
We hope you enjoy 🙂

• How do you integrate Talent Management and Global Mobility in practice? 
• What business impact do you see when Talent and Mobility operate together? 
• How can you get leadership buy-in for Talent Mobility? 
• How can organisations improve visibility and advocacy for internal talent on assignment? 
• How should global assignments be positioned to drive long-term career progression? 

In Episode 90, Paul speaks with Marquisa Nash, global HR executive and former leader across multinational organisations, including BASF, specialising in the intersection of Global Mobility and International Talent Strategy.  

With over 20 years of experience, Marquisa brings a distinctive executive coaching and people advisory lens to leadership transitions and global workforce planning. Her work sits at the point where assignments, succession planning, and long-term capability building meet - helping organisations move beyond operational mobility toward intentional Talent Mobility.  

We hope you enjoy 🙂

• How do you run mobility when most moves are project-based, not long-term assignments? 
• Why do project structures make mobility policy consistency & cost control so hard? 
• Why is change management harder than technology in mobility transformations? 
• Which stakeholders play the biggest role in making change management actually stick? 

In Episode 89, Paul speaks with Kirsten Meyerhoff, Former Global Head of Mobility and Total Rewards at Siemens Gamesa.  

Germany-based and with over 20 years of experience, Kirsten is known for building functions from scratch and for leading the rewards harmonisation at Siemens Gamesa. Her career spans complex, high-volume environments where mobility, cost, compliance, and delivery timelines collide. Outside of work, she recharges in nature with her husband, two sons, and a very energetic Labrador - often ice bathing or operating a chainsaw.  

Together, Paul and Kirsten discuss the realities of running Global Mobility in a project-driven organisation, including operating at scale, managing policy and cost pressure. 

We hope you enjoy :)

• What is the CEO Mental Model at Amazon? 
• How did Amazon scale its Mobility function during hypergrowth? 
• Why does fragmented data undermine trust in Mobility teams? 
• What risks do Mobility leaders underestimate when planning large-scale change? 
• How does treating Mobility as a product change outcomes? 

In this episode 88, Paul speaks with Julie Eisemann, former Amazon director turned founder and mobility strategist, about what it really takes to lead Global Mobility with ownership and clarity. 

Julie is known for scaling global mobility programs to support up to 500,000 employees and delivering more than $230M in workforce efficiencies during her time at Amazon. She brings deep operational experience across immigration, relocation, and mobility strategy, alongside a strong focus on culture, belonging, and designing mobility functions that are fit for the future.  

Together, Paul and Julie explore what it means to be the CEO of your role in global mobility, why fragmented data undermines trust and decision-making, and how treating mobility as a product rather than a service changes outcomes. They also reflect on the risks leaders underestimate when driving change, and the lessons that only emerge when operating in complex environments.


We hope you enjoy :)

• How can mobility teams balance policy and flexibility for senior leaders? 
• How should expectations be set early on senior and VIP relocations? 
• What challenges commonly arise when managing VIP relocations? 
• How should teams position themselves internally when faced with challenging or urgent business requests? 
• Which topics have been most effective in helping the business understand mobility? 

In Episode 87, Paul speaks with Julio Herrera, Head of Mobility at Turner & Townsend, about managing Global Mobility in-house and the realities of supporting senior and VIP relocations within a large organisation.

He leads international mobility strategy across transfers, assignments, tax, immigration, and compliance. He specialises in cost optimisation, policy design, and delivering practical mobility solutions that support business growth and employee experience globally.

Together, Paul and Julio explore how senior relocations amplify pressure on mobility teams, why early conversations around scope, cost, and trade-offs are critical, and how treating senior leaders like decision-makers helps maintain credibility and control.

We hope you enjoy :)