Preparing for #HR Assignments in Another Country – Ask HR Bartender
Today’s question deals with an issue I think more HR pros will be contemplating in the future – international assignments.
Hi Sharlyn. I love your site and read your blog every day!
I’m an HR professional in Canada and am hoping to continue my HR career in the U.S. next year. I know there are a host of differences between national and state laws, but am wondering if you have any tips on where to go in order to become familiar with U.S. HR-related law ahead of time. Thanks!
I’ve worked with several professionals who’ve had global assignments. And, I’ve had some international responsibilities myself, although I’ve never lived outside the U.S. There are two main considerations when you think about international roles and responsibilities:
- The labor laws, etc. of the place you’re going to. And,
- The customs, traditions, etc. of the place you’re going to.
They are both equally important. In this scenario, it might be tempting to say that there’s very little difference between Canada and the United States, but that’s not true. There are many differences. I’m reminded of a time several years ago when I moved from Orlando, Florida to Cincinnati, Ohio. There were definite differences (and I stayed in the same country!) Not that there’s anything wrong with either location…but let’s face it, they are different.
To find out about U.S. labor laws, state laws, etc. the Society for Human Resource Management (SHRM) can be a great resource. The SHRM website has a Legal Issues and Public Policy tab that can share federal, state, and local resources. Members can “Ask an HR Advisor” questions or use the express requests feature.
To learn about traditions and customs, consider reading local publications to get some sense of the events that happen in the city and the local issues residents are passionate about. Connect with the local Chamber of Commerce or other professional associations to find networking events that will allow you to meet people and visit different local establishments.
The same applies if you’re making a move from the U.S. to another country. Ron Thomas is a chief human resources officer currently based in Saudi Arabia. He serves on the Harvard Business Review advisory council and is a regular contributor to TLNT.com. I asked Ron to share with us what he did to prepare for his transition:
Coming from the U.S. there is severe culture shock. If you are an expat, you will be living in a compound of like-minded people. This is the important network since you can live within this subdivision free of outside laws.
Business traditions: We have a saying that the logic you have learned in business does not equate here. For example, when someone promises to deliver by a certain date, do not take that as fact. You will receive, but sometimes there does not seem to be a sense of urgency.
Saudi’s do not suffer work-life balance, because they come to work at their start time and leave at end of day. They are not tethered to their cell phone for work related issues. The vacation norm here is 30 days, unlike in the U.S. where we tend to take 1 week here and there.
Labor Laws: Saudi Labor law is approximately a 40-page Word document. The various laws are written skewed towards the employee. It is a must read. The newspapers covers labor law violations extensively so that is why it is paramount to read as often as you can.
The other issue here is Saudization, which is the national policy of Saudi Arabia to encourage employment of Saudi nationals in the private sector. As of 2006, the workforce was largely dominated by expatriate workers.
The Saudi government has enacted policies to promote Saudization, including warnings that ‘companies which fail to comply with Saudization regulations will not be awarded government contracts’. This type law is prevalent throughout the Middle East since all countries depend on expat population and this program is designed to become less reliant on the outside worker.
Even if you’re not planning to move to Saudi Arabia, I think Ron’s experience can give someone a real sense of what it’s like to work in another country and the actions you must take to be effective working as an expat. My thanks to Ron for sharing and I’d like to extend a special congratulations to him as well. Ron announced a few days ago that he will be the next CEO of Great Place to Work – GCC Region (including Bahrain, Kuwait, Oman, Qatar, Saudi Arabia, Abu Dhabi and Dubai). Very exciting opportunity!
And thanks to everyone for sending me your questions. I really enjoy reading, researching, and sharing the answers. If you have a question, feel free to drop me a note here.
Image courtesy of HR Bartender
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