01 STRATEGIC HR MANAGEMENT (22%)
The development of HR strategies and programs to allow the organization to meet its short- and long-term business needs. This includes establishing HR policies and initiatives that support the organization’s global growth and reputation as an employer.

Responsibilities:

01 Participate in and provide input to the organization’s global strategic business planning processes.
02 Contribute to the strategic decision-making process on overall organization strategies (for example, site selection, reorganization, realignments).
03 Develop HR strategies to support new global business development (for example, manufacturing processes, new product development, cross-border marketing strategies, transfer of technology and human capital).
04 Contribute to strategic decision-making processes on mergers and acquisitions, including participation in due diligence.
05 Align HR organization objectives with business workforce plans in order to support the organization’s global strategic plans (for example, achieving profitable growth and operational excellence, organization’s culture and values).
06 Develop a global HR organization that supports global business initiatives (for example, organizational structure, budgeting, HR technology requirements).
07 Develop HR measurement systems to evaluate HR’s contribution to the achievement of the organization locally and globally.
08 Develop strategies and processes for global succession planning and the development of leaders throughout the organization to meet global strategic goals.
09 Develop philosophy and strategies to establish and/or maintain ethical standards throughout the global organization.
10 Establish communication strategies to market HR programs globally.
11 Establish internal and external relationships and alliances with international stakeholders to meet organizational strategies (for example, joint venture partners, employers’ groups).
12 Develop strategies to promote the organization’s reputation as an employer of choice.
13 Develop strategies for the recruitment, development and retention of employees worldwide.
14 Determine strategies for outsourcing and vendor selection (for example, HRIS, benefits, payroll, relocation, international assignment management).
15 Establish strategies and framework for global change management (for example, promoting a global mind-set).
16 Determine strategic use of HRIS systems to meet organizational goals and objectives.

Knowledge of:

01 The latest global trends and practices in HR.
02 The organization’s business goals, objectives, plans and processes.
03 Strategic/business planning processes and their implementation.
04 Strategies to align the global HR function as a strategic business partner.
05 Financial planning processes and budget development.
06 Organizational structure and design and their implementation.
07 Management of the HR issues involved in technology transfer.
08 The organization’s internal resources and external labor market.
09 Financial measures/tools for assessing the value of HR programs (for example, return on investment [ROI]).
10 Global leadership development strategies.
11 The organization’s values and their fit with the culture and context of diverse countries.
12 The strategies of globalization versus localization of HR policies and programs.
13 Strategies to promote employer of choice or employment branding initiatives.
14 Methods for developing and sourcing a global workforce staffing plan.

02 ORGANIZATIONAL EFFECTIVENESS AND EMPLOYEE DEVELOPMENT (14%)
The establishment of organizational structures, programs and processes that enable corporations to deploy and utilize employees to achieve current and future worldwide business objectives.

Responsibilities:

01 Establish and communicate a mission statement and global philosophy of organizational effectiveness to support the organization’s global business needs and culture. (This applies to training, human resource development, performance management, change management, global diversity initiatives, retention, etc.)
02 Communicate corporate culture/values in culturally sensitive ways.
03 Incorporate global thinking and perspectives in all HR policies, processes and procedures in order to enhance global effectiveness (speed, productivity and profit).
04 Create a global diversity strategy that utilizes all sources of talent within the organization and that recognizes that diversity issues and programs will vary by national and cultural perspectives and preferences.
05 Ensure that change management initiatives are appropriately adapted for global constituents.
06 Prepare and deploy communication programs that are effective for a global workforce and business audience.
07 Assess global workforce needs and ensure that the employees have the appropriate skills needed to meet current and future business requirements.
08 Create and implement a measurement/evaluation process based on global HR metrics/measurements (for example, an “HR management system” composed of employee satisfaction surveys, attrition, training activity, benchmarking, score cards, other indicators).
09 Develop and implement processes, programs and tools to support career development (for example, assessing talent in areas such as language and cultural skills), leadership development (for example, coaching and mentoring) and succession planning requirements in the global environment.
10 Design, implement and evaluate training and development programs that meet global needs and are appropriate for worldwide dissemination.
11 Establish intercultural management and employee curricula to enhance intercultural communication and global business skills.
12 Implement worldwide performance management processes that support both global and local business objectives.
13 Develop training tools and processes to support geographically dispersed teams (virtual teams) for performance effectiveness.
14 Establish work-life programs (for example, job sharing, flextime, telecommuting) and their application/appropriateness in different cultures.
15 Create and implement programs to support the restructuring, redeployment and downsizing initiatives of the organization globally.
16 Provide processes and services to support retention efforts (for example, staff training, career counseling).
17 Create and implement programs to support merger and acquisition integration plans.
18 Establish training and development programs to support new site start-ups.
19 Create and implement knowledge-management systems.

Knowledge of:

15 Global organizational development programs and practices (including career development, management and leadership development).
16 Needs assessment (both business and employee) within a global environment (involving different cultures and countries).
17 Global diversity concepts and applications.
18 Training programs and their application in global environments.
19 Learning models and methodologies.
20 Performance appraisal, management and coaching methods as they apply globally and locally.
21 Techniques to measure organizational effectiveness in a global business environment (for example, satisfaction surveys, benchmarking, productivity measurement tools such as score cards or indicators).
22 Retention strategies and principles and their application in different cultures and countries.
23 Redeployment/downsizing strategies and principles and their application in different cultures and countries.
24 Work-life programs (for example, job sharing, flextime, telecommuting) and their applicability in different cultures.
25 Communication processes and techniques and their worldwide applicability.
26 Techniques to sustain global creativity, innovation and continuous learning.
27 Knowledge-management systems and relevant cultural implications.

03 GLOBAL STAFFING (10%)
The process of planning, developing, implementing and evaluating staffing initiatives on a worldwide basis to ensure that the organization’s staffing goals and objectives are met. This includes recruiting and hiring, placement and termination on a global basis.

Responsibilities:

01 Develop a global staffing plan that meets the goals and objectives of the organization (for example, skills, inventory assessment, gap analysis).
02 Develop programs for sourcing global talent to meet global strategic initiatives.
03 Establish core competency models.
04 Implement strategies (such as branding) that help the company be regarded as an employer of choice.
05 Conduct job analyses to write job descriptions and develop job competencies that are sensitive to country-specific cultures and requirements.
06 Establish hiring criteria for all positions.
07 Manage recruitment processes for key local executives (for example, division heads, general managers).
08 Conduct local recruiting and hiring activities that are compliant with local laws and practices and responsive to culturally sensitive issues (for example, diversity, nepotism).
09 Identify and assess appropriate recruitment methods and candidate sources, including personal networks and electronic technology.
10 Establish and implement non-discriminatory, culturally sensitive selection programs that produce qualified candidates (for example, interviewing, reference checking, networks).
11 Develop employment offers and documents consistent with local legal requirements and marketplace practice (for example, employment contracts, non-compete clauses).
12 Design and implement post-offer employment activities (for example, relocation, government registrations, reference checks).
13 Create and implement orientation processes that are culturally sensitive.
14 Implement placement, redeployment and downsizing processes and activities.
15 Establish and implement staffing metrics to support business objectives (for example, cost-of-hire, days-to-fill, headcount).
16 Manage staffing activities during mergers, acquisitions and divestitures.
17 Implement the termination processes appropriate for local labor markets and in compliance with legal regulations.

Knowledge of:

28 Global staffing plan development and implementation.
29 Workforce planning methods.
30 Global and international recruiting and hiring laws, practices, methods and sources.
31 Developing a competency model.
32 Succession planning processes.
33 Job performance analysis.
34 Job description development.
35 Culturally sensitive interviewing techniques.
36 Culturally sensitive selection systems.
37 The employment offer process.
38 Employment contract content requirements by country.
39 In-country relocation procedures and practices.
40 Post-offer activities by country.
41 Culturally sensitive orientation processes.
42 Redeployment, downsizing and outplacement processes and practices in the local environment.
43 Staffing metrics (for example, headcount, cost-of-hire, days-to-fill).
44 Merger, acquisition and divestiture staffing activities and processes.
45 Termination regulations and processes in local environments.

04 INTERNATIONAL ASSIGNMENT MANAGEMENT (28%)
The establishment of international assignment strategy and policies. This includes planning, implementing, administering and evaluating all activities relating to international assignments or global mobility. It also covers such areas as legal (visa and immigration), compensation, benefits, tax, relocation and security implications for all global assignments–cross-border business travel, short-term, long-term, sequential and permanent assignments.

Responsibilities:

01 Establish strategies for international assignments and cross-border mobility to support business needs.
02 Develop and implement programs, processes and policies that address all stages of the international assignment life cycle, from selection through repatriation.
03 Develop and implement a process for the assessment/selection of international assignees.
04 Consult with line management to determine profile of job and type of international assignment (short-term, long-term sequential and permanent assignments).
05 Manage and coordinate visa/work/residency processes and activities.
06 Manage and coordinate governmental, legal and tax compliance processes and activities.
07 Coordinate relocation services (shipment, storage, home/host housing, property management, destination services, furniture rentals, schooling and educational counseling, spouse career assistance, pet shipments, etc.) for international assignments.
08 Develop and coordinate programs, processes and services to support employees and their families (for example, dual-career policies, web sites, chat rooms).
09 Manage and coordinate assignment tracking and reporting processes and activities.
10 Manage and coordinate relocation payments and other assignment payment processes and activities.
11 Manage and coordinate payroll processes and activities.
12 Establish and maintain ongoing communication practices with assignees, local management and home-country management (prior to, during and post assignment).
13 Coordinate risk management and security related to international assignments and international business travelers (emergency evacuations, kidnapping prevention and management, security briefings, bodyguards).
14 Provide consultation to potential employee and line management on terms and conditions of assignment, planning and expectation-setting to enable a successful relocation/assignment.
15 Calculate and establish assignment cost estimates for proposed assignments to provide line management with information to make decisions regarding assignments and budgets.
16 Provide ongoing support for assignment costing (for example, for policy compliance, budgeting and internal financial reporting).
17 Develop and implement compensation terms and conditions (for example, balance sheet calculations, allowances, end-of-assignment bonuses) and international assignment benefit and perquisite programs (for example, health care, retirement, death/disability, medical evacuation, financial planning, company cars, club memberships, International Employee Assistance Program).
18 Develop, implement and manage formal agreements (employment contracts, letters of agreement) related to the international assignment.
19 Establish and implement programs, processes and policies for the localization of international assignees.
20 Coordinate appropriate cultural and language training for international business travelers, international assignees and their families.
21 Evaluate international assignment programs, processes and policies to ensure that they continue to meet business requirements while considering the marketplace conditions and legal compliance.
22 Develop career management, performance management and repatriation programs for international assignees that support company strategy, including global leadership development.
23 Identify, select and manage vendor/supplier/outsourcing services to support international assignment programs and policies.
24 Provide consultation for frequent business travelers and short-term assignees (for example, legal and tax compliance, visas and work permits).

Knowledge of:

46 Different types of international assignments, policies and practices (for example, short-term business travelers; short-term, long-term, sequential and permanent assignees).
47 How to manage the life cycle of an international assignment from assessment and selection through repatriation.
48 Career management and repatriation planning for assignees (for example, performance management, retention after repatriation).
49 Intercultural theory models and their application to the international assignment process and assignment success.
50 Critical success factors for international assignees (for example, family adjustment and support, communication, career planning, mentoring).
51 Assignment tax planning and tax compliance requirements and processes.
52 Country-specific immigration and visa regulations, work permits, etc.
53 International assignee health, safety and security issues (for example, emergency evacuation, kidnapping and ransom, security briefings) and employer responsibilities.
54 A range of vendors and suppliers (for example, policy consultants, total outsourcing providers, tax providers, relocation firms, destination services, cross-cultural and language training, security advisors) and how to evaluate their performance of contract terms.
55 Assignment cost analysis methods involving compensation and allowances (for example, tax equalization, COLA, housing).
56 Site visit, relocation and payments related to international relocation (for example, pre-assignment site visit, furniture rental, temporary living relocation, immigration, shipment of goods, schooling).
57 How to coordinate payroll with assignment payments.
58 How to design and implement a policy briefing and orientation for assignees.
59 International assignment assessment measures to evaluate the impact on the business (for example, return on investment [ROI]).
60 Localization concepts and processes (for example, tax implications, Social Security issues).
61 The balance sheet concept and processes for international assignments.
62 Cost-of-living models and their impact for international assignments (for example, commodities and services allowances, efficient purchaser indices).
63 Assessment and selection tools and models for international assignments.
64 Budgeting and financial planning concepts for international assignees.
65 Provision of benefits (for example, retirement, Social Security, health care, medical evacuation, totalization agreement) and perquisites (for example, company car, club membership, financial planning).
66 International job analysis models.
67 Appropriate communication techniques related to the international assignment (for example, drafting letter of assignment, developing newsletters).
68 Relevant issues related to international business travel and short-term assignments (for example, visas, work permits, tax compliance).
69 International performance evaluation models.
70 The impact of cross-border moves on long-term and short-term incentive programs.

05 GLOBAL COMPENSATION AND BENEFITS (16%)
The establishment of global compensation and benefits philosophy and strategy. The development, implementation and evaluation of compensation and benefits programs, processes and tools in line with competitive practice, the company’s business objectives and legal requirements.

Responsibilities:

01 Establish and communicate a global compensation and benefits strategy to support the organization’s business needs and culture.
02 Establish and maintain compensation programs for key executives in each country, including base salary structures, short- and long-term incentive plans, supplemental benefits programs and tax-effective compensation arrangements.
03 Ensure establishment and maintenance of compensation programs for local employees in each country at the desired competitive level, consistent with the company’s business strategy and in compliance with legal requirements.
04 Ensure establishment and maintenance of company-wide programs such as stock option and stock purchase plans.
05 Develop approval processes and guidelines for local salary increase budgets.
06 Devise, develop and deliver effective training for human resources, consulting, employees and line management on international compensation and benefits.
07 Ensure establishment and maintenance of benefits programs (such as death and disability, medical programs, medical insurance and pension plans) for local employees in each country at the desired competitive level, consistent with company business strategy and in compliance with legal requirements.
08 Ensure that benefits programs are managed and funded in the most cost-effective manner (for example, by implementing multinational pooling arrangements and/or selection of appropriate vendors and review of investment management).
09 Ensure the integration of compensation and benefits programs with local social programs.
10 Ensure that the company is in legal compliance with design and funding requirements for severance programs.
11 Design and deliver legally defensible tax-effective programs for local employees in each country at the desired competitive level, consistent with the company’s business strategy (for example, split employment contracts, housing subsidies).
12 Ensure establishment and maintenance of appropriate perquisite programs for employees in each country at the desired competitive level, consistent with the company’s business strategy and in compliance with legal requirements.
13 Ensure that the appropriate international employee assistance programs are established where needed and in support of benefits program strategy.

Knowledge of:

71 Appropriate legal and tax regulations related to compensation and benefits.
72 Basic finance, payroll and accounting practices related to international compensation and benefits.
73 Procedures to collect, analyze and draw conclusions from international compensation and benefits surveys.
74 Country-specific salary surveys and pay structures (including local market
competitiveness).
75 Total remuneration and appropriate mix of types of rewards.
76 Local practice with respect to country-specific benefits programs (including social programs, mandatory programs and voluntary programs).
77 Country-specific perquisite programs (for example, company cars, clubs, housing, food vouchers).
78 Stock-based programs (including stock options, restricted shares and stock purchase) and application around the world.
79 Global executive compensation programs (for example, annual management incentive, deferred compensation, long-term incentives and tax-effective compensation methods).
80 Financing of benefits programs, including insured programs, multinational insurance pooling and retirement funding vehicles.
81 Information sources on global and country-specific compensation, benefits and tax trends.
82 Understanding of the company’s strategy of compensation and benefits.
83 Due diligence procedures on mergers and acquisitions with respect to compensation and benefits issues.
84 Compensation and benefits aspects of laws that are unique to international human resources, such as data privacy, acquired rights, works councils, severance indemnities.
85 Communications techniques and channels that are appropriate for disseminating compensation and benefits information to staff at different organizational levels and of different cultures who are located throughout the world.

06 INTERNATIONAL EMPLOYEE RELATIONS AND REGULATIONS (10%)
Processes and practices that ensure the creation of favorable employment conditions that balance employer needs with employee rights and needs. This domain includes collective bargaining processes and strategies, compliance with statutory requirements, sensitivity to local workplace practices, security, the protection of physical and intellectual property and the protection of individuals from harm.

Responsibilities:

01 Ensure clear communication of compensation and benefits plans consistent with employee needs, company strategy and legal requirements.
02 Create, implement or maintain a review/audit process for international compensation and benefits programs.
03 Ensure that all compensation and benefits programs comply with local tax and employment laws.
04 Ensure compliance with corporate and employee tax treatment.
05 Ensure compliance with local laws and regulations (including the application of extraterritorial laws) to avoid adverse implications for company and employees.
06 Coordinate collective-bargaining activities and contract administration with local unions as needed.
07 Establish, maintain and/or manage works councils in compliance with statutory requirements.
08 Develop, implement and communicate ethics policies to all employees.
09 Develop, implement and communicate crisis-management plans (for example,
medical emergencies, disaster recovery).
10 Develop, implement and communicate employee and facilities security plans to protect employee well-being.
11 Ensure compliance with globally recognized international regulations (for example, Organization of Economic Cooperation and Development guidelines, International Labor Organization conventions).
12 Ensure compliance with extraterritorial application of relevant U.S. laws.
13 Ensure compliance with U.S.-based international regulations (for example, Foreign Corrupt Practices Act, Safe Harbor principles).
14 Establish alternative grievance/dispute resolution processes in compliance with local laws and practices.
15 Ensure compliance with local laws and regulations regarding intellectual property (for example, copyrighted training materials).
16 Establish and maintain employee records with appropriate regard for privacy regulations.
17 Develop policies and practices that comply with local harassment and discrimination laws.

Knowledge of:

86 U.S. laws related to international business (for example, Foreign Corrupt Practices Act, Safe Harbor principles).
87 U.S. laws that apply overseas to U.S. citizens and non-U.S. employees (for example, anti-discrimination, sexual harassment and other EEO provisions).
88 European Union (EU) directives related to workplace and employment.
89 North American Free Trade Agreement (NAFTA) labor provisions.
90 Local laws affecting employment (including recruiting, hiring, reference checking and background checks).
91 Appropriate global or local techniques for facilitating positive employee relations (for example, small group facilitation, dispute resolution and labor/management cooperative strategies and programs).
92 Legal and customary role of works councils and trade unions.
93 Individual employment rights (for example, employee’s right to bargain, grievance procedures, required recognition of unions, data privacy).
94 Legal requirements related to demographics of employees (for example, number of local nationals versus foreign nationals required, positions required to be filled by locals).
95 Workplace behavior issues/practices (for example, absenteeism, hours of work, work days, religious practices).
96 Local country collective bargaining processes, strategies and concepts.
97 Local country workplace health and safety laws, regulations and practices.
98 Workplace security risks.
99 Local conditions relating to personal security (for example, kidnapping, terrorism, carjacking).
100 Crisis management plans (for example, medical emergencies, disaster recoveries, criminal prosecution).
101 Local country ethics and customary business practices.
102 Local laws related to termination/dismissal.
103 Accountability for legal compliance and ethical conduct of vendors and suppliers.
104 Intergovernmental organizations’ structure and responsibilities (for example, ILO, OECD).
105 Laws related to plant closings, downsizing, employee redeployment/redundancy and termination.

CORE KNOWLEDGE RELATED TO MULTIPLE DOMAINS OF INTERNATIONAL HR ACTIVITY
Basic business, global, political and socioeconomic conditions, law and trade agreements and how they relate to business operations.

Knowledge of:

106 Managing globally, including planning, directing, controlling and coordinating.
107 Interpersonal and organizational behavior concepts and applications in a global context (including the use of geographically dispersed teams).
108 The application of human resource ethics and professional standards globally.
109 Change management strategies, processes and tools as employed in a global context.
110 Global leadership concepts and applications.
111 Qualitative and quantitative methods and tools for analysis, interpretation and decision-making purposes and their use globally.
112 Intercultural theory and culture-specific knowledge relevant to distinct business needs.
113 Technology and human resource information systems (HRIS) to support global human resource activities.
114 Strategies for managing global supplier relationships, selection processes and contracts.
115 Effective use of translators and translations.
116 Third-party contract management, including development of requests for proposals (RFPs).
117 Cross-border merger and acquisition integration practices and procedures.
118 International new site start-up practices and procedures.