Linking Strategy toGlobal Mobility

Mija Lønvig FrandsenDirector – People, Operations & DevelopmentThe LEGO GroupNovember 2016

Strategy 2The LEGO Group

Strategy

to inspire and developthe builders of tomorrow…

…by globalizing and innovatingthe LEGO System in Play

Aspiration

The LEGO® StrategyTowards the LEGO Group’s 100 years anniversary

Global Mobility in theLEGO

Organization 4The LEGO Group

GlobalFootprint

Headquarters: DenmarkConcept and product development: Denmark

Headquarters

35 Sales Offices

5 Factories

4 Hubs

Global Mobility Policy Framework

©2011 The LEGO Group Page 5

Short-term Assignment (STA)

• Home country employment/salary /benefits maintained

• >3 months <12 months

• Employee relocating without family

Long-term Assignment (LTA)

• Home country employmentmaintained

• Duration above 12 months up to 36months (max. 5 years)

• Employee relocating with/withoutfamily

International DevelopmentalAssignment (IDA)

• Home country employment/salary/benefits maintained

• 3-12 months

• Employee relocating without familyPo

lici

esim

ple

men

ted

Sep

tem

ber

20

10

International Transfer (ITR)

• Ongoing position in another LEGOcountry on company initiative

• Employee relocating with/withoutfamily

• Host country employment/salary/benefits

Localization (LOC)

• After STA/LTA

• Host country employment/salary/benefits

Global Hires (GH)• Home country employment with tax

equalization

Po

licie

sim

ple

men

ted

May

20

12

International Commuters

• Employee with fixed travel patterndue to work in two or more countries

Short Term Business Visitors• Business trips up to 3 months

TO BE EXPLORED AND DEFINED PROJECT KICK OFF 25 MAY 2016

Po

licie

s/G

uid

elin

es

TBD International Local

Hires

2014 DEFINING PURPOSE OF AN INTERNATIONAL ASSIGNMENT

©2014 The LEGO GroupPage 6

Business Value and Impact

Dev

elo

pm

en

tV

alu

e

HigherLower

Higher

Learning Experience:Focus is on development of younggraduates or employees in junior

positions.

Global Mobility Policy:International Developmental

Assignment

International Experience:Focus is to support employee/business

initiated moves where there is noexpectation of transfer back to home

country

Global Mobility Policy:International Transfer and

Localizations

Strategic Deployment:Focus is on strategic leadership

development, long term investmentand linked to Succession Planning by

deployment of best global talentagainst most important roles in the

company

Global Mobility Policy:Short-term assignment and long-term

assignment

Critical Business NeedFocus is on transferring critical skills orknowledge – often highly technical or

corporate control and governance(incl. Culture/DNA). Employee will

return home

Global Mobility Policy:Short-term assignment and long-term

assignment

EVOLUTION OF GLOBAL MOBILITY IN THE LEGO GROUP 1/2

©2014 The LEGO GroupPage 7

Global Mobility Policy Framework

2010

• Process standardization• Launch of TraQs Satisfaction Survey• New Global Relocation provider

2011

• New Organizational Structure• Completing Global Mobility Policy

Framework including transfers

2012

• Preparing for Hub implementation• Adding benefits for International

Hub Transfers

2013

EVOLUTION OF GLOBAL MOBILITY IN THE LEGO GROUP 2/2

©2014 The LEGO GroupPage 8

• New Hub structure implementation• Implementation of Governance

Model (Succession Planning/CriticalBusiness Needs)

2014

• MWB: How to win in China• New Relocation providor• Improved Repatriation Process• Sponsor concept defined• Short Term Business Visitors

2015-16

Futurexxx

• In 2032: x2 # of employees• Global Mobility as an enabler for

growth and globalization

Brand 9The LEGO Group

The evolution ofGlobal Mobility in the

LEGO Group

15 assignees- 100+ assignees- 200+ international transfers.- Hub strategy implementation.- Changes to eligibility andapproval

- Global mobility as anenabler for growth,globalization and talentmanagement.

- New HR Organization

2008 2012 2014-15

44 assignees and thefirst internationaltransfers

2016

Global Mobility – Ambition 2017+

©The LEGO GroupPage 10

• Ensure we have the right skills in the right place at the right time

• Enhance how we work with Global Mobility as a Talent Management and

succession planning tool

• Enhance focus on the Employee experience and employability

• Support growth and globalization

• Optimize the ROI in Global Mobility

• Support people development and how we create compelling careers for the

benefit of both the employees and TLG

• Establishment of a Global Mobility sounding board

Global Mobility in the LEGO Group 2017

AP

AC

West.

Eu

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Cen

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Global Mobility Lead

Geographical Mobility Lead• Receiving site principle• Manage global mobility activities E2E (operational and tactical)• Mobility business partnering

Global• Set strategic direction• Mobility policies, processes and analytics• Talent management and Succession planning• Vendor management

Responsible:GM Geo leads

Accountable:CM member and theresponsible LT

Consulted:Global Mobility lead, leader,sponsor and leaders leader

Informed:Relevant communication e.g.to asignee and organization

• Manage and operate Mobility standards and processes• Team is spread across geographies but belongs to one, global team responsible for strategic, tactical and

operational direction

• Set strategic direction for Global Mobility and ensure link to talent management, globalization of the companyand business needs

Recommend:Global Mobility lead

Approve:Corporate Management

Input:Talent Management Lead, PO&DPartners

Decide:PO&D LT

PO&D Transformation_Detailed org design_Reward & Recognition.pptx 12

Reward & Recognition, Global Mobility use case: Assigningsomeone from China to Denmark

PO&DPartner

R&R

Global Mobilitylead in NEU

Business

PO&D Partner reachesout to GM lead for NEUin cases involving cross

border activity

0

• Dialogue with leader, leadersleader/CM member and PO&DPartner.

• The case (the role, not the person)has been approved by the CMmember

1

• Take over dialogue withleader

• Assignment justification andscreening of assignee(s) andassignee's family.

• Assignment developmentplanning with leader, co-sponsor and assignee

• Case signed off by theresponsible LT

2

Calculationsand contracts

3

Final sign off:• Expectation

management andcommitment forcareer planningwith leader andco-sponsor

4

• Expectation management,implications/awarenesspoints and practicalitieswith leader and assignee

• Ongoing dialogue withleader, assignee, co-sponsor and PO&D Partner

5

GLOBAL VENDORS OF GLOBAL MOBILITY

©2013 The LEGO GroupPage 13

RELOCATION AND REMOVALS

TAX ASSISTANCE

HEALTH INSURANCE

EVALUATION TOOL

INTERCULTURAL TRAINING

DATA PROVIDER

Questions? 15LEGO and the LEGO logo are trademarks of the LEGO Group. ©2014 The LEGO Group.

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