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Q: "I have been with the same organisation for four years in two different generalist roles and due to some internal changes I have been offered a more senior position based in the Regional APAC head office. I am looking for some guidance around what factors I should be considering when making my decision?"
Firstly, well done! You have obviously performed well to merit a third promotion in four years. International experience is often a great addition to a CV, but of course this decision should be taken, like any other career move, after a thorough deliberation process.
With this decision you'll no doubt want to evaluate both your professional and personal motivations as there are benefits, and sometimes sacrifices, to be made in each of these areas. For the purpose of this question I will concentrate on the professional benefits and practicalities of this move.
Despite our current market here in Australia being reasonably strong on a global scale, there will always be good opportunities in the wider Asia pacific region for talented HR professionals. The majority of global organisations such as those in the IT, FMCG, finance and pharmaceutical sectors will operate a regional structure where a regional HR lead role is seen as a more senior promotion. However to determine the exact specification of your role you will need to research and network thoroughly.
Networking is always an essential aspect of any job search. Speak to trusted contacts to find out how the regional office performs, how it is regarded in the market and if this suits your working style. Networking will also help you determine what the strategic direction of the regional office is and what role HR plays in that vision. Ask who your manager reports into and if there are HR leaders on the senior leadership teams. A full understanding of the ‘internal changes' you mention would be key to your decision.
You will also need to assess your current skill set and then find out what local knowledge and resources are available to you once you are in the role. Ask if you have other HR peers or reports who can guide you through the differences in employment law and ER, IR policies. A key benefit here might be that you now have access to a wider range of resources and subject matter experts enabling you to operate at a more strategic level.
One of the key considerations in relocating is how to value an expatriate package. This can include an increased wage, relocation allowance, subsidised short and long term accommodation and depending on the country, a tax free component to your salary. When assessing your ‘offer’ you should again research and network to assess your market rate. Consult industry specific salary surveys and advertising boards to give yourself an estimate of the local salary level for your industry.
Be sure to understand your visa limitations as well, particularly in case there are future changes to either your career or the company. You should consult an immigration specialist in addition to the local governmental websites.
Your longer term career potential is also likely to be a main driver in this move. If you were to take up this new role you should look at the career benefit and succession planning possibilities that come with service in the region, and I recommend asking how long the company foresees you in this role.
To summarise, you should weigh up the benefits of the new role in the same way you would if you were considering a move locally, but take into account the practicalities and planning involved with relocation. Building your profile in a regional, as opposed to local, role will improve the ‘stage’ to which you can showcase your talents and enable you to add value at a more senior management level. Succession planning at this stage in your career can one day enable you to move into a position with even more responsibility, both in the sense of your role remit and geographies covered. If you do decide to move then your experience will be enhanced by the diversity- I wish you the best of luck in your decision!
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