HR Senior Specialist -Talent Strategy and Mobility

Job Purpose

The HR Talent and Mobility Sr. Specialist is responsible for overseeing company talent mobility, rotational development, and international assignment programs that build organizational capability and strengthen the company’s leadership pipeline for Honda Trading America’s region (US, Canada, and Mexico).

This role manages the associate experience across global assignments, regional rotations, new-graduate rotational programs, expatriate and inpatriate assignments, domestic relocations, and other talent-development initiatives. The Sr. Specialist serves as a central liaison among associates, business leaders, HR partners, external immigration counsel, tax advisors, relocation providers, and other vendors.

The position combines detailed program administration with strategic talent work ensuring every assignment meets business objectives, supports associate development, and complies with applicable immigration, tax, employment, and company requirements.

Key Accountabilities

Global Mobility and International Assignments
• Coordinate the full lifecycle of global assignments, including initiation, candidate assessment, cost estimates, assignment documentation, pre-departure preparation, relocation, onboarding, assignment extensions, localization, repatriation, and assignment closure.
• Manage short-term and long-term international assignments, permanent international transfers, expatriate and inpatriate assignments, and other cross-border work arrangements.
• Serve as a primary point of contact for associates and their families, providing clear guidance regarding assignment policies, timelines, documentation, benefits, relocation services, and available resources.
• Partner with Compensation, Benefits, Payroll, Finance, Tax, Legal, and local HR teams to administer assignment allowances, incentives, reimbursements, benefits, payroll instructions, tax services, and related assignment provisions.
• Monitor assignment milestones, policy exceptions, costs, risks, and associate concerns, escalating issues when appropriate.
• Support repatriation and post-assignment placement to retain international experience and connect completed assignments to longer-term career opportunities.
Immigration and Compliance
• Manage employment-based immigration matters with qualified external American, Canadian, and Mexican immigration counsel for international assignments.
• Initiate immigration cases, gather required associate and business documentation, monitor case progress, and communicate timelines and responsibilities to appropriate stakeholders.
• Maintain immigration case records and track visa, work authorization, passport, dependent-document, and permanent-residency milestones and expiration dates.
• Work with associates, HR, Legal, and outside counsel to identify immigration requirements before employment, travel, transfers, or assignments begin.
Regional and Internal Talent Mobility
• Manage regional rotation assignments and cross-functional development opportunities that build critical business knowledge, leadership capability, and organizational depth.
• Oversee participant selection, assignment matching, manager approvals, start and end dates, relocation requirements, onboarding, learning objectives, and transition plans.
• Partner with HR and business leaders to identify development assignments aligned with succession plans, workforce needs, critical roles, and capability gaps.
• Facilitate placement discussions for associates completing rotations or development assignments.
• Promote internal talent visibility and movement across functions, business units, regions, and geographic locations.
New-Graduate Rotational Programs
• Develop and execute structured rotational programs for recent graduates and other early-career talent.
• Manage annual program planning, cohort size, rotation schedules, host-team capacity, participant placement, orientation, learning activities, mentoring, networking, and graduation from the program.
• Establish clear learning objectives, performance expectations, manager responsibilities, and evaluation practices for each rotation.
• Provide regular support to participants, rotation managers, mentors, and program sponsors.
• Monitor participant performance, engagement, development, retention, and readiness for permanent placement.
• Work with LOB leaders and oversee end-of-program placement based on individual strengths, career interests, performance, succession needs, and workforce demand.

Qualifications, Experience, and Skills

Minimum Educational Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, International Business, or a related field, or an equivalent combination of education and relevant experience.
• 3 to 5 years of experience in global mobility, talent management, rotational programs, leadership development, HR program administration, immigration coordination, relocation, or a related HR discipline.

Other Job-Specific Skills

• Experience coordinating complex programs involving multiple associates, business units, geographic locations, or external vendors.
• Working knowledge of international assignment and associate-mobility practices.
• Experience partnering with outside immigration counsel and overseeing immigration-related matters.
• Strong project-management, organizational, and follow-through capabilities.
• Ability to interpret policies and explain complex processes clearly and compassionately.
• Strong analytical skills and experience preparing reports, dashboards, or program metrics.
• Demonstrated discretion when handling confidential associate, compensation, immigration, and talent information.
• Ability to work across cultures, time zones, functions, and organizational levels.

Job Dimensions

No. of Direct Reports: 0

No. of Indirect Reports: 0

Financial Dimensions: N/A

Decisions Expected

• Determine the approach based on business needs, associate development goals, cost, policy, and risk.
• Evaluate program exceptions and recommend approval, modification, or escalation to leadership, Legal, or external counsel.
• Prioritize participant placements and development opportunities based on performance, readiness, succession needs, and workforce demand.