Building a Seamless Onboarding Experience for Global Assignees

[sireeshpatil]

A global assignment refers to the process of sending an employee from one country to work in another as part of an organization’s global workforce strategy. It is a key component of global mobility programs used by multinational companies.  A Global Assignment can be Short-term (a few months to a year) or Long-term (1–2 years).

With the latest 2H 2025 release, SuccessFactors Onboarding supports the Global Assignment process, along with support for country/region specific forms in the host country. 

With the Global Assignment, you can send an employee on a global assignment. The administrator or manager can add a global assignment for an employee. Once the global assignment is active, there will one home and one host employment. The employee will be onboarded on new employment (host employment).

Process flow: Add Global Assignment:

Onboarding currently supports initiating the Global Assignment from Employee Central only. Once onboarding is initiated, the regular onboarding process is followed:

1. Review New Hire Data: Employment-related data added during the creation of the global assignment needs to be reviewed by the employer.
2. New Hire Tasks:  Welcome mail, assign buddy, schedule meetings, goals, equipment, recommend links and people, etc.
3. Personal Data Collection:  Update personal data when moved to new employment. For e.g. Contact, National ID
4. Additional Data Collection: Employees can additional data required for host country, based on company policies.
5. Compliance forms: Complete compliance forms and signatures based on host country requirements.

The Host country/region compliance forms assignment is based on the hostcountry and hoststate provided during personal data collection for the Address portlet. This is the default compliance-filtering rule for assigning the forms in case of global assignment.

It is possible to override the default configuration with the help of FieldMetaOverrideConfiguration object configuration. 

Since process in initiated from Employee Central, any changes to Start Date or Hiring manager will be reflected in the onboarding process. Similarly, ending of global assignment, cancels the onboarding process. 

Employers can reduce paperwork, offer personalized onboarding experience for employees in the host country and adhere to local regulations.