Business leaders are stuck in a tricky spot right now: chasing growth while trying to manage risk in a climate that feels anything but stable.
Between shifting trade routes, geopolitical tensions, shaky currencies, and climbing interest rates, the global landscape is constantly changing—and fast. For growth-stage and mid-market companies, being able to quickly pivot operations and workforce strategy is mission-critical.
What’s driving all this change?
Let’s break it down—because today’s business landscape isn’t exactly smooth sailing.
- Global Uncertainty: With new trade barriers popping up and rising geopolitical tensions, deciding where to do business has become much more complicated.
- Regulatory Whiplash: Labor laws are shifting fast. The $100,000 US H-1B visa fee went into effect on September 21—less than 48 hours after it was announced. Companies that aren’t able to pivot quickly can face debilitating costs and major disruptions to operations.
- Financial Shocks: Between currency fluctuations, energy price spikes, and tighter access to capital, many companies are rethinking how (and where) they grow.
- Tech and AI Disruption: Automation and AI aren’t just buzzwords—they’re reshaping industries and forcing teams to rethink how they operate.
- The Talent Shuffle: With local talent pools drying up in key sectors, companies are casting a wider net to find top talent around the world.
From tariffs to talent gaps, challenges abound
Companies today are under pressure from all sides—and the numbers tell the story, said Mark Fielding, Director of Sales Consulting at Pebl.
Businesses are reevaluating their location strategies
- Nearly half (45%) of businesses surveyed by the International Commission for Trade report supply chain disruptions tied to new tariffs, pushing them to rethink where they operate.
- McKinsey backs this up: 60% of their respondents are actively reevaluating location strategies to stay ahead of shifting trade dynamics.
Hiring pressures are mounting
- It’s not just logistics causing headaches. The U.S. Chamber of Commerce found that 50% of its members are struggling to hire due to immigration restrictions, especially for blue-collar roles.
- Even when companies do hire, only 46% of those hires stick around past the probation period, according to McKinsey.
Global mobility is becoming more difficult
- An Organisation for Economic Co-operation and Development (OECD) report from the second quarter of 2025 showed that work visa issuance across member countries dropped by 18% compared to the same time last year—a clear sign that immigration policies are tightening.
- The 2025 Global Talent Competitiveness Index also flagged a 15% dip in the mobility of highly skilled workers. Stricter immigration rules in major talent hubs are making it harder for top talent to move where they’re needed most.
What companies can do to stay ahead
Give HR a seat at the table
“HR often doesn’t get a seat at the table at the highest level. I would like to hope that that's changing. Certainly in our business. It's changing,” said Richard Grieve, CEO at Sphere Renewables. “People costs are a huge line on our income statement—and a growing one here in the U.S. [It’s important that we] undertake regular reviews and monitor our HR initiatives.”
The key is being proactive, added Louise Nicholls, Director of Global Mobility at Vialto Partners. HR shouldn’t be left scrambling and reacting to decisions after the fact. “The value comes from showing up early in more of a consultative function, understanding the risks, and offering a smarter, more cost-effective way forward,” she said.
Build strong policies
Best practice for deploying talent overseas, according to Louise, means breaking workforce planning into “personas” rather than departments. Think long-term assignments, medium-term projects, and short-term business travel. Each has different compliance, tax, and immigration needs—and each should be supported by its own policy.
It all comes down to scenario planning on a granular level of detail to understand what the broader effect will be on the HR operations of the company, Mark said.
Prioritize speed and agility
From fluctuating exchange rates to soaring energy costs, these economic shifts can create both acute business challenges and real-time opportunities. Organizations that can act fast—by moving talent or reconfiguring operations—have a major competitive edge, said Louise. One tactic Louise often sees is temporarily posting existing employees to new markets. It’s a fast-track solution when local hiring isn’t immediately viable.
“They understand the business, they’re trained, and they can hit the ground running,” she said. “But it’s not as simple as putting someone on a plane. You need clear relocation policies, strong compliance practices, and incentives that support the move.”
Partner with an Employer of Record (EOR)
An EOR is a flexible option for hiring internationally. EORs enable companies to employ talent in new markets without setting up legal entities. It’s an ideal solution for lean teams navigating uncertainty, especially when the cost or risk of entity setup is too high.
EOR allows you to scale your global footprint without the overhead of accountants, lawyers, or HR infrastructure. It can be especially helpful when testing new markets.
The caveat? It’s not always straightforward.
“[You need to consider things like] permanent establishments, thresholds, tax nexus, and whether your employee footprint would require you to set up corporate infrastructure,” Mark said.
Stay on top of immigration news
According to Hugo Vijge, Director of Global Immigration Advisory at Vialto Partners, immigration is always political, and recently, that’s made it harder. Governments around the world are walking a fine line: trying to appear tough on immigration, while also staying open for business. This push-pull dynamic creates uncertainty for companies needing to move talent across borders.
And it’s not just about visas. Hugo emphasized the importance of understanding broader immigration trends: “[Even when policy changes target asylum seekers], they can have a spillover effect on wider immigration policy and high-skilled migration.”
HR teams need to be closely watching the full picture.
The bottom line: plan for the unexpected
From immigration shifts to geopolitical risks, the only certainty right now is uncertainty. But HR teams can move from reactive to strategic by preparing ahead of time—using data, scenario planning, and tools like EOR.
With support from partners like Vialto and Pebl, organizations don’t have to be caught off guard. Instead, they can stay agile, resilient, and ready—no matter what comes next.
For a deeper look into how global volatility affects HR operations and real-world strategies for thriving in uncertain times, check out the full webinar Future-Proofing Operational Strategy Amid Global Volatility.
Topic:
Global Growth
