A city planner is returning from a two-year overseas sister-city exchange. The planning director intends to find a cubicle and see what opens. What should HR design before the planner lands?
Select an answer to reveal the explanation.
Short Explanation
Two years away is not a long weekend. Coming home needs its own onboarding—culture, a named job, and a real check-in—not a surprise cubicle. Treat repatriation like a designed return, not a scavenger hunt.
Full Explanation
Expatriate return is an explicit return-to-organization design problem, not a facilities errand. Reverse culture shock, stale networks, and ambiguous placement are predictable; policy should name an equivalent role, structured re-onboarding, and manager check-ins before arrival. Forcing a full external reapplication or skipping onboarding because the person is a "known quantity" treats expensive talent as optional. Senior HR owns the landing, not the leftover desk.