GMS Expands Relocation Support to and from Asia-Pacific and Latin America

New regional resources cover U.S. employees relocating into APAC and Latin America and international talent moving into the United States.

SCOTTSDALE, AZ, UNITED STATES, September 29, 2026 /EINPresswire.com/ -- Global Mobility Solutions (GMS), a corporate relocation and workforce mobility provider, has introduced dedicated relocation resources for companies moving employees between the United States, Asia-Pacific and Latin America. The resources cover both directions of travel: U.S. employees sent on assignment abroad, and international talent relocating from these regions into the U.S.

Moving Employees into Asia-Pacific

Asia-Pacific includes some of the most active corporate relocation destinations in the world, but no two markets follow the same process. Singapore's Employment Pass system depends on salary and qualification thresholds that change periodically. Australia's skilled visas require employer sponsorship and labor market checks. Japan's work visas are tied to the specific role and sponsoring entity, and China's work permit process typically runs longer than those of most Western markets. GMS staffs assignment managers dedicated to the region, who coordinate with in-country immigration counsel as part of its corporate relocation services in Asia-Pacific.

Moving Employees into Latin America

In Latin America, nearshoring has increased relocation demand, particularly in Mexico's manufacturing and engineering hubs. Moving operations closer to the U.S. shortens supply chains, but it does not simplify immigration. Mexico's temporary resident visa for work requires an approved job offer and employer registration, and Brazil's labor code, the CLT, is among the most detailed employment frameworks in the region. GMS's relocation support for Latin America covers visa coordination, destination services in hubs including Mexico City, São Paulo and Bogotá, and group moves tied to new facilities.

Bringing International Talent into the United States

Relocation also runs in the other direction. Companies transferring a specialist from a Singapore office or bringing an engineer from a Mexico facility to a U.S. plant face U.S. immigration requirements, most often through intracompany transferee (L-1) or specialty occupation (H-1B) visas, and for qualifying Mexican professionals, TN status under the USMCA. Once the visa is approved, arriving employees often have no U.S. credit history, no Social Security number and no driver's license, which can slow down leasing a home, opening a bank account and settling a family. GMS pairs immigration coordination with destination services across the United States, including home finding, school search and settling-in support for employees and families arriving from abroad.

Structuring the Hire Correctly

In every direction, how a hire is structured matters as much as the move itself. Companies without a legal entity in the destination country can often hire faster through an International PEO arrangement than by establishing a subsidiary first, which in some markets can take months.

"Whether a company is moving a team to a new plant in Mexico or bringing a specialist from Singapore to the U.S., each market has its own rules, and the planning has to start early," said Kelly Rabbitts, CRP, GMS, Executive Vice President and Chief Revenue Officer of Global Mobility Solutions.

GMS was ranked #2 among Overall Enterprise Leaders in HRO Today's 2026 Baker's Dozen Customer Satisfaction Ratings for Relocation.

About Global Mobility Solutions

Founded in 1987 and headquartered in Scottsdale, Arizona, Global Mobility Solutions provides corporate relocation, global assignment management and workforce mobility technology, including its MyRelocation^® platform. GMS supports domestic and international relocations in more than 140 countries through its independent supplier network.

Kelly Rabbitts
Global Mobility Solution
+1 800-249-8662
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