Oceaneering

Cassi Bauer

Cassandra is an outcomes-focused leader with a proven track record in various facets of international human resources. Her expertise lies prominently in developing and executing global programs tailored to meet the requirements of large multinational corporations.

Please tell us about the journey that you've had so far and your roles and responsibilities at Oceaneering.

I grew up as an expatriate, with my father being assigned to various projects in the Middle East. After completing university, I initially pursued a career in education, teaching at the American School in Kuwait for a few years. However, I eventually decided to transition out of education and found my way into the field of mobility at Worley Parsons. At Worley Parsons, I had the opportunity to work on a project in Iraq, leveraging my prior experience of living and working in the Middle East. They gave me opportunities in different facets of relocation and mobility work, laying a solid foundation for my future experiences. From Worley, I moved to Chicago Bridge and Iron as their Director of mobility, focusing on LNG and oil and gas projects globally. Following my tenure at Chicago Bridge and Iron, I worked at Weatherford in their shared services division. Currently, I have been serving as the Director of Mobility at Oceaneering for the past five years. In this role, I am responsible for overseeing all aspects of relocation, immigration, travel, and project resourcing. Oceaneering primarily operates in the tech offshore sector, where my job involves assigning approximately 3000 technicians worldwide to different vessels and offshore platforms. Our work revolves around remotely operated vehicles for surface operations, as well as pipeline inspections and maintenance, a responsibility that persisted through the challenges posed by the COVID-19 pandemic and continues to adapt to the evolving global landscape.

What are some of the major challenges in the employee relocation industry?

The market has changed quite substantially in the last five years. The COVID-19 pandemic, in particular, imposed a lot of restrictions and limitations on the movement of people. In addition, the travel and shipment industries experienced transformations, along with challenges in securing apartments and housing due to global migration trends. We are witnessing a constant battle between legal immigration and migrant movements, with many countries imposing stricter regulations on legal immigration and escalating associated costs. Consequently, every aspect of the relocation industry has been influenced by the changing infrastructure of the economies of the world.

“Each relocation must prioritize individual needs, uphold compliance, and enhance the employee value proposition. This ensures smoother transitions for the individual starting work in the new location, fosters family happiness, and minimizes assignment failures.”

What are recent trends that have evolved to help tackle these pain points?

There's a lot of technology that has been introduced to try to track and sustain relocations and moves. However, the crucial aspect that has gained prominence is the necessity for flexibility in one's movements. Countries, shipment lines, and facilities vary significantly, and each location poses unique challenges and requirements for travelers. In addition, the evolving needs of families, such as elder care and adoptions, can significantly influence relocation plans if the necessary elements are not appropriately arranged. As a result flexibility and comprehensive relocation programs have become paramount in addressing these multifaceted challenges.

Is there a project initiative that you've been part of recently and have implemented one or couple of these technological aspects to make that successful?

About four years ago we started a project aimed at enhancing our ability to track our tech population more effectively due to their rapid movements and quick rotations. This internal technology program encompasses tracking medical data, client requirements, vessel movements, and employee travel details. It was to ensure real-time visibility into the whereabouts of our personnel, enabling us to provide our clients with the highest level of service at Oceaneering. The technological advancement and the infrastructure implemented through this program allowed my team to be very successful during the COVID-19 pandemic. It allowed us to uphold Oceaneering's commitment to facilitating the global movement of personnel during an exceptionally challenging period. I believe that without the technology and infrastructure we had in place within the team, it is uncertain whether we would have been capable of meeting these demands and maintaining our operational excellence.

How do you see the employee relocation industry evolve over the next few years?

Companies are going to witness fewer permanent relocations and greater transient long-term assignments. The paramount importance of flexibility in shipments and consideration for employees' family statuses will be key factors in navigating this evolving landscape. Also governments are going to be more comprehensive about tracking people into their countries for tax and immigration compliance and liabilities. These factors collectively suggest that relocating employees will become more challenging and companies must exercise exceptional flexibility in planning and timing out these relocations well in advance.

Any specific piece of advice that you'd like to share with your fellow peers or other industry leaders?

My best advice for anybody entering the mobility field is to be flexible, while maintaining a steadfast focus on the individuals being relocated and their familial structures. It is necessary to ensure that every move is meticulously tailored to serve the best interests of the individuals, uphold customer compliance, and contribute to the overall enhancement of the employee value proposition. This approach will facilitate a smoother transition for the individual starting work in the new location and also contribute to the long-term happiness of families, minimizing the likelihood of failed assignments.