The 2025 HR Executive’s Guide to Purchasing Corporate Moving & Relocation Services
Corporate relocation in 2025 is no longer a simple administrative task. What was once “pack up, ship out, and hope for the best” has evolved into a highly strategic element of talent management. The way a move is planned and executed directly impacts recruiting, retention, and overall employee satisfaction.
This guide distills insights from extensive research, including the 2024 Corporate Relocation Study, Mobility and Mindsets, and the Strategic Role of Corporate Relocation Study. Together, these findings provide HR and mobility executives with practical, evidence-based best practices to help evaluate vendors, strengthen relocation programs, and support employees during one of the most stressful moments of their careers.
Why Relocation Strategy Matters in 2025
Relocation is now deeply tied to business growth and talent strategies:
Talent shortages are driving demand: With 41.5% of companies expecting relocation volumes to rise, HR leaders need relocation partners who can manage complex moves efficiently.
Geography is a competitive advantage: Smart companies are expanding talent pools beyond traditional hubs, which requires relocation providers with coverage everywhere, not just in major metros.
Employee experience is critical: Today’s workforce expects transparency, support, and minimal disruption. A stressful move can undermine a new hire or top performer, while a smooth transition builds loyalty.
Costs and complexity are increasing: Truck shortages, housing market volatility, and labor constraints make relocation planning more challenging, but companies that manage these effectively gain a competitive edge.
Who Makes the Decisions?
Relocation decisions rarely fall to one department. Research shows:
Operations teams (45.7%) focus on execution, logistics, and vendor performance.
HR and Mobility professionals (34.7%) prioritize employee experience, retention, and cultural alignment.
Procurement and Finance (14.0%) demand cost control, contract transparency, and ROI.
Supply Chain and Vendor Management (5.5%) considers vendor fit within the broader supplier strategy.
To succeed, your RFP process must balance operational excellence, employee satisfaction, cost control, and strategic partnership potential.
What Actually Matters When Choosing a Partner
Beyond marketing claims, relocation partners should be evaluated on fundamentals that impact employees and your program:
Proven service capacity: The ability to handle your volume with reliable resources where employees actually live and work.
Service flexibility: Programs should scale from cost-effective entry-level moves to executive-level white-glove service.
Real-time visibility and communication: Shipment tracking and proactive updates build trust and reduce stress.
Transparent pricing: The right partner helps you understand cost drivers and avoid hidden fees.
Responsiveness and support: How quickly a vendor answers questions is a preview of the working relationship.
Relocation Benefits That Actually Matter
Too often, companies select benefit models based on administrative convenience rather than employee well-being. Research shows:
Full relocation benefits (45.7%) deliver the highest employee satisfaction and the least stress.
Reimbursement policies (30.4%) appear cost-friendly but shift financial risk to employees.
Lump sum benefits (17.1% combined) offer flexibility but increase stress, especially without vendor oversight.
A relocation policy that matches your company’s talent strategy not only reduces turnover but also demonstrates your commitment to supporting employees holistically.
Timing is Everything
Seasonality impacts moving costs and capacity.
Best times to move: January–April and October–early November, when availability is strong.
Peak season challenges: May–August sees the highest demand, making early planning essential.
Holiday moves: December is difficult due to limited availability and employee distractions.
Tools like North American’s Best Times to Move Calendar help HR leaders plan strategically, reducing both cost and disruption.
Supporting Employees Beyond Moving Day
The move itself is only part of the employee journey. Research shows top concerns include disruption of family and friendships (45.9%), higher cost of living (31.8%), and spousal career concerns (13.9%).
Forward-looking companies provide destination services, mental health resources, flexible timelines, and ongoing check-ins post-move. This level of support helps employees feel valued and engaged long after the moving truck departs.
Using Relocation as a Strategic Tool
Relocation supports far more than immediate staffing needs. It drives:
Succession planning and leadership development
Cross-training and knowledge transfer
Market expansion with cultural continuity
With one-third of relocations tied to promotions, HR executives should view mobility as an investment in the leadership pipeline and a powerful retention lever.
Why North American Van Lines is the Right Partner
With more than 90 years of experience, North American Van Lines brings proven capacity, flexibility, and a track record of excellence. For six consecutive years, relocated employees have rated North American #1 in customer satisfaction.
Our approach combines capability, consistency, and care—ensuring each relocation strengthens your business and employee relationships.
Next Steps for HR and Mobility Leaders
Review your current relocation policy: Does it reflect your current workforce strategy?
Assess your vendor relationships: Are they delivering predictable costs, quality service, and strong employee satisfaction?
Plan for the future: Are you prepared for growth, geographic expansion, or leadership mobility needs?
👉 Download the supplemental Vendor Checklist and Questionnaire to structure your RFP process, compare providers effectively, and ensure you are asking the right questions.
To discuss your program or request a free policy review, contact:
Bobbi Maniglia, Vice President of Corporate Moving & Relocation Services
Bobbi.Maniglia@northAmerican.com | 800.213.4910