I started my career working for two major US airlines (American Airlines and United). I left the airline industry for an opportunity in logistics to gain exposure to a higher level of experience in Human Resources, including labor relations, compensation and benefits, project management, and talent development. I worked in different regions throughout the Americas and EMEA ultimately shouldering global responsibility for Total Rewards & Mobility. I later took on HR corporate leadership roles in the manufacturing and hospitality sectors. During my tenure at these companies, I was able to work and interact in multiple cultures in over 80 countries. I managed global teams with diverse backgrounds, and I had the privilege to live abroad in Europe and the Caribbean. I experienced firsthand the challenges of living and working as an expat interfacing with multiple cultures, and I learned the key was understanding and valuing intercultural differences.
TEAM SPOTLIGHT: CORINA SORIANO
Alison Wimmer • April 13, 2023
Corina Soriano joined NetExpat in January as our Vice President of Global Advisory Services for the Americas. Her primary responsibilities involve driving growth and development of NetExpat in the United States, Canada, and Latin America. Corina holds her degree in Business Administration with an accounting major, and she has previous experience as Vice President Global Total Rewards in the logistics industry as well as experience in corporate HR roles in several different industries. Corina is a multilingual global citizen (English, Spanish, Portuguese, basic French) with corporate experience, and her calling is Global Mobility.
We are delighted to have you join the NetExpat team this year!
Can you share a little bit about your background?
How has your perspective on employee experience changed working for NetExpat rather than from the inside of corporate Global Mobility?
My time with NetExpat has given me a better understanding of the overall trends faced by different industries – that while different, the world of work overall has changed dramatically. Because we are working in such diverse environments post-Covid, employee experience is suddenly top of mind. Everyone is now operating in some sort of “mobile environment” – needing to be fast, agile, adaptable. Global mobility is no longer defined as just moving employees and families from A to B.
I experienced this in my last role prior to NetExpat where I worked in the US but my team was located in Germany. Companies now have teams located in diverse locations both domestically and internationally. Even domestic teams include international members from diverse cultures and perspectives.
Contact us to schedule a call with one of our experts in your region to learn more about best practices in intercultural solutions, partner assistance and talent management.
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Michaela brings a thoughtful blend of international perspective, global mobility expertise, and people-centered support to her role at NetExpat. Growing up in Switzerland with British parents and immersed in multicultural environments from an early age, she developed a deep appreciation for different cultures and perspectives. Drawing on over two decades in relocation and global mobility, Michaela is passionate about the human side of international transitions, helping individuals and families navigate change with empathy, understanding, and a genuine sense of connection.
For decades, intercultural training was largely focused on helping employees understand the customs, norms, and business etiquette of a particular country. But the nature of global work has changed. Today's international collaboration is no longer defined solely by geography. Teams work across functions, regions, cultures, and time zones, often without ever relocating. Employees navigate differences in communication styles, leadership expectations, decision-making approaches, feedback preferences, and relationship-building practices every day. When collaboration breaks down, the root cause is rarely a lack of knowledge about a country's customs. More often, it stems from challenges in working effectively across diverse perspectives and ways of thinking. As a result, many organizations are rethinking what intercultural learning should achieve.
This blog post offers a glimpse into the exclusive content available to members of the NetExpat Community —designed specifically for the partners and spouses of transferees. From curated resources to peer-driven insights, this sample reflects the kind of meaningful support that helps partners/spouses feel seen, connected, and empowered.
Irini brings a thoughtful blend of intercultural insight, global mobility expertise, and people-centered support to her role at NetExpat. Growing up in Germany in a Greek-German family and later building a career spanning market research, relocation consulting, and global mobility, she developed a deep appreciation for cultural diversity and human connection. Drawing on both personal and professional experience, Irini is passionate about helping individuals and families navigate international transitions with confidence, empathy, and a sense of belonging.
When organizations talk about intercultural training, the focus is often on helping employees integrate, understand local customs, or become more culturally aware. While these are important outcomes, they’re not the only reasons to invest in intercultural development. The true value of cultural competence is far more strategic: driving better performance and business results. Employees who are chosen for international assignments, global projects, and leadership roles are already talented and capable. The challenge is not whether they can succeed, but whether the behaviors that made them successful in one culture will have the same impact in another.
Just as organizations now invest in Generative AI and Project Management skills, intercultural competence has moved from a special offering to a core capability required to collaborate, lead, and succeed across borders.
Since 2015, Massimiliano Giannandrea has served as IT Director at NetExpat, leading the development, security, and evolution of the company’s digital platforms. He works closely with business, operational, and technical teams to deliver reliable, scalable solutions that support NetExpat’s global mission. He is the architect behind the PartnerJob Explorer (PJE) platform and has helped drive the integration of AI-powered features that enhance the experience for candidates and clients worldwide. He also oversees platform stability, security, and continuous improvement while promoting collaboration and knowledge sharing across the IT team.
Learn how businesses can build workforce agility through flexible talent strategies, empowering employees and driving long-term organizational success.
When organizations support mobile employees during an intercultural assignment, they benefit long after those same individuals repatriate. The trouble is, too many businesses don’t see repatriation as a component of the assignment, which can have negative outcomes for both them and the employees they’ve invested in: Without repatriation support, employees face a myriad of challenges, from reverse culture shock and career uncertainty to feeling diminished. Businesses end up paying the price, from employees being disengaged to losing talent altogether. Both have negative impacts on a company’s ROI.
Patricia Biffi brings a rich blend of business acumen and global perspective to her role at NetExpat, shaped by her journey from Brazil’s dynamic fashion retail industry to building a new chapter in the United States. With nearly two decades of experience spanning commercial and marketing leadership, she developed a strong foundation in driving growth, building high-performing teams, and keeping people at the center of every decision. Having personally navigated the challenges of relocation and career reinvention, Patricia combines resilience, adaptability, and a people-first mindset with a deep appreciation for cross-cultural experiences and the evolving landscape of global mobility.
