Before rejoining NetExpat, I held key positions at prominent companies, serving as the Relocation Department Director at Helma International and as an Associate Manager in International Operations at BGRS. Through these positions, I gained extensive expertise in managing global mobility and relocation operations, which has contributed to my current leadership role at NetExpat. After freelancing as a consultant for job search and career support programs, I rejoined NetExpat, witnessing the company's substantial growth from its early days in Belgium to its current global presence spanning over 85 countries. Recognizing NetExpat's transformative journey, I eagerly seized the opportunity to take on new responsibilities. With academic credentials in HR management and a wealth of experience in global mobility, my diverse professional background now enhances my current role, combining expertise in mobility, HR, and people management. My experience in managing intercultural teams reflects my passion for collaborating with diverse cultures, emphasizing my commitment to fostering intercultural understanding in the workplace.
TEAM SPOTLIGHT: KATJA DE DECKER
Diego Marquez • December 5, 2023
Katja has been in her current role as Director of Global Client Services at NetExpat since 2015. This is her second journey with NetExpat as she previously worked for the company in 2004. Her initial connection with NetExpat dates back to her early career when she served as a consultant in Brussels. Katja currently oversees a diverse set of responsibilities such as managing global teams, case authorizations, conducting weekly calls, and leading projects related to Partner Support tools. Katja is fluent in Finnish, French, English, with her native language being Finnish.
We appreciate your work with NetExpat over the years!
Could you please provide some insights into your background?
How has global mobility evolved over time and do you think that the employee experience has improved since you started?
I’d say that since I began my career, there has been a considerable shift in family dynamics. I've noticed a diverse range of family structures, including same-sex couples and individuals with various backgrounds and profiles. The professional landscape is changing too, with expatriates exploring new sectors and career paths. Expatriation often prompts individuals to reassess priorities, leading to career changes or the pursuit of self-employment. Post-COVID, there's been an increase in portable careers, online businesses, and virtual realities, showcasing a trend toward diverse professional activities. Partner integration is also evolving, with individuals taking breaks or focusing on their careers at different life stages. In terms of global mobility, I've observed a growing emphasis on family well-being, with some companies transitioning to a "care flex" approach. I'm pleased to see companies adapting policies based on feedback, promoting a more holistic and flexible approach to expatriate support. Importantly, the demographic of relocating partners is changing, including more male partners and a broader range of family types, contributing to the continuity of dual careers.
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Learn how businesses can build workforce agility through flexible talent strategies, empowering employees and driving long-term organizational success.
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.
The pharmaceutical industry is operating under extraordinary and accelerating pressure. Patent cliffs heightened regulatory scrutiny, geopolitical instability, pricing constraints, and an increasingly complex global R&D and manufacturing footprint are pushing organizations to do more—faster, with fewer resources, and under intense public and stakeholder scrutiny. At the same time, demand for specialized talent has never been higher. Unlike extractive or capital‑intensive industries such as oil and gas, pharma cannot rely on large financial incentives to drive international mobility. Scientific, regulatory, medical affairs, and quality expertise are scarce globally—yet many of the very professionals pharma needs most are reluctant to relocate. Dual‑career households, two‑income families, caregiving responsibilities, and reduced appetite for long assignments mean traditional mobility levers are no longer sufficient. In this context, Global Mobility (GM) is no longer just an enabler of relocation—it must become a strategic talent catalyst.
Whether driven by mergers, digital transformation, geopolitical shifts, or evolving market demands, change affects every corner of a global organization. And without the right support, teams can suffer, along with morale and alignment. Profit losses, decreased productivity, attrition and reputational damage are very real risks, and often signs that an organization’s change strategy failed to account for cultural context—both the organization’s internal culture and the cultural identities of its employees. Change is universal, but how we deal with it is deeply cultural. Even the most well-designed initiative can falter if it overlooks one critical factor: how people experience change. In global teams, that experience isn’t just shaped by roles, responsibilities, and team dynamics. It’s also shaped by the cultural norms, values, and perspectives each person brings to the workplace. And when leaders assume their teams will respond to change the same way they do, communications and processes can quietly unravel—sometimes under the radar and long before the negative impacts are fully recognized. To lead and address change effectively, business leaders need to understand the cultural lenses that shape how change is perceived, processed, and embraced (or rejected).
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.
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Duty of care has long been central to global mobility—but its scope is widening. As organizations face new workforce expectations, diverse family profiles, and increasingly global teams, the question becomes: What does meaningful care look like today?
In a recent conversation with NetExpat, Mark Vaughan, Head of Global Mobility Policy at Maersk, offered a candid look at what it takes to modernize mobility policies in a way that is practical, inclusive, and aligned with today’s workforce realities.
