---
name: internal-mobility
description: Manage internal job postings, transfers, promotions, lateral moves, and internal talent marketplace. Use when employees want to explore new roles, managers need to fill positions from internal talent, or creating internal mobility programs and processes. Triggers on phrases like "internal mobility", "internal transfer", "lateral move", "internal posting", "internal job", "move to another team", "internal application", "talent marketplace", "internal hiring", "role change", "department transfer", "internal career move".
---

# Internal Mobility

Enable employees to grow and move within the organization through structured internal mobility programs.

## Workflow

1. Establish internal mobility policy: Eligibility, process, timelines, manager notification.
2. Create internal job board: Post all openings internally before (or alongside) external posting.
3. Employee applies: Submit internal application, update profile in talent marketplace.
4. Manager notification: Current manager informed (transparent but non-blocking).
5. Hiring process: Internal interview process (may be streamlined vs. external).
6. Transition planning: Notice period, knowledge transfer, offboarding from current role.
7. Onboarding in new role: Ramp support, success metrics, check-in schedule.
8. Track outcomes: Retention improvement, time-to-fill reduction, employee satisfaction.

## Internal Mobility Policy

```
INTERNAL MOBILITY POLICY
=========================

ELIGIBILITY:
  → Minimum tenure in current role: 12 months (18 months for leadership roles)
  → Current performance status: "Meets expectations" or above
  → No active PIP or disciplinary action
  → Completed all mandatory training and compliance requirements

INTERNAL PREFERENCE:
  → All roles posted internally for minimum 14 business days before external posting
  → Internal candidates given preference if equally qualified
  → Current employees can apply even if external candidates are being considered

MANAGER NOTIFICATION:
  → Current manager notified when employee applies for internal role
  → Notification is informational, NOT a veto (employees cannot be blocked from applying)
  → Current manager meets with employee to discuss interest
  → Manager has 5 business days to discuss retention (if they want to)
  → If both managers agree to accelerated timeline, process can move faster

APPLICANT RESPONSIBILITIES:
  → Apply through internal job board (not cold-emailing hiring managers)
  → Maintain performance in current role during process
  → Be transparent with current manager about interest (professionalism)
  → If selected, provide 30 days notice to current team (standard)

HIRING MANAGER RESPONSIBILITIES:
  → Evaluate internal candidates fairly (avoid bias for or against internal applicants)
  → Consider transferable skills and institutional knowledge
  → May streamline interview process for internal candidates
  → Communicate timeline and expectations clearly

CURRENT MANAGER RESPONSIBILITIES:
  → Support employee's growth (even if it means losing them to another team)
  → If employee is selected, cooperate with transition planning
  → Do NOT penalize employee for applying (retaliation is against policy)
  → Use the process as retention opportunity (discuss career growth within current team)

TRANSITION:
  → Standard notice period: 30 days (negotiable between both managers)
  → Knowledge transfer: Document responsibilities, introduce key contacts
  → Equipment and access: IT coordinates transition
  → Compensation: Adjusted to new role's range (may increase, stay same, or rarely decrease)
  → Benefits: Generally unchanged (unless plan year timing allows changes)

REJECTION:
  → If not selected, applicant receives feedback (same as external candidates)
  → Application notes stored for future consideration
  → No negative impact on current role or relationship with current manager
```

## Internal Job Board

```
INTERNAL JOB BOARD STRUCTURE
==============================

ROLE LISTING TEMPLATE:

═══════════════════════════════════════════════════════
INTERNAL OPPORTUNITY: [Job Title]
═══════════════════════════════════════════════════════

Department: [Team/Department]
Location: [City / Remote / Hybrid]
Reports to: [Manager Name/Title]
Team size: [Number]
Type: [Full-time / Part-time / Contract]
Posting closes: [Date — minimum 14 days from posting]

ABOUT THE ROLE:
  [2–3 paragraph description of the role, team, and impact]

WHAT YOU'LL DO:
  → [Key responsibility 1]
  → [Key responsibility 2]
  → [Key responsibility 3]
  → [Key responsibility 4]
  → [Key responsibility 5]

WHAT WE'RE LOOKING FOR:
  Required:
    → [Must-have skill or experience 1]
    → [Must-have skill or experience 2]
    → [Must-have skill or experience 3]

  Nice to have:
    → [Preferred skill 1]
    → [Preferred skill 2]

  NOTE: Internal candidates are evaluated on transferable skills and
  demonstrated potential, not just exact title matches.

COMPENSATION:
  Salary range: $[X] – $[Y]
  Bonus target: [Z]%
  Location-based pay band: [Band/Level]

WHY MOVE?
  [Growth opportunities, new skills, career path, team impact]

HOW TO APPLY:
  → Click "Apply" button on this posting
  → Update your profile in the talent marketplace
  → Optional: Schedule a casual chat with the hiring manager
  → Current manager will be notified of your application

QUESTIONS?
  Contact [HR contact] or [hiring manager name] for informal discussion.

═══════════════════════════════════════════════════════
```

## Talent Marketplace

```
INTERNAL TALENT MARKETPLACE
=============================

What is it?
  → Digital platform where employees showcase skills, interests, and availability
  → Managers post not just jobs, but also projects, gigs, mentorship opportunities
  → Matching algorithm connects employees with opportunities based on skills and goals

COMPONENTS:

1. Employee Skills Profile
   → Current skills (self-reported + manager-validated)
   → Skills in development (learning goals)
   → Past projects and achievements
   → Career interests and target roles
   → Availability for projects/gigs (e.g., "10% capacity available")

2. Opportunity Board
   → Full-time internal roles
   → Short-term projects (3–6 months)
   → Shadowing and job preview opportunities
   → Mentorship and sponsorship matching
   → Cross-functional task forces

3. Matching Engine
   → Algorithmic matching: Skills, interests, career goals
   → Recommendations: "Based on your profile, you might be interested in..."
   → Notifications: New opportunities matching your skills

4. Manager Dashboard
   → Team members' skills and interests
   → Employees interested in leaving the team (early warning)
   → Available talent for projects within team
   → Retention insights

BENEFITS:
  → For employees: Career growth without leaving the company
  → For managers: Access to known, vetted talent; faster hiring
  → For company: Retention improvement, faster time-to-fill, institutional knowledge retention
  → Data: Skills inventory, internal movement patterns, capability gaps

IMPLEMENTATION TIMELINE:
  Month 1: Platform selection and configuration
  Month 2: Employee profile onboarding (skills, interests, goals)
  Month 3: Pilot with 2–3 departments
  Month 4: Feedback and refinement
  Month 5–6: Company-wide launch
  Ongoing: Quarterly content refresh, engagement tracking
```

## Transition Planning

```
INTERNAL TRANSITION CHECKLIST
===============================

WEEK 1: Notification and Planning
  ☐ Both managers meet to discuss transition plan
  ☐ Employee provides 30-day written notice to current team
  ☐ Transition timeline agreed (start date in new role)
  ☐ HR updates records (role, manager, department, compensation)
  ☐ Announcement to both teams (coordinated messaging)

WEEK 2–3: Knowledge Transfer
  ☐ Employee documents current responsibilities
  ☐ Employee identifies key contacts and handover points
  ☐ Overlap sessions with backfill (if hired) or redistributing work
  ☐ Current manager identifies critical transitions and deadlines
  ☐ Employee completes outstanding urgent tasks

WEEK 4: Offboarding Current Role
  ☐ Final handover meeting with current team
  ☐ Access and equipment transition scheduled with IT
  ☐ Performance review and feedback for the period
  ☐ Appreciation from current team (if appropriate)
  ☐ Employee officially transitions to new role

WEEK 5–6: Onboarding New Role (first 30 days)
  ☐ Introduction to new team (structured, not just "meet everyone")
  ☐ 30-day goals set with new manager
  ☐ Training and onboarding for new role requirements
  ☐ Check-in schedule established (weekly for first month)
  ☐ Buddy or mentor assigned in new team

WEEK 7–12: Ramp and Stabilization (first 90 days)
  ☐ 60-day check-in: Progress against goals, adjustments
  ☐ 90-day check-in: Full ramp assessment, feedback from stakeholders
  ☐ Formal 90-day review: Successful transition? Any support needed?
  ☐ Development plan updated for new role
```

## Integration Points

- ATS: Internal job postings, application tracking
- HRIS: Employee data, transfer processing, compensation updates
- Talent marketplace platform: Skills profiles, matching, opportunity posting
- Performance platform: Performance status verification before mobility
- LMS: Training needs for new role
- Calendar: Interview scheduling, transition timeline
- Communication tools: Team announcements, transition coordination

## Edge Cases

- **Manager blocks transfer**: Policy override; HR mediation; employee cannot be permanently blocked
- **No backfill available**: Extended transition period; work redistribution; priority hiring for backfill
- **Compensation mismatch**: New role pays less than current (rare); discuss career growth vs. pay; one-time retention adjustment
- **Failed transition**: Employee unsuccessful in new role; return to previous role (if still available) or new placement
- **Cross-department politics**: Both managers aligned; HR facilitates; focus on employee growth as organizational win
- **Global transfers**: Relocation support, visa/work authorization, cultural onboarding, tax implications