The article highlights approaches to the management of social mobility in the context of the current challenges and threats posed by the full-scale war and the consequences of the COVID-19 pandemic. The author researches and analyses the management process from different perspectives, namely, from economic, social, and legal points of view. The methods and means of mutual influence of the subjects and the object of management of social mobility of personnel are characterized. The influence of factors on the development of social mobility among personnel through the interconnection of state institutions, trade unions, and employers is substantiated. The interrelation between the elements of the process of managing the social mobility of staff is considered with a view to intensifying socio-economic changes and generating innovative ideas aimed at solving social problems through an appropriate mechanism. The article emphasizes the development of human capital in the working population and the growth of quality of life due to the strengthening of the processes of social mobility of personnel. The author identifies the levers of influence of the subjects of social mobility management through the introduction of regulatory policy measures, the concept of decent work, social justice, and human capital. The importance of social dialogue in addressing pressing employment issues through the active involvement of employers and research institutions, the dissemination of information on labour market trends, expanding access to educational and training opportunities, and increasing the diversity of career prospects is emphasized. It is determined that the mechanism for managing the social mobility of enterprise personnel is its ability to accumulate, preserve, implement, improve, and restore labour potential in space and time to obtain a qualitative result of human capital management. This article examines both objective and subjective factors of influence on the mechanism of management of social mobility of personnel and identifies their division into those related to qualitative characteristics of a personality, those related to working conditions, and individual characteristics and interests of a personality.