Global HR Solutions for International Workforce Management

Empower Your HR Team to Hire, Manage, and Support Talent Worldwide

Simplify global hiring and workforce management with trusted Employer of Record (EOR) solutions. Whether you’re expanding into new markets, hiring remote employees, or managing an international workforce, we help HR teams navigate payroll, benefits, compliance, onboarding, and employee lifecycle management across 190+ countries.

Hire globally, support employees locally, and scale your workforce with confidence.

Key Benefits

✓ Hire employees in 190+ countries without establishing local entities

✓ Streamline global onboarding and employee management

✓ Manage multi-country payroll and benefits administration

✓ Ensure compliance with local employment laws

✓ Improve employee experience and retention

✓ Access local HR expertise and support

✓ Scale your workforce quickly and efficiently

✓ Reduce administrative burden on internal HR teams

Find the Right Global Employment Solution for Your HR Team

Compare leading Employer of Record providers and discover the best solution for your international hiring, payroll, compliance, and workforce management needs.

Explore Global HR Solutions

Global EOR for HR Teams | Hire HR Leaders, CHROs & People Ops Globally | Global EOR Services

👥 Human Resources & People Operations

Who We Serve

Global EOR That Makes
HR Leaders Look Great.

You’re the person your business turns to when they want to hire fast in a country you’ve never operated in before. We’re the team that makes that happen — compliantly, quickly, and without a single headache landing back on your desk.

📅 Book a Free HR Consultation See How We Work With HR →

✓

Dedicated HR point of contact

✓

160+ countries covered

✓

HRIS integrations available

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First hire onboarded in 5 days

HR Leader Benchmarks

5 days

Average time from signed offer to Day 1 employment in any of our top 30 hiring markets

160+

Countries where we can employ your team members without a local entity or lengthy setup

Zero

Compliance surprises. We flag risks before they become your problem — not after Day 1

We’re not a platform you manage. We’re a team that manages complexity on your behalf — so you can tell your CEO “yes, we can hire them” and actually mean it.

Get HR Team Cost Estimate →

We work with

CHROs & People Leaders HR Business Partners Talent Acquisition Teams HR Operations L&D Functions Total Rewards Teams DEI Leads Employee Relations People Analytics HR Shared Services

Section 01

The Moment Every HR Leader Dreads — And How to Own It

You’re in a leadership meeting. The business wants to hire a Head of Sales in Brazil, a software engineer in Poland, and a customer success manager in Japan — all in the next quarter. Everyone looks at you. HR owns global hiring. And you have no entity in any of those countries, no local payroll vendor, and no idea what the employment law looks like on the ground.

This is the moment EOR exists for. But choosing the wrong provider — one that treats you like a ticket number rather than a strategic partner — creates a different kind of problem. Late payroll, incorrect contracts, missing benefits, and compliance gaps that surface as claims six months later. All landing back on your desk.

78%

of HR leaders say global hiring compliance is their top international expansion risk

5 days

Our average time to first compliant hire in any major market — no entity required

160+

Countries where your HR team can say “yes” to the business — immediately

🌍

“We Need Someone Hired in [Country] by Next Month”

The business moves faster than entity setup allows. Without EOR, your only answer is “we can’t” or “it will take 3 months.” Neither is acceptable when the hire is business-critical.

Speed Risk

📋

Employment Contracts That Don’t Comply Locally

Using your standard corporate contract template for every country is one of the most common — and expensive — mistakes in global HR. In most jurisdictions it’s either unenforceable, illegal, or both.

Compliance Risk

💰

Benefits You Didn’t Know Were Mandatory

13th-month pay in the Philippines. Statutory profit sharing in Mexico. Meal vouchers in France. Mandatory healthcare in Germany. If your HR team doesn’t know what’s mandatory before Day 1, you’re already in breach.

Benefits Risk

⚠️

Terminations That Become Claims

Letting someone go without the correct local process — performance management steps, works council consultation, statutory notice — can turn a straightforward exit into a 12-month employment tribunal.

Termination Risk

⚠ The hidden cost of getting it wrong: A single wrongful termination case in Germany, France, or Brazil can cost 12–24 months of the employee’s salary in compensation, legal fees, and reputational damage. The cost of compliant EOR employment is a fraction of the cost of a single mis-handled exit.

Section 02

We’re Your Global HR Extension — Not Another Vendor to Manage

Most EOR providers give you a platform. We give you a team. Every HR client has a dedicated compliance manager who knows your company, your headcount profile, and your business’s hiring rhythm. You call them — they don’t make you raise a support ticket.

🤝

Dedicated HR Partnership Model

A named compliance manager who acts as your global employment partner — available directly, knows your history, and proactively flags issues before they reach you. Not a shared support queue.

📄

Locally Compliant Contracts, Every Time

Employment contracts drafted in the local language, governed by local law, with all mandatory provisions included. We send you the English translation so you always know what your employee signed.

💰

Full Benefits Administration

Mandatory statutory benefits configured on Day 1. Optional benefits — private health, life insurance, pension top-ups — benchmarked against local market standards so your offer is competitive, not just compliant.

🔄

HRIS Integration

We integrate with your existing HR stack — Workday, BambooHR, HiBob, SAP, Personio, and more. Employee data flows between systems automatically. No double-entry, no spreadsheet reconciliation.

📊

Payroll You Can Trust

Monthly payroll processed on time in local currency, with correct income tax and social contribution withholding. You approve, we run. Payslips issued to employees in local format. No surprises at month end.

⚖️

Compliant Termination Support

When exits happen — voluntary or not — we manage the statutory process end-to-end: notice periods, severance calculations, final pay, required documentation, and works council consultation where applicable.

Built for HR Teams

Ready to Say “Yes” to Every Global Hire?

Book a 30-minute call with our HR partnerships team. We’ll walk through how we work alongside your existing HR function, answer your compliance questions, and give you a real sense of how quickly we can move on your next hire.

📅 Book Free HR Consultation → Get a Country Cost Estimate

Section 03

How Responsibilities Are Divided — You vs. Us

The biggest concern HR leaders have about EOR is losing control of their people experience. Here’s exactly what stays with you, what we handle, and where we work together — so your team knows what to expect from Day 1.

Activity	Owner	Detail
Candidate selection & offer decision	Your Team	You choose who to hire, negotiate the offer, and set the compensation. We have zero involvement in the hiring decision itself.
Day-to-day management & performance	Your Team	The employee works for you — your culture, your objectives, your management structure. We’re the legal employer; you’re the operational employer.
Culture, L&D, and engagement	Your Team	Your people experience, your EVP, your engagement programmes. EOR doesn’t change any of this — the employee is part of your team in every way that matters.
Employment contract drafting	Our Team	We draft the locally compliant employment contract in the local language, translated to English for your records. You review and approve before it goes to the employee.
Payroll processing & tax filing	Our Team	We run payroll every month, withhold the correct income tax and social contributions, remit to local authorities, and issue compliant payslips. You approve the payroll run before processing.
Statutory benefits enrollment	Our Team	Health insurance, pension, and any other mandatory benefits enrolled on or before Day 1. We handle the paperwork with local providers and track renewal dates.
Annual leave & absence management	Shared	Employees request leave through your HRIS or our portal. We track accruals and ensure leave entitlements comply with local statutory minimums. You approve leave requests.
Termination process	Shared	You make the exit decision. We manage the legal process — notice periods, severance calculations, required consultations, final pay, and documentation. We advise you on timing and process before any conversation with the employee.
Compliance monitoring & updates	Our Team	We monitor employment law changes in every country where you have headcount and notify you when something affects your employees — proactively, not reactively.

👥 The Employee Experience Is Still Yours

The most common misconception about EOR is that employees feel employed by someone else. In practice, your employee’s payslip, benefits portal, and day-to-day experience can all carry your brand. The EOR structure is a legal and administrative framework — the relationship between your company and your employee is unchanged. We make sure the administration is invisible to them.

Section 04

From Signed Offer to Day One — Our HR Onboarding Process

Speed without compliance shortcuts. Here’s exactly what happens between “we’ve chosen our hire” and their first day on the job — and how we keep your HR team informed at every step.

Country & Role Intake

Your HR team shares the basics: country, role, start date, and agreed compensation. We immediately run a compliance check — mandatory benefits, notice periods, probation rules, and any country-specific obligations we need to build into the contract. You receive a summary within 24 hours so you know what the employment will actually look like before anything is signed.

Day 1 — 24 hours

Contract Drafting & HR Review

We draft the employment contract in the local language with all mandatory provisions. You receive a bilingual version (local language + English translation) for HR and legal sign-off. We walk you through any clauses that differ from your standard contract — so your team understands what’s different and why. No surprises, no rubber-stamping.

Days 2–3

Benefits Configuration & Cost-of-Employment Sign-Off

We configure mandatory benefits (health insurance, pension, social contributions) and present the full cost-of-employment breakdown — gross salary, employer social costs, EOR fee, and any mandatory allowances. You approve the cost model before we proceed. No hidden costs appearing after Day 1.

Days 3–4

Employee Onboarding & Document Collection

We send the employee their contract and onboarding pack. They complete right-to-work verification, provide tax identification, and enrol in benefits through our portal or yours (via HRIS integration). We track completion so you’re not chasing documents — we are. You receive a green-light confirmation when everything is in order before their start date.

Days 4–5

Day One & Ongoing HR Partnership

The employee starts. Your HR team manages the people side; we manage the compliance side. Monthly payroll runs with your approval. Annual leave tracked. Regulatory changes flagged proactively. And if something comes up — a sick leave dispute, a parental leave question, a request to change hours — your dedicated compliance manager is a call away, not a support ticket.

Day 5 → Ongoing

Section 05

HR Professionals We Regularly Hire Internationally

Beyond enabling your business to hire globally, we also specialise in helping HR teams hire their own people internationally — building out distributed HR functions, regional HRBP coverage, and talent acquisition teams across borders.

👔

Chief People Officer / CHRO

Senior HR leadership for a new regional market — often the first hire before broader headcount grows.

🇸🇬 Singapore 🇦🇪 UAE 🇬🇧 UK

🤝

HR Business Partners

Regional HRBPs embedded with business units — often hired before a local entity is established.

🇩🇪 Germany 🇫🇷 France 🇧🇷 Brazil

🔍

Talent Acquisition Specialists

In-market recruiters and TA leads building local talent pipelines ahead of broader expansion.

🇮🇳 India 🇵🇱 Poland 🇦🇺 Australia

📚

L&D & Organisational Development

Learning and development specialists, OD leads, and culture programme managers hired regionally.

🇬🇧 UK 🇺🇸 USA 🇳🇱 Netherlands

💼

Total Rewards & Compensation

Compensation analysts and total rewards managers building local benchmarking and pay structures.

🇮🇳 India 🇵🇭 Philippines 🇿🇦 South Africa

📊

HR Operations & Shared Services

HR ops, payroll specialists, and people data analysts building shared service capabilities at lower cost.

🇮🇳 India 🇵🇱 Poland 🇲🇾 Malaysia

Section 06

Key Markets for HR Teams — Where We Operate

We cover 160+ countries with owned entities in all major hiring markets. Below are the destinations HR teams most frequently ask us about — with the employment law context that matters most for each.

🇬🇧

United Kingdom

At-will? No. 28 days leave min. Statutory sick pay. TUPE on transfers.

Free Download: HR Leader’s Global Hiring Compliance Checklist

A 40-point checklist every HR team should run through before onboarding an international employee — contracts, benefits, payroll registration, right-to-work, and termination process. Covers 20 key hiring markets.

⬇ Download Free HR Checklist

Section 07

Questions HR Leaders Ask Us Most

Will our employees know they’re employed by an EOR rather than our company? ▼

This is the question HR leaders ask most often — and the answer depends on how you want to handle it. We can white-label the employee-facing experience so payslips, contracts, and communications carry your company name as the operational employer, with the EOR relationship disclosed in the contract as the legal employer. Most employees understand and accept this structure, particularly in markets where EOR is common (UK, Singapore, UAE). In some markets (Germany, Netherlands), co-determination rights mean the EOR structure must be transparent to employee representatives, but this doesn’t affect the individual employee’s experience day-to-day.

Can we integrate your EOR service with our existing HRIS — Workday, BambooHR, HiBob, Personio? ▼

Yes. We offer native integrations with Workday, BambooHR, HiBob, Personio, and several other platforms, plus an API for custom connections. Employee records, leave balances, and payroll data can flow between systems so your HR team isn’t maintaining two separate records. We configure the integration during onboarding — typically within the first week — and test it before your first hire goes live. If your HRIS isn’t on our standard integration list, we can discuss options on a scoping call.

What happens if we need to let an international employee go? How does termination work? ▼

Termination is where good EOR providers earn their fee. As soon as you know a termination is being considered, call your dedicated compliance manager before any conversation with the employee. We’ll brief you on the statutory requirements — notice period, severance calculation, any required consultation process (works council in Germany/France/Netherlands, collective redundancy rules if applicable) — and we’ll manage the legal process from start to finish. You handle the human conversation; we ensure the legal framework is followed correctly. We strongly advise involving us before the employee is informed, not after.

How do you handle mandatory benefits — and can employees access our company benefits too? ▼

Mandatory benefits are enrolled from Day 1 — health insurance, pension, social security, and any country-specific requirements (13th month pay, meal vouchers, transport allowances). Your company’s discretionary benefits — private medical, dental, life insurance, equity — can be layered on top. We work with local benefits brokers to source competitive optional benefits, and we can administer them on your behalf or integrate with your existing benefits platform. We always benchmark optional benefits against local market practice so your offer is competitive, not just compliant.

We have employees in 8 countries already with another EOR. Can we transfer them to you? ▼

Yes — and we manage this kind of transition regularly. The mechanics depend on the country: in some jurisdictions, a TUPE-equivalent transfer of employment is available; in others, the cleaner approach is a new employment contract with agreed continuity of service recognised. We conduct a transition assessment before any move — reviewing existing contracts, benefits, and payroll configurations — and manage the process to minimise disruption to employees. We also handle the offboarding from the previous EOR on your behalf wherever possible. A typical multi-country transition takes 4–8 weeks.

How do you handle parental leave, sick leave, and other complex absence types? ▼

Statutory leave entitlements vary enormously by country — Sweden’s 480-day shared parental leave, Germany’s 14-month parental leave, Japan’s 12-month entitlement, versus the US’s 12 weeks unpaid under FMLA. We administer statutory leave in full, including employer notification to authorities, continuation of benefits during leave, and return-to-work process. For sick leave, we manage statutory sick pay calculations and any required medical certification. Your HR team approves leave; we handle the compliance mechanics. You’ll receive a monthly summary of active leave so you have visibility across your global headcount.

What’s the minimum contract length and can we hire for short-term projects? ▼

Most EOR engagements are open-ended (permanent) employment, which is what local law requires in most jurisdictions. Fixed-term contracts are available in some countries but are restricted — in Germany and France, for example, fixed-term contracts require a specific justification and have statutory limits on duration and renewal. For genuinely short-term or project-based work, contractor engagement through our Agent of Record (AOR) service may be more appropriate than EOR employment. We’ll advise on the right structure for your use case on our first call.

Your Global HR Partner

Let’s Make Your Next Global Hire the Easiest One You’ve Done

Whether you’re hiring your first international employee or managing a 50-person distributed team across 12 countries — we’ll make sure compliance is handled, your employees are looked after, and your HR team can focus on the people work that actually matters.

📅 Book Free HR Consultation → Download HR Hiring Checklist

Related Resources

Built for HR Leaders

On This Page

01The HR Hiring Challenge 02How We Serve HR Teams 03You vs. Us — Responsibilities 04Our Onboarding Process 05HR Roles We Hire 06Key Markets 07FAQ

HR Partnership Team

Talk to an HR Specialist

Not a sales call. A real conversation with someone who understands what HR teams need from a global employment partner — speed, compliance certainty, and a human being to call.

📅 Book Free Call → Download HR Checklist

HR Roles We Hire Globally

👔CHRO / CPOSenior

🤝HR Business PartnersCommon

🔍Talent AcquisitionHigh Demand

📚L&D SpecialistsCommon

💼Total RewardsCommon

📊HR Ops & Shared ServicesFast Hire

Other Industries We Serve

💼Finance ⚖️Legal 💻Technology 🏥Healthcare 🛍️E-Commerce

Explore how Global EOR Services can transform your global workforce management.

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