global hr playbook

Global HR Playbook

Even as an experienced HR professional in your home

country, entering a new territory can be daunting.

All of your hard-earned knowledge about employing workers in your

domestic country of operations must be re-evaluated when your company

is expanding internationally.

Trust us: The stakes are high.

Download your playbook

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We have too often heard from companies that are facing fines and reputational damage

for noncompliance with local labor laws, all because they did not fully educate themselves

on what they needed to do when hiring and sending workers overseas.



Our Global HR Playbook will help you prepare for a journey of twists and turns by helping you ask the right questions about global HR policy and practices — read on for a sneak preview of what’s inside.



Who Are You Hiring?



HR executives can help steer the conversation on who is going to

work in the new territory.



Whether the company wants to send expatriates, hire local employees or use third-country nationals may depend not only on the mix of talents the company

wants but on the country’s labor laws and the related pros and cons that accompany each group.



When you hire a host-country citizen, you eliminate certain significant headaches associated with

sending expats, such as the need to provide training about host-country business and social norms.



But local employees will not know your business as well as expats, so they may need more company-related training and ongoing guidance.



Employee Benefits: Expectations and requirements



f lex ibi l i tyExpanding globally requires



Unlike in the US, a salaried worker may get overtime for going over the 35-hour mark in a week

and can often be part of a unionized industry.



Related local requirements must be understood before workers are hired and should be outlined

in all employment agreements up front.



In the early days of your company’s expansion planning, consider how

employees will be on-boarded.



Training manuals and handbooks may not translate culturally to the employees in the host

country, and adjustments may need to be made.



Forge Ahead with Care



A company’s budget for international expansion can easily balloon, and there are bound to be surprises along the way.



With careful advance planning, due diligence and research, unexpected costs can be minimized, especially with HR’s help.



As an HR expert, two major elements of your job will remain

the same regardless of where your employees are located.



That is, you are responsible for ensuring your company’s compliance with local labor and immigration laws, and for the positioning of

your company as an employer that is capable of attracting and retaining key people.



The key to HR success when expanding globally is understanding the ways in which labor laws and customs may differ by country.



Seek expert guidance about how to best comply with those laws and customs to minimize risks

and maximize your competitive advantages.



Download your copy of the Global HR Playbook.

Be prepared for the challenges you will face when your business enters a new country.



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global hr playbook

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