How This Global HR Solution is Helping Companies Expand Worldwide

SAN FRANCISCO, CA / ACCESSWIRE / February 2, 2022 / Going international has become a short-term mission for businesses of all sizes. After all, virtual working arrangements and centralized cloud-based systems are now commonplace. As a result, it's possible to bring talented people aboard no matter where they live.

Of course, hiring and maintaining a global workforce isn't as easy as advertising jobs and conducting Zoom interviews. If you want to build a workforce across national boundaries, you're bound to run into several challenges. Most importantly, you'll need to understand your legal obligations and responsibilities. Every country carries its own rules when it comes to employer-employee relationships. Navigating playbooks can be daunting, time-consuming, and sometimes confusing.

Another snag along the path toward a global footprint is figuring out how to classify workers. Even in the United States, you can get in quite a bit of hot water for misclassification. When you expand some of your operations overseas or across national boundaries, you may find the classifications harder to understand. Yet you have no choice but to understand them: Making a mistake could lead to fines or penalties.

These are serious obstacles to smoothly transitioning to an international presence by hiring staff members who are located in other countries. They're not insurmountable, though. By partnering with an Employer of Record (EOR) like Remote, your organization can securely, swiftly, and confidently go global.

Enabling Globally Minded Businesses to Think and Go Bigger

As a leader in global HR solutions, Remote can serve as your EOR in another nation. With Remote, you don't need to have your own team of payroll specialists or lawyers on site in every country where you hire. Remote fills the gaps and protects you from potential compliance risks.

For instance, let's say you want to bring a few dozen employees into your company from Belgium, Austria, and Sweden. It wouldn't make financial sense for you to set up your own local legal entities in each of those European countries. Instead, you could work with Remote, who would act as your EOR and perform human resources, legal, and payroll functions on your behalf. That way, you could hire dozens of international employees in days instead of months or years.

From a paperwork perspective, Remote is considered to be the local employer for each of your foreign workers. Remote handles everything from benefits administration to stock options for your business, allowing you to move quickly and achieve your expansion goals easily and quickly.

Reducing Friction Points on the Road to Globalization

Remote's EOR positioning isn't just beneficial on a macro level. From a micro perspective, it eliminates several known headaches to hiring outside your home country. At the same time, Remote paves the way for your business to be successful in a new territory.

1. You don't have to reconfigure your payroll system.

Your current payroll software and workflows are set up to meet national needs, not international ones. However, other countries all require unique, specific payroll-related rules. These can include paid time off (PTO) requirements, allowable currencies, and payroll frequency.

Remote has a handle on the payroll legalities in countries all over the world. You won't have to spend any administrative time reworking your payroll strategies - you'll just have to choose the most talented people to fill your openings.

2. You have complete control over the management of your team.

Many corporate leaders misunderstand the function of an EOR. An EOR handles all legal, HR, and payroll issues for your company's international team. But you remain in charge of your team members' task assignments, training, and performance.

Think of it this way: Remote picks up your back-office paperwork so you can be productive in all your other areas. Remote doesn't get involved in any of the day-to-day management dealings with your people. Your international employees work with you in the exact same way as your domestic employees do.

3. You can get workforce insights regarding the countries you're targeting.

Have you thought about hiring someone from South Africa or Singapore but aren't quite sure how to make the integration work? Remote offers advisory services to help you understand a market before determining whether it's a good expansion fit.

Being able to get insider details about remote employees from a certain country can be invaluable. You'll have a much better understanding of how people in that country work and what they expect from an employer-worker experience. This allows you to improve team engagement across geographical boundaries.

4. You can start scaling operations nationally.

Remote isn't just useful as an international EOR. The company can assist you in jumpstarting your national team, too. Case in point: You may find that it's easier to work with an EOR to onboard someone from Hawaii or Florida to be a part of your Minnesota organization.

Having a robust national workforce can be a precursor to scaling up to a global one. Why not find an EOR that you can stick with the whole time? Remote offers a flat-fee pricing structure with zero hidden costs. Accordingly, you can determine whether working with an EOR nationally is financially sound for your needs.

It's time to dream a little bigger. With Remote as your EOR, your business can compete internationally for some of the brightest candidates looking for jobs. In very little time, you could amass a team of worldwide superstars without having to hire a team of international lawyers and payroll specialists. Just find your ideal candidates, sit back, and let Remote take care of the difficult parts, so you can focus on building your business.

CONTACT: press@remote.com

SOURCE: Remote