Crossing Continents

What to look out for when opening new overseas operations

Whether it's a sales office of five in New York or a production site of 500 in Poland, if you're looking to expand overseas then your HR and payroll provision shouldn't hold you back. Here's Ceridian's key checklist for FD's responsible for employees abroad.

Make it simple

The last thing you need when you're working through a multi-faceted project such as overseas expansion is to worry about HR and payroll responsibilities. Choosing a partner who can advise on employee tax liabilities, registration requirements and local best practice means that you can be operational more quickly and be sure you're compliant. If you're looking at managing employees in multiple countries, look for a supplier who can look after all of these through just one contract - saving you time on negotiation and supplier management.

Tap into local knowledge

If you're taking on responsibility for new employees in countries outside your normal experience, you need to be comfortable that you understand and can comply with the tax and employment law requirements of these jurisdictions, and how best to deploy your organisation's governance. Choosing an outsourcing partner is a cheap and quick way of accessing this type of expertise.

Keep one eye on the future

Ensure that any processes or provision you put in place has the flexibility to meet your needs today and tomorrow. If further expansion is likely, whether it be additional employees or additional countries, make sure you'll be able to handle it. If you're working with partners, check their global coverage.

Keep it cost-efficient

Don't just replicate systems and processes that are already in operation in the UK without checking they will be the best solution for your new global enterprise. This is a good time to re-evaluate existing procedures or even consolidate across all countries. Adding extra head-count or new in-country providers may not be the best option in the long run so make sure you're not missing out on the cost-benefits of outsourcing.

Put your people first

If you have employees relocating, either permanently or as assignees, ensure they have the same level of career development, training and support as they did before. Implementing a global EAP is a good way of providing overseas staff with access to advice to help them with the practical and emotional consequences of making the move. This reduces the strain on existing HR or line managers and ensures your duty of care responsibilities are met, as well as helping your employees optimise their performance in their new location.