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International HR

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International HR

You may know through experience that even when you have HR compliance well in hand, maintaining that control becomes more difficult as your business expands into new markets and countries. Whether in growth, maturity or contraction stages, compliance challenges change all the time. Having one trusted partner to turn to helps minimise risk for HR leaders and their C-suite teams.​

Our HR advisers provide pragmatic, actionable advice for compliant international operations at all stages of the employment lifecycle. Whether you’re an early-stage company entering your first country abroad or an established enterprise with hundreds of international employees, our advisers can help.​

Our international HR services include all aspects of Internation HR management from pre-entity planning and employment guidance on proposed countries of entry, recruitment guidance to the development of documents, including employment contracts, employee handbooks and customised policies.​

Vistra also provides employee relations and litigation advice and ongoing mandatory and supplementary benefits management and guidance through our specialist teams. We advise on the right approach to compensation and benefits through our insights and benchmarking, analysis and ultimately implementation. We have many years of experience in merger and acquisition support, including HR due diligence and transfer support as well as redundancy, layoffs and termination assistance.​

We provide talent management and succession planning support, HR and benefit audits and a complete outsourced HR administration and business partner support service.

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Companies have always employed a contingent of remote workers abroad, including expatriates on long-term assignments, home office workers sent for temporary duties or local nationals with on-the-ground expertise.
For companies exploring the possibility of doing business in a new country, providing benefits to a handful of local employees can be a thorny issue, particularly when it comes to benefits that aren’t required by law.
When hiring a small number of employees in another country, many organisations use an employer of record, or EOR. The EOR firm hires the employees and manages their benefits, while the organisation manages the employees’ day-to-day responsibilities.
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