Challenge: A large software company operating out of the U.S. and India recently underwent rapid global expansion. To stay ahead of competitors, it needed to quickly deploy staff in several new locations. While the company had established entities in the U.S. and India, it had none in these other areas and therefore no knowledge of local employment, payroll, immigration, insurance, tax, and social security requirements.
The company’s already overburdened HR staff was unable to keep up with the expansion — as this meant staying up to date on these requirements in each new location — and therefore requested our support.
Solution: The company outsourced all non U.S./India HR functions to MSI and within just a few weeks we had their staff on the ground in Holland, Germany and Thailand, compliantly employing and payrolling staff, sponsoring on local work permits, and providing health insurances, pensions, and other benefits specific to these countries.
Challenge: A U.S. company working with a banking client in Shanghai found that it needed to employ local staff onsite. This would only be needed on an interim basis, however, to support their installations and consulting projects. Their challenge was that the company had no established entity in China. Without one, it was believed, they couldn’t legally employ and payroll Chinese citizens.
However, establishing an entity in China to employ staff didn’t justify itself, given the sporadic nature of the assignments. Not only would it have taken too long to establish (8-10 months) it would have also cost between USD $16,000 to $140,000.
Solution: By utilizing our GEO services, the company was able to avoid all potential startup costs, to legally employ and payroll local staff in Shanghai within weeks, and fully support a key client in a timely manner.
Challenge: An oil and gas consultancy based in Italy was required to temporarily place 15 of its employees at a client’s site in Algeria. It sought out our GEO services to sponsor them on Algerian work permits and employ them locally.
The client also wanted to continue payrolling the employees in Italy, as the Algerian dinar is not an “open” currency and they wouldn’t have been able to take any unspent dinars out of Algeria when repatriating. However, this was not possible, as part of their salaries had to be paid in Algeria to support the work permit.
Solution: Working with our North African service partner, we resolved this by running dual payrolls and arranging for tax and social security to be paid to local authorities in the local currency, and part of the net local salary into the employees’ Algerian bank accounts. The remaining salary was paid in Euros in Italy.