HERA
Hiring across borders is exciting. Running HR and payroll across borders is harder. Every country has its own taxes, contributions, holidays, and year-end forms. Without a plan, you end up with a different tool, and a different spreadsheet, in every country.
What changes from country to country
Here is a quick look at a few of the items teams deal with in four countries:
- Philippines: SSS, PhilHealth, and Pag-IBIG contributions, withholding tax, and 13th month pay. See HR software for the Philippines.
- USA: federal, state, and local tax rules, plus FICA. See HR software for the USA.
- Australia: PAYG withholding, super, leave loading, and penalty rates. See HR software for Australia.
- Singapore: CPF, SDL, and year-end figures for IR8A. See HR software for Singapore.
Rules and rates change over time, so always confirm the latest details with the local authorities or your accountant.
The problem with one tool per country
When each location has its own tool, you cannot see the whole company in one view. Reports take days to combine. New managers learn a different system in each country. And data gets retyped, which causes mistakes.
What to look for in a multi-country HR system
- Each location can have its own pay rules, holidays, and currency
- One employee record that works across locations
- Time and attendance linked to payroll in every country
- Role-based access, so managers see only their team
- Support that understands local rules and answers questions
Tips for running global HR well
- Standardize what you can. Use the same job titles, approval steps, and record formats everywhere.
- Localize what you must. Keep pay rules, leave, and contributions set up per country.
- Keep one calendar. Share company holidays and local holidays in one place.
- Review each pay run. Check the figures before paying or filing.
- Ask a local expert. Confirm rules with an accountant in each country.
Common mistakes with global payroll
- Using one set of rules everywhere. Each country has its own contributions, taxes, and leave.
- Mixing up public holidays. A holiday in one country is a working day in another.
- Keeping records in different formats. This makes reports slow and error-prone.
- Waiting until pay day to check numbers. Review time and pay data before each run.
- Having no local backup. Always have a local accountant or advisor to confirm the rules.
A checklist before you hire in a new country
- Find out which payroll contributions and taxes apply.
- Confirm the pay cycle, such as weekly, semi-monthly, or monthly.
- List the public holidays and standard leave.
- Set up the employee record and documents.
- Choose how you will pay, for example by bank transfer file.
- Run a test pay run and review it before paying anyone.
Why one support team matters
When something goes wrong at month end, you do not want to chase a different vendor in every country. One support team that knows your setup can answer questions faster. With HERA, the same dedicated HR support team helps you across every location.
What good global HR reporting looks like
When all locations share one system, you can answer big questions fast. How many people work in each country? What does each department cost? Who is on leave this week? You should not need to combine five spreadsheets to find out.
- Headcount by country and department
- Payroll cost by location
- Leave and attendance across sites
- Equipment issued to each employee, wherever they work
Time zones and communication
Global teams also bring time zone gaps. Agree on pay cut-off dates and approval deadlines that work for every location, and share them early. A single calendar and clear approval steps stop small delays from turning into late pay.
How HERA helps global teams
HERA works as an HR system for multiple locations. Each location can have its own pay rules, holidays, and currency, while you manage everyone in one place. Payroll, time and attendance, rostering, records, assets, benefits, and compliance share the same data. A dedicated HR support team sets it up with you and answers your questions.
Early access pricing is US$7 per user per month. Visit our Countries We Serve page to see how HERA works in each location.
Frequently asked questions
What is a multi-country HR system?
It is one HR system that handles employees in more than one country, with separate pay rules, holidays, and currency for each location.
Can HERA run payroll in different countries?
Yes. HERA can be set up with different rules for each location, so you can manage staff in the Philippines, USA, Australia, and Singapore from one place.
Do I still need local experts?
Yes, it is wise to confirm local rules with an accountant in each country. HERA applies the rules you set up and prepares the figures, and your team reviews them.
Book a HERA demo
Tell us about your team and we will show HERA with your departments and pay rules.