Many organisations grow through evolution, and this can end up in adhoc contractual arrangements which suited when there were 5-10 staff, with maybe two of those being overseas. But what if your organisation has grown significantly in the last 5 years?
Have you put some thought into re-evaluating how you contract your staff and where from?
Issues such as tax compliance for overseas employees, their legal contractual rights if based in one country but contracted in the headquarters' location, or equal pay often raise their head as an organisation grows. Be quick to prevent yourself future headaches and unforeseen costs by addressing these often forgotten HR hygiene areas early. Not only do they result in a streamlined, easier to manage organisation, but your opaqueness as an organisation on these areas is often welcomed by your employees.
Frequently, we begin work with clients on something high level, such as their reward philosophy or global HR strategy, only to find it quickly quagmired by the nuts and bolts of HR administration which has not been updated.