HR Advisory Services

Yes. We design employee benefits packages tailored to each country and role, ensuring alignment with employment laws, minimum wage regulations, and statutory sick pay (SSP) requirements. Our approach balances compliance with global workforce strategy, offering perks such as health insurance, provident fund (PF) contributions, or auto-enrolment pension schemes. Whether managing a distributed company or a foreign subsidiary, we create benefits that attract top talent acquisition targets while meeting all local compliance obligations.

We leverage workforce analytics, market surveys, and payroll audit insights to benchmark your employee benefits against industry standards. By analyzing employee retention, employee tenure, and performance reviews, we quantify how benefits influence gross income, reduce turnover, and improve satisfaction. This data-driven approach highlights ROI and strengthens your employer brand while supporting compliance with international labor laws and tax compliance.

Yes. Our HR outsourcing team manages the full lifecycle of vendor selection, from agent of record evaluation to annual contract renewals. We also handle total rewards communication during employee onboarding, ensuring staff understand the value of their employment agreement, perks like 13th month pay, and deductions such as professional tax or TDS (tax deducted at source). Transparent communication improves trust and supports long-term employee retention.

We align all HR policies with labor law and international labor laws, covering areas like leave management (annual leave, paternity leave, end of service gratuity), probation terms, and performance reviews. Compliance is ensured with frameworks like the fair consideration framework (FCF) in singapore or UAE labour law, reducing compliance risk management concerns. This helps global employers deliver fair policies across diverse jurisdictions while supporting smooth global expansion.

Yes. We develop global HR and global mobility services strategies that standardize employee benefits while respecting local requirements such as social security wages, wages protection system (WPS) in the UAE, or central provident fund (CPF) in singapore. This compliance management approach ensures fairness across your global workforce while adapting to localization needs, work visa rules, and cultural expectations.