Global payroll
One payroll operation, however many countries.
HSP runs payroll in 100+ countries as one managed service, with one consolidated cost view and specialists in every market you pay in.
A payroll director reviews your footprint and replies within one business day. No sales sequence.
NetherlandsClosed
SingaporeClosed
GermanyIn review
IrelandDue 23rdOctober pay run · GermanyTrusted by leading global businesses
Payroll in every market, under one contract.
Three things change when a multi-country payroll consolidates onto HSP: who answers for it, who does the work in each market, and how the rules get watched.
One team accountable for every country
You get one point of contact who knows your entire footprint, not a different vendor relationship per market.
In-country specialists, one service standard
The work in each market is done by payroll professionals qualified in that market. The process, the reporting format and the escalation path stay identical everywhere.
Compliance watched market by market
Every country gets a compliance calendar, tracked deadlines and ongoing regulatory monitoring.
One team accountable for every country
Questions that cross a border have an owner.
HQ teams running international operations commonly hold five or more payroll vendors, each accountable for one country. Anything spanning two of them defaults back to you.
A named Global Services Director and Associate across every market you pay in, escalating to an executive sponsor
Locally qualified payroll professionals in each market, held to one consolidated service standard
Cross-border work handled under the same engagement: a works council consultation in France, shadow payroll for an assignee in Singapore, a benefits change that moves gross-to-net
@Sarah we're moving 40 people into a new German entity on 1 Nov — do we run parallel payrolls that month, and does accrued holiday transfer or pay out?
Compliance watched market by market
Every filing has a date and a name against it.
Cross-border compliance errors can cost upwards of $100,000 a year, and the first sign of a local rule change is often the penalty. The work of watching for it is part of the service rather than an add-on.
A compliance calendar per market, with tracked statutory deadlines and a briefing before a change affects a pay run
Payroll approval workflows with granular audit trails, plus year-end reconciliation and multi-jurisdiction regulatory reporting
GDPR-compliant data handling, with payroll tax filing and social security remittance made in country
One consolidated cost view
A global payroll figure nobody rebuilt by hand.
Producing a consolidated view across local providers means assembling a spreadsheet every month from sources that agree on neither format nor timing. Payroll, entity, accounting and tax sit under one engagement here, so the handoffs between them are ours to manage.
Gross-to-net in every jurisdiction, in one filterable reporting format with real-time run status by country
Multi-entity consolidation, complex pay structures and year-end reconciliation across jurisdictions
Integration support for your existing HCM or ERP, so payroll data lands in the ledger you already close on
How it works
One model, every market.
01
Discovery
We map the countries you pay in, who runs each one today, and where the exposure sits.
02
Contracting & KYC
One contract covering every market, with KYC completed once rather than per provider.
03
Onboarding
Master data migration, calendar alignment and your GateWay environment.
04
Implementation
Build, design, test, deploy, then hypercare. Parallel runs where an incumbent is being replaced.
05
Ongoing service
Monthly runs, filings, regulatory monitoring and advisory, under the same team.
Proof
FLSmidth moved a fragmented payroll onto one vendor.
60+
payroll systems in scope at the start
10,000
employees covered
100%
on-time filing rate
“HSP Group has been able to handle pretty much every request that we've put forward to them.”
Staci Recksiek, former Head of Global People Experience, FLSmidth
What's included.
Payroll processing
End-to-end execution, data collection and validation, gross-to-net in every jurisdiction, approval workflows and audit trails, payslip generation, multi-entity consolidation and complex pay structures.
Compliance and filings
In-country payroll tax filing and remittance, social security and statutory contributions, year-end reconciliation, multi-jurisdiction regulatory reporting, GDPR-compliant data handling.
Reporting and technology
Real-time payroll status across every country, filterable reports and custom templates, gross-to-net analytics, employee self-service for payslips.
Implementation and transition
Implementation project management, payroll vendor selection and transition support, process mapping, change management, parallel runs and master data migration.
Advisory
Direct access to in-country subject matter experts, ongoing strategic payroll advisory, expatriate and shadow payroll, statutory benefits and local entitlements.
GateWay Payroll
Payroll runs through GateWay, HSP's global expansion management platform, alongside your entity, HR and tax work.
Why companies call us
We join the dots.
Most companies reach HSP part-way into something they did not plan for. What they need is not a menu of services to choose from, it is someone who has handled the situation before and can tell them what happens next.
You won work somewhere you do not operate
A contract commits you to deliver in a country where you have no entity, no payroll and no local advice. The obligations start before the first invoice does.
You expanded, and the vendors multiplied
Ten countries, eight payroll providers and six bookkeeping firms, each accountable for one market and none of them for the whole.
People moved, and the obligations followed
Assignments, expatriates and long projects create shadow payroll, withholding and permanent establishment exposure that nobody scoped at the start.
Three ways to run a multi-country payroll, and what changes under each.
| Running it in-house | A provider per country | HSP Group | |
|---|---|---|---|
| Contracts to manage | One per market you operate in, plus the payroll software itself. | One per provider, each renewed and negotiated separately. | One, across the whole footprint. |
| Who owns the pay calendar | Your finance or HR team, in every market, alongside their own work. | Each provider owns its own, to its own cut-offs. | One calendar and one named owner across all of them. |
| Local statutory competence | Varies by market, and by who you were able to hire there. | Strong. It is what this model is for. | Locally qualified payroll professionals in each market. |
| Consolidated reporting | Assembled by hand each month from every market. | Assembled by hand from formats that do not agree. | One filterable format, produced for you. |
| Regulatory monitoring | Yours, in every market, including the ones you entered last year. | Usually in scope locally, rarely compared across markets. | In scope, and briefed to you before it affects a run. |
| Cross-border questions | Yours to answer. | Land back at headquarters, between two providers. | Handled under the same engagement. |
| Entity, accounting and tax | Separate internal teams or separate vendors. | Separate vendors again, market by market. | In the same engagement. Few providers cover that range. |
A payroll director reviews your footprint and replies within one business day.
Insights
More on running payroll across borders.
Questions we get asked.
How do you manage payroll and compliance across multiple countries?
One process, one reporting format and one escalation path in every country, with the in-country work done by locally qualified payroll professionals in that market. Each market gets a compliance calendar and ongoing regulatory monitoring, and changes reach you as a briefing before a pay run.
What are the compliance risks of paying people internationally?
The common ones are late or incorrect statutory filings, misclassified workers, social security contributions missed in a secondary jurisdiction, and data handling that fails GDPR. Cross-border compliance errors can cost upwards of $100,000 a year, and 81% of mid-sized companies name compliance as a top concern when they expand.
Can HSP take over payroll we already run with other providers?
Yes, and it is one of the most common reasons clients call. A company that expanded into ten countries and ended up with eight payroll providers and six bookkeeping firms is a typical starting point. Transition covers vendor coordination, parallel runs, master data migration and change management for your internal team.
Which countries can HSP Group run payroll in?
HSP delivers in 100+ countries, with a standard supported list covering 62 markets across the Americas, Asia Pacific, Europe, and the Middle East and Africa. Countries outside that list can often be supported and are scoped on request.
Do you replace our payroll software, or work with what we have?
Both are supported. GateWay Payroll can be your system of record, or HSP works alongside an existing HCM or ERP with integration support and coordinated vendor management. Several clients run payroll through a third-party engine with HSP providing the payroll leadership around it.
What is the difference between Payroll and Payroll+?
Payroll covers end-to-end execution and statutory compliance for teams up to around thirty employees. Payroll+ adds multi-entity consolidation, complex pay structures, advanced analytics, year-end reconciliation, system implementation and audit support.
100+
countries with payroll, entity, HR and tax delivered
100%
on-time filing rate
Tell us which countries you pay in and where it hurts.
We will map what a consolidated payroll would look like across your footprint, where the compliance exposure sits today, and what it would cost to run.
A payroll director replies within one business day. No sales sequence.