End-to-end HR advisory, across every jurisdiction.
Expanding internationally means navigating a different set of employment laws, compliance obligations and workforce expectations in every market you enter. Getting it wrong is not just costly, it is a business risk. HSP Group acts as your dedicated HR advisor across borders.
Tell us which countries you employ in and we will tell you what needs attention. An HR advisor replies within one business day.
Areas of expertise
Senior HR expertise, without building it in-house.
There is no shortage of HR advisors. What is harder to find is one that understands both the local detail and the global picture, and can act on both at once.
A senior HR team you can call on, at the cost of advice not headcount
Our consulting model gives growing companies instant access to senior HR expertise without the cost or complexity of building it internally. In practice it works like having a highly experienced HR team available whenever a decision needs one.
The same answer holds in every country you employ in
Local regulatory expertise paired with a globally consistent delivery model. A policy written for one market is checked against the others, so you end up with documentation that holds up everywhere rather than a different standard in each country.
We do not stop at the advice
Most advisors hand over a recommendation. We help you implement, document and maintain the HR operations that follow from it, and HSP’s HR administration team can run them day to day once they are in place.
Three decisions, and a different right answer in each country.
Hiring someone, changing their terms and ending their employment are the three moments where local law stops being a background concern. Each one is governed differently in every market, and each one is where the cost of a wrong assumption lands.
- Locally compliant employment contracts, offer letters and variation letters, drafted rather than templated
- Grievance, performance and disciplinary documentation that stands up to local scrutiny
- Statutory termination process guidance, redundancy and reduction-in-force support, and the letters that go with them
Advice you can file, not just advice you can read.
An HR engagement should leave you with documents, not a memo. These are the artifacts that exist at the end of one, and they are the same set an auditor, a works council or a tribunal will ask to see.
- Employee handbooks and work rules written for the market they apply in
- Benefits benchmarked by market and role, then sourced and implemented
- HR audits and compliance reviews, so you find the gaps before someone else does
Review, advise, implement.
The same shape covers a single contract question and a multi-country handbook program. What changes is the scope.
An HR audit of what you have in each country you employ in: contracts, handbooks, policies, benefits and documentation. You get a picture of where you are compliant, where you are exposed, and what is simply missing.
Senior HR advice on the decisions in front of you, grounded in local employment law and in what your organization actually does. Benefits benchmarked by market and role, CBA obligations assessed, termination routes set out before anyone commits to one.
We draft the documents, put the policies in place, and support the process through to completion. HSP's HR administration team can then run them day to day, or hand them back to yours.
When one market became several.
Thermo Systems moved into the EU and found that each new country brought a different set of employment obligations with it. What began as a hiring question turned into a compliance one.
100+
countries supported
1,000+
companies served
1
standard, applied across every market
“Once we started talking about EU countries, it became apparent that we had to make sure we were doing the right thing and remaining compliant. As we moved into different countries with different roles, it was critical to ensure compliance. We recognized we needed to work with HSP Group, who could advise on and attend to multiple technical considerations and provided us with seasoned experts.”
Sueann Snodgrass, former Chief People Officer, Thermo Systems
What we cover.
From day-one employment contracts to complex cross-border restructurings.
Employment and documentation
Locally compliant employment contracts, offer letters and variation letters, employee handbooks and work rules, and the HR policies and compliance documentation that sit behind them.
Benefits and compensation
Local mandatory and supplemental benefits, benchmarking by market and role, health, life, pension and non-insurance benefits, plus sourcing and implementation support.
Employee relations
Grievance and performance documentation, leave and absence management guidance, disciplinary process support, and anti-bribery and harassment compliance.
Terminations and restructuring
Statutory termination process guidance, redundancy and reduction-in-force support, termination letter drafting, and local labor law compliance checks before you act.
Global mobility
There is no one-size-fits-all answer when an employee moves between countries. We guide you through immigration, expatriate compensation and payroll, tax and social security considerations, and expatriate categorization.
Audits and CBAs
HR audits and compliance reviews across your markets, plus collective bargaining agreement assessments and guidance where a CBA applies to your workforce.
More on employing across borders.
Questions we get asked.
How is this different from your HR administration service?
HR administration is the running of it: onboarding, documentation management, compliance checks and the ongoing process, month after month. Consulting is the advice and the decisions behind it, usually at a specific moment. They work well together, and many clients take both, but either can be engaged on its own.
Are you a law firm?
No. HSP provides HR advisory grounded in local employment practice, and works alongside your legal counsel where a matter requires legal advice. Where local counsel is needed and you do not have it, we can coordinate it.
We only have a handful of people in each country. Is that too small?
No, and it is the most common shape we see. The model is built for mid-market companies expanding internationally, where there are too few people in each market to justify local HR but too many obligations to leave unmanaged.
Can you review the contracts and handbooks we already use?
Yes. An HR audit checks what you currently hold in each country against what local law requires, and reports where you are compliant, where you are exposed and what is missing. It is the usual starting point for a first engagement.
We need to let someone go in a country we have never done that in. Can you help?
Yes, and the sooner the better, because the process requirements usually start before the conversation does. We set out the statutory route for that jurisdiction, support the documentation and drafting, and run the local labor law compliance checks before anything is actioned.
Does a collective bargaining agreement apply to us?
In several European markets a sector-level CBA can apply whether or not you have recognized a union, and it can set pay, hours and termination terms above the statutory minimum. CBA assessment and guidance is part of the service, and it is one of the more common surprises for first-time entrants.
Can you help move an employee from one country to another?
Yes. There is no one-size-fits-all answer, and the considerations are fact-dependent, so we work through immigration, expatriate compensation and payroll, tax and social security treatment, and how the assignment should be categorized.
How is an engagement scoped?
Either as a defined piece of work with a scope and timetable, or as ongoing access to senior HR expertise that scales with the business. Tell us which countries you employ in and what is in front of you, and we will propose the shape that fits.
100+
countries supported
1,000+
companies served
0
local HR headcount required
Start with an audit.
Tell us which countries you employ in and we will tell you what needs attention, before it becomes the kind of problem that arrives with a deadline.
An HR advisor replies within one business day. No sales sequence.