When embarking on business ventures in a new country, a whole new set of regulations inevitably comes into play. Whether a firm is eyeing international expansion or is already operational overseas, grappling with compliance with labour laws and human resource regulations presents a formidable challenge. It's not merely about being acquainted with the policies and regulations; equally vital is a lucid, step-by-step understanding of the key considerations when devising a comprehensive global HR policy.

Recognising the intricate nature of crafting a Global HR Policy that caters to the diverse clientele of a company, we sought wisdom from an adept hand in establishing successful global HR policies and strategies: Christin Spigai, Chief Human Resources Officer at Synechron, a global trailblazer in digital transformation, consulting, and technology within the financial services and technology innovation sectors. With over two decades of experience, Christin has adeptly orchestrated and overseen various Human Resources functions, encompassing Talent Acquisition, Benefits, HR Systems, HR Operations, and Payroll.

In an exclusive tête-à-tête with People Matters, Christin illuminates important steps to heed during policy drafting and delves into the role of technology in refining these strategies and policies for the overall well-being of the organisation and its workforce.

Creating a global HR policy: A step-by-step guide

The creation of a Global HR Policy necessitates a meticulous approach, ensuring its harmony with the company's ethos, adherence to regional regulations, and satisfaction of the diverse workforce's needs across various geographic locations. In this regard, Christin Spigai provided a structured roadmap for devising a pragmatic Global HR Policy:

1. Evaluation and Strategic Planning: Identify key stakeholders, evaluate HR challenges specific to regions, and define overarching objectives.
2. Legal and Regulatory Analysis: Collaborate with legal experts to ensure conformity with local labour laws and regulations.
3. Alignment with Corporate Principles: Ensure that the policy is in sync with the fundamental values of the organisation.
4. Tailoring for Regional Specifics: Strike a balance between uniformity and adaptability, allowing for customisation according to regional requisites.
5. Collaboration and Consultation: Engage HR teams and relevant stakeholders to gather valuable insights and feedback.
6. Training and Enactment: Conduct a phased rollout and training initiatives to acquaint teams with the policy.
7. Continuous Enhancement: Establish feedback mechanisms to consistently monitor policy adherence and efficacy, striving for ongoing improvement.

Strategic collaboration for global training and development

To guarantee that employees in newly established international locations access essential training and development opportunities, establishing a seamless collaboration between HR and the business team is paramount. Researching mandatory local compliance training and staying updated on region-specific and business-relevant certifications essential or advantageous for employees is a foundational step.

"Tailoring training programs to align with local expertise and prospective job roles, emphasising upskilling as necessary, is vital. Consistently soliciting feedback from training participants to adapt and enhance the programs ensures their ongoing relevance and effectiveness. This approach ensures that employees in new international locations are equipped with essential training to excel in their roles while adhering to local regulations," shared the Chief Human Resources Officer at Synechron.

Global talent acquisition: Leveraging local expertise for success

In the realm of talent acquisition for international expansion, collaborating with a local recruiter or HR partner possessing deep-rooted local knowledge is indispensable. Understanding the talent landscape in new markets is of paramount importance. Local recruiters and HR partners play a pivotal role in identifying and attracting the most suitable local talent while ensuring that the recruitment procedure aligns with the local culture, advised the Chief Human Resources Officer at Synechron.

Additionally, she highlighted the significance of "a comprehensive global talent mobility policy." This policy acts as a fundamental framework providing guidelines for international assignments. “It facilitates a seamless transition for expatriates into their new roles and environments. Encompassing critical domains such as compensation, benefits, relocation support, and cultural integration, this policy needs to remain adaptable, allowing individual regions to tailor certain aspects to meet specific local requirements while upholding overarching principles. This approach guarantees not only the strategic placement of apt talent but also nurtures a work culture that welcomes diversity and inclusivity, honouring the distinct needs of each region,” she added. 

Designing competitive international compensation & benefits

Creating compelling and compliant compensation and benefits packages for international recruits necessitates a customised strategy. The process commences with a thorough understanding of workforce demographics and specific needs in each location. Subsequently, a benchmarking exercise against the local market, encompassing competitors and industry norms, becomes imperative.

"The objective is to formulate packages aligning with local compliance standards while positioning your organisation as an appealing employer. Effective communication plays a pivotal role, entailing transparent dissemination of information and involving employee families. Regularly assessing package performance through metrics such as participation rates and adapting to evolving needs is vital. The emphasis should be on tailoring employee-centric packages that not only allure top talent but also bolster their well-being and professional advancement within the organisation," emphasised Christin Spigai.

Gen AI and automation: Powering global HR transformation

In the contemporary landscape, technology assumes a transformative role in orchestrating HR operations on a global scale. It transcends its traditional role and resembles an additional team, fortified with potent automation tools. Gen AI and automation technologies are at the forefront of revolutionising HR operations spanning international boundaries. These technological advancements not only introduce efficiency and uniformity into processes but also accommodate the intricacies of a diverse global workforce. Christin elaborated on how these innovations are driving this transformation.

"Multilingual support tools shatter language barriers, fostering inclusive communication. Automation streamlines onboarding through virtual platforms that guide employees through paperwork, policies, and personalised training. AI-powered performance management offers data-driven insights, while automated surveys gauge employee engagement and feedback," she articulated.

"AI-driven platforms make benefits administration more tailored and compliant. Compliance tracking and reporting are automated, minimising legal risks. Self-service portals and chatbots empower employees to independently manage information and seek assistance. Embracing Gen AI and automation enables organisations to effectively navigate HR operations, ensuring uniformity and compliance across international borders, ultimately facilitating seamless global expansion," she emphasised.

Christin Spigai, the Chief Human Resources Officer at Synechron, also highlighted that successful international expansion demands meticulous planning, cultural sensitivity, and a commitment to continuous learning. Valuing local expertise while maintaining a global perspective equips organisations to navigate the complexities of global markets and attain sustainable growth.