Frequently Asked Questions
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A global policy can establish minimum standards, but it should be reviewed and supplemented for mandatory local requirements.
The client’s overseas entity remains the legal employer. The provider is responsible for its contracted services, while the employer retains its statutory duties and employment decisions.
Shared HR can cover substantial administration and local compliance support. It does not replace daily business management, internal decision-making, or an on-site presence where one is operationally necessary.
No. The legal employer changes. Local rules may require employee consent, new employment documents, termination and rehire, a statutory transfer process, or immigration action.
Not necessarily, although the services can overlap.
ASO usually describes administrative outsourcing without co-employment. Shared HR often emphasizes integrated multi-process and multi-country HR operations.
The contract determines the actual difference.
Yes. Externally delivered Shared HR can be treated as a form of HR outsourcing.
Its distinguishing feature is the integration of several recurring employee-lifecycle processes under common workflows and governance.
Pricing usually depends on: Number of countries, Number of employees, Selected service modules, Payroll complexity, System integration requirements, Required level of local support. Providers may charge per employee per month, a fixed management fee, implementation fees, or a combination of these methods.
No. Shared HR can be particularly useful for growing companies that already have an overseas entity but do not yet have enough employees to justify building a complete local HR department.
Recruitment and executive search are not included by default in sailglobal’s standard Shared HR scope.
Global recruitment or staffing services can be added separately.