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- Multi-country HRMS
- Implementation
How a Multi-country HRMS rollout works
Start with one entity and a representative hire-to-pay cycle.
Set the operating scope
Choose an entity, country, currency, department, position and payroll calendar for the pilot.
Load foundations
Reconcile employees, managers, locations, pay grades, leave types, benefit plans and tax jurisdictions.
Rehearse hiring
Review a requisition, interview, offer and onboarding checklist with the people who make those decisions.
Rehearse time and pay
Submit leave and a timesheet, approve both, then review statement lines and run totals.
Release the cycle
Record approval before posting, then reconcile payment and filing confirmations through their connected systems.
What the customer provides
Provide the legal entities, country and currency choices, pay frequencies, opening employee list, organization structure, salary bands, leave rules and approved benefit plans. Name the human approvers for hiring, leave, time and payroll. Supply the connection owners and test access for payment, signing, learning and tax handoffs.
Changing it afterwards
When a country or entity is added, review its calendar, tax jurisdiction, leave policy and benefit plan effective dates. Use employment history for dated employee moves and separate correction run types for pay changes. Keep the earlier period and decision trail available for review. See the data model before a migration.
Set up Multi-country HRMS your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.