NAXT + GLOBAL PARTNERS
Employer of Record, global payroll, and connected workforce operations—built around the people you hire and the markets you enter.
Country-specific delivery. Clear responsibilities. A coordinated employee experience.
GLOBAL WORKFORCE SERVICES
Bring HR, finance, and technology into the same conversation. Select the services you need, with local delivery and responsibilities defined for your engagement.
Assess a local-employer arrangement where you do not have an employing entity. Define the contract, payroll, statutory benefits, and employee-support responsibilities before the hire starts.
Discuss employer of record ↗Bring payroll calendars, approved inputs, funding, reconciliation, and reporting into a shared process. For your own entities, payroll administration supports the employer responsibilities you retain.
Discuss global payroll ↗Review the engagement model, statement of work, onboarding requirements, invoice approvals, and payment process. Classification depends on the working relationship and local rules, not just the agreement’s title.
Discuss contractor engagement ↗Coordinate statutory requirements and available supplementary benefits, leave processes, employee questions, and escalation routes. Confirm eligibility, provider options, and renewal responsibilities by location.
Discuss benefits & employee support ↗Align offer acceptance, documentation, start-date readiness, payroll entry, and access provisioning. For transfers or exits, define the approvals, employee communications, final-pay inputs, and local review needed.
Discuss onboarding & transitions ↗Scope the links between HR, finance, identity, service desks, and payroll providers. Agree the source of truth, data fields, access boundaries, change ownership, and exception handling for each interface.
Discuss workforce systems & integration ↗START WITH THE RIGHT MODEL
The right route starts with your entity footprint and the actual working relationship. A service name alone does not determine the legal arrangement.
| Model | Typical starting point | Employment relationship | What to establish first |
|---|---|---|---|
| Employer of Record | You want to hire in a location without your own employing entity. | The designated local EOR is the employer; your business directs the work. | Country feasibility, employing entity, contract terms, and shared responsibilities. |
| Global payroll | You already employ staff through your own local entity. | Your entity remains the employer. | Payroll registrations, input ownership, filing duties, funding, and approvals. |
| Contractor support | You engage a genuinely independent provider for an agreed scope. | A commercial services relationship, subject to local classification rules. | Actual working practices, classification review, deliverables, and payment terms. |
THE NAXT DELIVERY APPROACH
A workforce engagement needs an operating plan as well as a contract. Our approach connects the decisions made before a hire with the work required after their start date.
Discover
Map hiring locations, headcount, compensation, desired start dates, and your existing entities. Separate employment needs from payroll-only requirements.
Validate
Confirm the proposed employing entity, partner involvement, engagement restrictions, right-to-work requirements, and the division of responsibilities.
Prepare
Agree the service scope, cost breakdown, contracts, documentation, benefits, payroll calendar, funding arrangements, and onboarding dependencies.
Operate
Run agreed input checks, approvals, query handling, reporting, and change control. Assign named owners for routine work and exceptions.
Evolve
Review performance and capacity as the team changes. Plan role changes, location moves, provider transitions, and exits with the appropriate local review.
PAYROLL OPERATIONS
Good payroll operations depend on approved inputs, clear deadlines, and traceable decisions. Align the local processing requirements with the way your finance team works.
Capture agreed salary changes, variable pay, leave, and expense inputs. Identify missing approvals and exceptions before the cut-off.
Assign responsibility for payroll review, variance checks, local calculations, and final authorization.
Agree funding deadlines, payment responsibilities, currencies, and banking dependencies with the designated provider.
Check the processing outcome, resolve discrepancies, and provide the agreed finance and workforce reports.
Filing obligations, statutory payments, payslips, exchange-rate treatment, and correction procedures are allocated explicitly in the service agreement.
WHERE NAXT ADDS VALUE
Global teams create handoffs between people systems and business systems. We bring NAXT’s enterprise engineering perspective to those connections, so the workforce service fits the way your organization operates.
Explore enterprise integration ↗Define which system owns employee records and how approved changes move between teams.
Map agreed reporting fields, cost centres, invoice references, and reconciliation requirements.
Coordinate account requests, equipment dependencies, and access removal with the responsible teams.
Connect questions and exceptions with an accountable support and escalation process.
COUNTRY COVERAGE & COMMERCIAL CLARITY
NAXT and global partners assess availability by country, role, and service. Share your hiring locations and priorities; we will confirm the proposed delivery route and local provider arrangements before onboarding.
Request a proposal that separates the underlying employment costs from service fees and any additional scope. Country, benefits, and contractual terms affect the final amount.
COMMON STARTING POINTS
Assess an employment route for initial hires while you evaluate your longer-term entity strategy.
Coordinate the employment and operating requirements around engineering, customer support, or commercial roles.
Align fragmented provider calendars, approval processes, and finance reporting across existing entities.
Plan the data and support workflows needed as your team grows across locations.
QUESTIONS, ANSWERED
These are general service explanations. The proposal and country-specific review establish the arrangements for your team.
An Employer of Record, or EOR, is the legal employer under an agreed local employment arrangement. It typically administers employment contracts, payroll, and statutory employment obligations, while the client directs day-to-day work. The exact responsibilities and permitted model depend on local requirements and the contract.
NAXT works with global partners to shape and coordinate the engagement. Before onboarding, we confirm the local employing or payroll entity, partner roles, support arrangements, and contractual responsibilities. The delivery model is documented for the countries and services selected.
Share the countries, roles, headcount, and intended start dates in your enquiry. We confirm current service availability and local delivery arrangements before providing a proposal. Support for one country or service does not imply that every workforce service is available there.
An EOR arrangement identifies a local entity to act as the legal employer. Payroll services calculate and administer pay for an existing employer. Outsourcing payroll does not itself transfer the employment relationship or all employer obligations.
A transition starts with a review of the current relationship, contracts, employee communications, continuity requirements, and local process. Contractor-to-employee changes and employer transfers need individual assessment. We agree a transition plan before making commitments to workers.
Timing depends on country feasibility, documentation, contract review, right-to-work checks, benefits setup, and payroll cut-offs. We establish the target date and dependencies during discovery rather than promise a universal onboarding time.
No. An EOR is an employment model, not a blanket exemption from local rules or business obligations. Employment, tax presence, intellectual property, data protection, and immigration questions may need separate specialist review for the proposed arrangement.
Candidate sourcing, background screening, equipment logistics, visa support, and immigration advice are separate scope items. Tell us what you need; availability, qualified-provider involvement, timelines, and fees must be confirmed in the proposal.
LET’S PLAN YOUR GLOBAL WORKFORCE
Tell us the countries, roles, headcount, and timeline. We’ll help define the employment route, delivery model, and operational scope for a focused proposal.
No employee records or identity documents are needed for the initial enquiry.
