Run global HR from one system

HR software is where a company keeps its people data and runs the work around it: profiles and org structure, time off, documents, approvals and reporting.

Most teams start there, then add performance, learning, compensation and headcount planning as they grow. If those pieces sit in separate tools, the same data gets entered several times and the reporting stops agreeing.

Yes, and it's a well-worn path. You export from your current system, we map the fields, and a dedicated onboarding manager works through profiles, managers and time off policies with your team before anything goes live.

There's a readiness checklist, guides for the systems people most often move from, and a migration team for the more complicated cases. You control when workers get invited, so you can roll out in phases.

Core HR usually goes live in weeks, not months. Export from your current system, map the fields, review profiles, set time off policies, with an onboarding manager alongside your team. Adding a level later is not a restart. For large set ups time can vary and we can help planned a phased roll out with testing.

Not at all. Start at Core and move up when the work demands it. Core gives a lean team people data, org chart, time off, workflows and reporting, set up fast and without a project team. You don't need to buy everything to get value from any of it.

150+. Local compliance, employment contracts and country-specific time off rules are built into the workflows, and employees, contractors and EOR workers sit in the same system. Expanding doesn't mean adding another HR tool for the new region.

Yes. Deel takes data security seriously and enterprise security protocols, like SSL encryption, two-factor authentication, ISO 27001 certification, and SOC 2 and GDPR compliance. We also have a dedicated security team that monitors our systems 24/7.

Deel HR comes in three levels. Core starts at $5 per employee per month and covers worker profiles, org chart, time off, job architecture, workflows, approvals, anonymous reporting and people analytics. Advanced adds performance, goals, learning and surveys. Elite adds workforce planning and compensation management. Recruiting is an add-on. Every level runs on the same data, so moving up is not a migration. See full pricing at deel.com/pricing.

Most HR systems were built for one country and extended outward, and none of the HR-first vendors run payroll and global employment underneath. Deel does. The same worker profile carries HR, payroll, contractors and EOR, so a hire in a new country is a setting rather than a project, and the reporting covers everyone rather than the population that happens to live in your HRIS.

An HRIS holds the worker profile and runs core admin: time off, documents, approvals, reporting. An HCM adds the strategic layer on top, so performance, learning, compensation and workforce planning. HR suite is the commercial term for buying both together. Deel HR covers all of it, so you start with the HRIS and turn on the rest without changing systems.