Guide
A Case Study on Deel: How We Saw the Need for an HRIS
Global HR
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Get a behind-the-scenes look at why and how we built Deel HR
At Deel, we have over 4,000 workers spread across 104+ countries. Like other global teams, we needed an HRIS that could support our international workers—a platform with localization, customization, and a seamless user experience.
So, we built Deel HR, the only global-first HRIS for everyone, everywhere.
Our decision to build Deel HR wasn’t based on our needs alone. We also interviewed HRIS and non-HRIS users to determine what modern teams need from an HR platform. The result is a global HRIS that enables you to:
- Save costs by consolidating multiple HR platforms into one
- View all your workforce data in one place
- Manage onboarding, payroll, and compliance in any country
- Build a stronger company culture with Deel Engage plugins
Read this case study to get a closer look at the unique features and functions of Deel HR.
Case study overview
- Our results from a dozen client interviews
- Insights from Deel's leadership team
- How to use an HRIS to scale globally
- A Deel HR product breakdown
FAQs
What are the three types of HRIS?
The three types of HRIS systems are:
- Operational HRIS: Focuses on daily employee data management
- Tactical HRIS: Supports recruitment, training, and performance management
- Strategic HRIS: Informs long-term workforce planning and analytics for strategic decision-making
What are the two pillars of an HRIS?
The two main pillars of an HRIS are:
- HR data management: Centralizing and storing employee information
- Automation of HR processes: Streamlining tasks like payroll, benefits, and time management
What is a global HRIS?
A global HRIS is a centralized system that manages HR functions and employee data across multiple countries, allowing multinational organizations to standardize HR practices, ensure compliance with diverse regulations, and provide a unified HR experience globally.
What are the four major components of a global HRIS?
The four major components of a global HRIS are:
- Data management: Maintaining employee records
- Compliance: Adhering to varied local laws
- Process automation: Standardizing HR functions across borders
- Analytics: Providing insights for strategic workforce planning
What is the difference between HR and global HR?
HR generally focuses on managing a company’s workforce within a specific country or region, handling recruitment, compliance, and employee management. Global HR expands these responsibilities to an international scale, addressing additional complexities such as varying labor laws, cultural differences, and global compliance.
Complementary reading: A Guide on How to Scale Global HR
What are the benefits of a global HR system?
A global HR system:
- Provides consistency in HR practices across regions
- Streamlines compliance with international regulations
- Centralizes data for more informed, data-driven decisions, reducing administrative complexity and improving scalability.
How do you implement a global HRIS system?
To implement a global HRIS, follow these steps:
- Assess organizational needs
- Choose a scalable HRIS solution with multi-country compliance features,
- Integrate existing systems
- Train HR teams
- Ensure continuous monitoring for alignment with local laws and company goals
Complementary guides:
Additional resources
- Global HRIS: Why It’s the Best HR Solution for Global Teams
- The Ultimate HRIS Guide for Early-Stage Startups
- Simplify Onboarding and Increase Talent Engagement Using an HRIS—watch on demand
- How to Leverage Deel HR for Managing Your Global Workforce
- Top 10 Benefits of HRIS Integration For Your Business