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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

The three types of HRIS systems are:

  1. Operational HRIS: Focuses on daily employee data management
  2. Tactical HRIS: Supports recruitment, training, and performance management
  3. Strategic HRIS: Informs long-term workforce planning and analytics for strategic decision-making

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

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.

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

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

A global HR system:

  1. Provides consistency in HR practices across regions
  2. Streamlines compliance with international regulations
  3. Centralizes data for more informed, data-driven decisions, reducing administrative complexity and improving scalability.

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:

  1. Choosing HRIS Software: Free Guide by HR Professionals
  2. Quick HRIS Implementation Checklist
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