Scaling HRIS for Global Teams: Why Integrated Employer of Record Solutions Are the Future

It’s easy to talk about ‘global expansion’. But understanding the various moving parts of a successful expansion strategy is trying to follow a complex game of three dimensional chess.?

There’s understanding which countries to target first - and evaluating your understanding of those countries. Or how about the challenge of taking a truly data-led approach to talent acquisition in the new markets where you want to hire??

Then there’s the complexity of having to navigate different employment laws and regulations in the new markets you want to hire.?

It’s not a surprise that more and more of the companies we speak to are asking us about the benefits of using an Employer of Record. It speaks to the vision and values that inspired our CEO, Guenther Eisinger, to found Omnipresent in the first place: to make cross-border employment as simple as possible.?

This drive for simplification and ease is not unique to Omnipresent. As we outlined before Christmas, the wider EOR market is continuing to grow: it’s predicted that it will be worth nearly $7billion by 2028.?

The rationale for this is clear: the Employer of Record model not only gives companies the freedom to expand internationally without the need for a foreign entity, it also empowers companies with legal, benefits and HR expertise they may not be able access alone.?

But the complexities of global employment creep into every component of your company - and cross-border expansion is not just about your people, it’s about your technology.?

If you’re evaluating an EOR vendor in 2025 we’d always suggest asking yourself how you see your EOR partner mapping into your existing HR infrastructure.?

This can be a vital consideration. Some EOR providers will also offer to serve as your end-to-end global HRIS platform - and this approach may be the right fit for some companies?

But these platforms often require companies to adopt their proprietary ecosystem entirely. This may not align with your company’s existing workflows, tools, or growth strategy.

Let’s put this another way: are you looking for an EOR that may replace your existing HRIS, or one that truly complements it??

EORs are designed to give you the flexibility to adapt your global strategy. More importantly, the best EOR providers should give you the freedom to do this quickly, cost-effectively and compliantly.?

So how can an integrated approach give you that flexibility as you grow??

The benefits of an integrated Employer of Record in 2025

For startup companies, going all in on an EOR that offers end-to-end support might seem like the perfect solution for entering new markets quickly and with minimal effort. But will this EOR evolve as your business grows and your needs become more complex? Is it truly compliant in all the diverse markets you plan to target, or will gaps in its coverage leave you scrambling for solutions down the line?

Consider your payroll and HR needs as you scale: will this EOR’s built-in tools provide the depth of reporting and customisation required to align with your long-term growth strategy??

Will it integrate seamlessly with the tools your team already relies on, or will you find yourself juggling multiple disconnected systems as your operations expand? For startups that want to grow smart, flexibility and scalability are just as important as initial convenience.

Then there’s larger, more enterprise-level companies

Is your EOR equipped to handle the scale and complexity of your operations? Can it adapt to the specific requirements of managing hundreds or thousands of employees across multiple regions??

Will its platform offer the advanced automation, compliance oversight, and custom reporting you need to ensure consistency and control across your global HR infrastructure?

And let’s not forget that your company’s priorities are going to change, often in ways you probably can’t conceive of.?

For instance you could eventually decide that you wish to establish a foreign subsidiary in your high priority markets, leaving your EOR to manage those team members in a country where your footprint is lighter.?

So here’s where you need an EOR that’s truly aligned with your global HR tech stack, ensuring continuity, flexibility, and scalability at every stage.

How an integrated EOR can help build better global teams

Let’s take a second to imagine what this more integrated approach could look like for some of the key personnel at your company.?

Your in-house recruiter can source the talent you need, where and when you need it with an EOR that’s fully integrated into your applicant tracking system (ATS). Want to hire in the UAE? You can ensure you’re growing your team in full compliance with UAE employment laws.?

An EOR that integrates with your HRIS can give your HR manager the ability to track employee onboarding and easily log time off, all without leaving your existing HR system.?

Let’s not forget our friends over on finance and payroll. Real-time visibility into payroll reports and the ability to view more granular invoices means fewer payroll queries and a finance team that has a fuller picture of HR spend.??

We want to plant our flag here. We think that a more integrated approach to EOR is going to become more popular and more necessary in the coming years.?

If EOR providers are to fulfil their promise - to make hiring globally as easy as hiring domestically - then they need to work where companies work and be aligned to how companies work.?

This means that EOR providers must adapt to the evolving needs of your company as it scales, embedded into the HR workflows and integrated into the HR tech you use every day.?

In the coming weeks, we’re going to be explaining more about why we think this integrated approach is the future of global employment.? We’ll explain the steps we’re taking to make Omnipresent the only EOR that’s embedded into your business, working around your team’s needs and not the other way around.?

And we’re going to be announcing the partners who will be joining us in our mission to make global employment truly, definitively simple.?

Stay tuned.?

What’s new at Omnipresent?

The changing face of UAE employment laws

In this episode of the Global Workforce Podcast, Emily Aryeetey, Partner at Stephenson Harwood LLP, introduces the unique legal frameworks and cultural dynamics shaping the UAE's employment landscape.?

She explains how the UAE is divided into different zones, each with its own labour laws, courts and policies. She also talks about some of the most recent shifts in labour policies.?

Listen on Spotify, Apple or watch on YouTube.?

How & when to switch Employer of Record providers

Hidden costs. A poor customer experience. No clear guidance when you want to hire in a new country.?

These are all signs that it’s time to switch Employer of Record providers.?

Our updated guide gives you everything you need to?

• Spot the signs that your current EOR isn’t delivering for your company.
• Find the EOR provider that will deliver true ROI for your business.
• Plan your transition to ensure minimal disruption for your workforce.

In other global employment news

• Stripe offers a crash course in how not to communicate layoffs
• The UK must clarify long-term questions about worker classification, according to the UK government’s labour market tsar.?

About us

Global Team Trends is brought to you by Omnipresent. For growing companies who need to employ globally, Omnipresent is the only Employer of Record embedded into your business. Omnipresent simplifies global employment, allowing you to expand quickly, easily & profitably - all without having to set up a foreign entity.?