HR Business Partner vs. HR Manager: Which Does Your Company Need in 2026?

At EWS Limited, we see everyday the dilemmas that companies face when deciding how to build or evolve an HR team. As we look toward 2026, the lines that define HR Business Partner (HRBP) and HR Manager roles grow clearer and more meaningful, especially for companies moving into new markets or scaling at pace. Which one does your company really need, and when does it make sense to choose one over the other? Let’s break it all down, using clear examples, facts, and stories from our ongoing work and industry research.

Why HR roles have changed in today’s organizations

For many years, HR was mostly about hiring people, making sure everyone got paid, handling forms, and fixing small workplace disputes. Those functions still matter, of course, but as companies grow and the world changes, HR must handle more. The last decade brought new rules, the rise of remote work, global expansion, and business uncertainty. Suddenly, two HR roles have emerged with distinct purposes: the HR Business Partner and the HR Manager.

One leads strategy. The other keeps the engine running.

Understanding this shift is what helps us guide clients in choosing the right fit at the right time, especially as they plan for where they want to be in 2026.

Defining the roles: What is an HR Business Partner?

According to Northeastern University, the HR Business Partner is a senior HR professional who works closely with executive leadership. They make sure every step the business takes with people matches bigger goals—like expansion, culture, and innovation. Instead of focusing only on tasks, they look at where the company is headed and shape HR plans to get there.

The main responsibilities of an HRBP often include:

Translating business needs into people strategies
Guiding talent acquisition and development with future growth in mind
Advising senior leaders on workforce planning
Driving change, such as mergers, new locations, or digital transformations
Building programs for culture, engagement, and employee retention
Supporting large-scale organizational change

As described by Western Governors University, HRBPs often require strong business sense, a deep understanding of market forces, and confidence when discussing strategic issues with C-level leaders. They serve as consultants, shaping direction rather than just delivering instructions.

They see the entire chessboard, not just the next move.

Defining the roles: What does an HR Manager do?

The HR Manager keeps essential HR processes running, acting as a link between everyday employee needs and leadership vision. An overview by Fitchburg State University lays out the HR Manager’s core responsibilities:

Managing recruitment, onboarding, and offboarding
Overseeing payroll, benefits, and attendance
Making sure the company follows all employment laws
Handling employee relations, issues, and conflicts
Training managers on best HR practices
Developing, updating, and implementing HR policies

HR Managers keep the wheels turning. If paperwork falls behind, salaries are wrong, or staff don’t feel supported, it’s the Manager who must fix it. The focus is less on strategy, and more on making sure processes work smoothly every day.

We have seen first-hand in our work with EWS Limited clients, especially those growing internationally, that a strong HR Manager is the backbone of compliant, reliable everyday HR operation. It matters even more when hiring across borders.

Key differences between HR Business Partner and HR Manager

At first glance, both roles focus on HR, but the approach and impact differ.

HRBPs work “outside-in”—they start by asking what the business needs and then build people strategies to support growth.
HR Managers work “inside-out”—they take policies and rules and make sure people follow them, handling daily tasks.

HRBPs think big-picture; HR Managers focus on day-to-day actions.

Let’s look at how this plays out in different areas:

Decision-making: HRBPs help executives explore future company direction. They bring data, suggest new programs, and push for changes that support goals. Managers make sure current policies are followed and immediate needs are met.
Relationships: HRBPs build trust with leaders and managers, often working at board or C-level meetings. They act as advisors. HR Managers build trust with employees, supporting managers and acting as first point of contact for most people questions.
Scope: HRBPs may cover the entire business or several business units, especially in large, global companies. HR Managers might focus on a division, a country, or a group of teams.
Type of work: HRBPs handle long-term planning—such as predicting workforce needs three years out during a merger. HR Managers make sure new hires fill out the right forms and payroll is correct next month.

A strategy without reliable execution doesn’t work. Operations without a plan run in circles.

Examples: When do companies need an HR Business Partner?

Let’s look at some cases where bringing in or promoting an HRBP makes an impact. These are situations we often encounter at EWS Limited as we advise Series B/C startups or established firms expanding into new markets.

International Expansion: When a company moves into new regions, it faces different rules, cultures, and ways of working. An HRBP helps align people plans with local needs and business expectations. Global guidance is especially important here.
Business Transformation: During mergers, digital upgrades, or fast pivots, standard HR routines won’t be enough. An HRBP brings change management skills and creates plans to keep the workforce focused and steady as shifts happen.
Leadership Ambition: If a CEO asks, “How do we double our workforce in two years and stay a Top Place to Work?”, an HRBP will translate that big idea into steps—shaping company culture, changing hiring approaches, advising on reward programs, and more.
Complex Problem Solving: When a company sees issues like high turnover, rising costs, or struggles with diversity and inclusion, the HRBP acts as a consultant. They design programs, policies, and training to fix these problems for the long haul, not just with quick fixes.

As research from The University of Texas at Dallas shows, HRBPs typically come with several years of experience and are seen as trusted advisors to leadership. Their power lies in turning strategy into real, daily action plans supported by data and clear guidance.

Examples: When does an HR Manager make sense?

We often see companies that are establishing their first real HR team or that need dependable, skilled hands to keep the fundamentals ticking. Here are some scenarios where an HR Manager is a smart first or early hire:

Building HR from Scratch: When a small company grows from 10 to 30 employees, it faces growing pains. An HR Manager makes sure contracts, payroll, and policies are legally sound and builds the practical foundation for growth.
Protecting Compliance: In highly regulated industries or countries with strict employment laws, an HR Manager prevents costly mistakes. They know the details inside and out—so the business stays safe.
Supporting Managers: As companies reach 50, 100, or more staff, managers start to need help recruiting, handling leaves, or guiding underperformers. HR Managers coach them and keep everything on track.
Making HR Relatable: Employees often find policy or conflict confusing; HR Managers remain accessible, easy to approach, and practical. They shape how the workforce feels about HR as a department.

We are convinced by results and happy feedback that the best-run HR teams start with a Manager who is reliable and grounded. A strong HR Manager helps a company avoid chaos as it lays the first stones for scalable HR.

How HRBPs and HR Managers interact in larger organizations

When businesses grow, it’s not unusual to see both an HRBP and an HR Manager in the same company. Their responsibilities may overlap in some areas, but there is usually a clear split:

The HRBP works with leadership, focuses on future vision, and creates programs that touch every corner of the company.
The HR Manager makes sure those ideas actually work—and that everyone follows the new rules or programs.

A Series C tech company, for example, might have one HRBP for every business unit or region, acting as a consultant to top management. Each unit or country then keeps an HR Manager (or a team) for hiring, payroll, and local compliance.

Together, they make business growth possible without losing track of people.

The skills and profiles: What to look for in 2026

As we recruit HR professionals for Series B/C firms or established IT companies undergoing modernisation, we measure candidates against a future-oriented skillset.

HR Business Partner

Strategic thinking and comfort with ambiguity
Strong communication and influencing skills
Ability to analyze trends and company data
Deep understanding of business models and financial basics
Cross-border or global HR experience
Proven change management experience
Experience guiding or coaching senior leaders

HR Manager

Solid grasp of employment law
Attention to detail (payroll, policies, contracts)
Approachable and empathetic with staff
Comfort managing multiple urgent requests
Process improvement mindset
Strong organization and project skills
Experience training or coaching managers

While HRBPs usually require more years of experience and a track record of influencing leaders, HR Managers benefit from being present, practical, and reliable—skills that lay the HR foundation companies depend on.

Who should hire a HR Business Partner?

Let’s look at the companies and situations where an HRBP makes sense—based on what we see in our consultancy at EWS Limited and best practices in global HR.

Companies with complex people challenges: For example, merging two teams on different continents or building a culture across remote sites.
Businesses scaling fast: When hiring hundreds every quarter, and planning for next year’s headcount means working with finance, IT, and global mobility teams.
Firms needing HR to “speak the language” of the board: The HRBP simplifies people data and uses it to advise the CEO, Partner Management, and C-levels.
Organizations aiming for long-term stability: An HRBP doesn’t just manage change—they make sure it lasts.

In each case, the HRBP acts as an architect, drawing the blueprint with leadership. Northeastern University experts confirm that HRBPs act as talent advisors, often managing workforce planning, learning, or reward strategies for entire companies.

Who should hire a HR Manager?

Many of the companies we support at EWS Limited start with an HR Manager before thinking about strategy or higher-level advisors. Why?

For new or small businesses, setting up hiring, payroll, and legal rules is the first big step.
Where laws are strict or compliance errors are costly, having daily HR oversight saves time and money.
For distributed teams—such as remote developers or international project teams—simple rules and support matter more than grand strategies, at least in the beginning.

HR Managers are the first to spot issues and keep growth smooth and safe.

This hands-on approach is especially effective for startups reaching for Series B/C funding who need evidence that their people operations can handle scale.

How remote work and global mobility shape the decision

The last few years have proven that remote work and cross-border hiring are here to stay. At EWS Limited, we are often trusted to advise companies on the best setup for a workforce spread across time zones, countries, and work cultures.

For fully remote or global teams, the HRBP helps set strategic talent goals, manage global mobility programs, and connect business plans with legal requirements around the world.

But even for teams that rarely meet in person, the HR Manager ensures payroll, benefits, and onboarding run without a hitch. Our own guides on payroll outsourcing illustrate how HR Managers keep daily needs steady, freeing HRBPs to focus on strategy.

Comparing costs and ROI: What to expect

The compensation for HRBPs typically reflects their level of responsibility. Data from Fitchburg State University highlights that HRBPs’ pay is closer to that of other senior business leaders, while HR Managers’ salaries are aligned with other mid-level managers. But the cost difference represents the level of impact and the kind of value each brings.

If you are growing fast, expanding markets, or want to future-proof your business, the higher investment in a senior HRBP can pay off through better talent retention, higher engagement, and less disruption in periods of change.

But we never underestimate the ROI of a great HR Manager. If you are still building your HR foundation, process errors can be much more expensive—making the HR Manager’s salary a solid investment.

How to choose: Decision checklist for 2026

We developed this checklist for our clients at EWS Limited who need a clear, honest view of what each role will deliver.

Do you need a long-term people strategy to reach your next business milestone? ⟶ HR Business Partner
Are you facing rapid change, mergers, or new business models? ⟶ HR Business Partner
Or are your main headaches around day-to-day issues—fixed contracts, missed payroll, unclear leave policies, conflict? ⟶ HR Manager
Is compliance risk biggest worry? ⟶ HR Manager
Do your senior leaders feel lost on people issues? ⟶ HR Business Partner
Is your workforce mostly in one country, with a steady growth rate? ⟶ HR Manager probably fits first, with an HRBP added later

We cover these transitions and strategic HR needs in our article on building a scalable HR strategy for international growth.

Real-world outcomes and stories

One of our partners, a tech startup growing into three countries, hired a hands-on HR Manager first. This brought relief—payroll ran correctly, onboarding was organized, managers got clear processes. But when leadership realized they needed to design better career paths and unify culture across borders, it was time to add an HRBP. With both roles, they saw:

Lower turnover in their new office
More engaged, motivated teams
Smoother launches in new territories

For another client, an established IT company reorganizing after new funding, the HRBP was the driver of big changes. They helped leadership agree on a new reward program and coach managers. HR Managers then rolled out the changes, tracked compliance, and helped employees understand what’s new.

These stories are not uncommon, and we find similar patterns with companies building global mobility programs or speeding up their hiring process while managing compliance.

The overlap: Can someone play both roles?

In some small or fast-moving companies, one experienced professional might wear both hats. This hybrid HR lead needs to be part strategist, part operator—a difficult mix, but not impossible.

In practice, though, as soon as the company passes a certain size or faces new markets, dividing the roles becomes necessary to keep up the quality of both strategic advice and basic support.

We always suggest companies revisit their HR structure every 12-18 months as they grow. Needs change. What worked for 50 people likely won’t for 200 or 2,000.

Finding the right fit for employer branding and inclusion

Employer branding and diversity efforts rely on both roles:

The HRBP helps craft the vision that shapes employer brand and inclusive culture across territories. We detail more on these areas in our article about why employer branding matters.
The HR Manager puts policies into action and gives employees support and feedback channels.

If hiring is slow or exclusive, a great HRBP guides leaders; a strong Manager carries out new inclusive programs. See some practical examples in our piece on inclusive recruitment methods.

What 2026 looks like for HR teams

As technology changes, remote work expands, and companies blend teams from different cultures and countries, the need for both strategy and daily reliability only increases. Both HRBPs and HR Managers will be in demand, but businesses must match the right skills with their top priorities.

Growth follows clarity—a team must know where it’s going and how to get there, every day.

We see leading companies blending these roles with care, not rushing but not delaying until problems grow too big. Deciding in advance saves time, helps teams thrive, and keeps leadership focused on the bigger goal.

Conclusion: Which HR role does your company need in 2026?

In our experience at EWS Limited, the best HR setup is the one that reflects your business goals and company size—and where you are on your journey. If you’re laying the foundations, an HR Manager is a step forward. If you face rapid change or need a partner for high-level leadership, the HRBP brings you there.

Neither role is always “better.” Each fits different needs. Assess your strategy, growth plans, and challenges. Then choose the path that guides your people where you want to go—and keeps things running along the way.

If you’re planning your next stage of growth, considering global mobility, or want to make sure your HR team is ready for 2026, we invite you to connect with us at EWS Limited. Learn what tailored solutions—whether HR leadership, payroll, or workforce expansion—can do for your business.

Frequently asked questions

What is an HR Business Partner?

An HR Business Partner (HRBP) is a senior HR professional who works directly with executive leaders to align HR strategies with company goals. They focus on planning talent programs, advising leadership, and shaping future business growth through workforce strategy and change management.

What does an HR Manager do?

An HR Manager is responsible for the everyday running of HR processes. This includes hiring, payroll, compliance, handling employee relations and policies, and making sure HR tasks are completed correctly and on time. They support staff and managers with practical HR help and ensure the company follows all employment standards.

How do HRBP and HR Manager differ?

The main difference is focus and level. HRBPs partner with leadership and set long-term strategies; HR Managers run daily operations and make sure policies and procedures are followed. HRBPs guide change and the direction of the company; HR Managers make sure everything works smoothly day to day.

Which is better for a small company?

For a small business, an HR Manager is often a better first hire. They set up payroll, ensure compliance, and act as the main contact for everyday staff issues. As the company grows or needs more support with strategy and expansion, adding an HRBP may become the next step.

Is it worth hiring both roles?

For companies growing fast, expanding internationally, or facing complex people challenges, having both an HRBP and an HR Manager provides balance. The HRBP brings strategy; the HR Manager ensures reliable operations. Combined, they help businesses scale smoothly and avoid costly HR mistakes.

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沙特与阿联酋人才招聘政策对比 (Saudi vs UAE: What Chinese Companies Should Know About Hiring)

31 October 2025

多币种薪酬：中国企业如何处理外派人员的薪资结构 (How Chinese Firms Structure Multi-Currency Compensation)

31 October 2025

走出国门：中小型中国企业的第一步招聘指南 (Going Abroad: First Hiring Steps for Chinese SMEs)

31 October 2025

中国公司海外人力结构案例分析：制造业、科技与能源 (HR Case Studies: Chinese Firms Abroad)

30 October 2025

EWS助力中国制造企业在欧洲设厂 (How EWS Supports Chinese Manufacturers Setting Up in Europe)

30 October 2025

招聘中东工程师：中国企业的最佳策略 (Hiring Engineers in the Middle East: A Guide for Chinese Infra Firms)

30 October 2025

跨文化团队管理：中国企业如何构建中东欧洲混合团队 (How Chinese Firms Manage Cross-cultural Teams in MENA & EU)

30 October 2025

“一带一路”国别用工政策盘点 (Belt and Road: Country-by-country Labor Law Overview)

30 October 2025

How Guanxi Influences Hiring in the Middle East (关系在中东招聘中的作用)

30 October 2025

Top 5 Risks When Hiring in the Gulf (中国企业在海湾地区招聘的五大风险)

30 October 2025

From Shenzhen to Stuttgart: Chinese Tech in Europe (中国科技企业进军德国市场的策略)

30 October 2025

EWS’s Role in Facilitating Face-Saving Expansions (EWS如何助力中国企业“体面出海”)

30 October 2025

What Chinese Companies Must Know About Saudization (中国企业如何应对沙特化政策)

30 October 2025

Managing Compliance in Multi-country Projects (中国企业多国项目的人力合规管理)

30 October 2025

Why Chinese State-Owned Firms Choose EOR Models Abroad (为何国企选择EOR进行海外扩张)

30 October 2025

Local Talent, Global Growth: Lessons from Chinese Wind Firms in MENA (本地人才如何推动中国风能企业全球增长)

29 September 2025

The $100K Visa Shock: Why Global Hiring Just Replaced the H-1B

24 September 2025

How to Set Up Payroll For Hpc And Ai Teams

24 September 2025

Contracting Machine Learning Talent Abroad

24 September 2025

Everything on Hiring Foreign Phds In German Tech Labs

24 September 2025

Cross-Border Ip Protection In R&D Teams

24 September 2025

How To Classify Freelancers In Tech Innovation

24 September 2025

How Eor Helps Tech Firms Legally Hire In Germany

24 September 2025

Dual Contract Structure For International Researchers

24 September 2025

Data Protection Obligations For Remote Tech Staff

24 September 2025

Germany Research Visa Vs Skilled Worker Visa

24 September 2025

Everything on Nis2 Directive Compliance For Eu Tech Workers

23 September 2025

Global Mobility For Deep Tech Startups In Germany

23 September 2025

Payroll For EU Embedded Systems Developers

23 September 2025

Relocation Support For Semiconductor Experts on EU

23 September 2025

The Absolute Way to Hire Ai Engineers In Germany

23 September 2025

How to Manage Benefits For German Tech Hires

23 September 2025

Germany’S Blue Card Process For Engineers

23 September 2025

Everything on Germany R&D Employment Compliance

23 September 2025

Remote Hiring Of Cybersecurity Analysts In Eu

23 September 2025

Visa Pathways For Quantum Computing Researchers

23 September 2025

Onboarding Robotics Specialists Across EU Borders

23 September 2025

Workforce Planning In Ai-Driven Logistics And Infrastructure

23 September 2025

Visa Processing For High-Tech Infrastructure Staff

23 September 2025

Managing Global Mobility In Sustainable City Projects

23 September 2025

Cross-Border Team Management In Saudi Data Centers

23 September 2025

Hiring Skilled Labor For Green Hydrogen Facilities

23 September 2025

Digital Twin Technology Hiring Trends In Saudi Construction

23 September 2025

Employer Obligations In Public-Private Energy Initiatives

23 September 2025

Navigating Local Labor Laws For Solar Energy Teams

23 September 2025

Talent Acquisition In The Saudi Mining Sector

23 September 2025

Eor Solutions For Ai Engineers In Mega Projects

23 September 2025

Regulatory Challenges In Hiring For Giga Construction Projects

23 September 2025

Contractor Compliance In Smart City Developments

23 September 2025

Classification Of Engineering Consultants In Vision 2030 Projects

23 September 2025

How To Manage Workforce For Neom-Based Tech Projects

23 September 2025

Eor For Multinational Mining Firms Operating In Saudi Arabia

23 September 2025

Employer Of Record For Wind Energy Projects In The Gulf

23 September 2025

Relocation Logistics For International Clean Energy Experts

23 September 2025

Hiring Strategies For Large-Scale Construction Projects In Ksa

23 September 2025

How To Onboard Digital Infrastructure Experts In Saudi Arabia

23 September 2025

Payroll Setup For Renewable Energy Workers In Ksa

1 September 2025

Strategic Relocation To Riyadh Or Doha: A Guide for Global Employers

1 September 2025

Work Visa Processing In Qatar And Saudi Arabia

1 September 2025

Regulatory Onboarding Challenges In Gcc: A Guide for Global Employers

1 September 2025

Qatar Nationalization Policy And Foreign Firms

1 September 2025

Cost Of Setting Up A Business In Qatar: A Guide for Global Employers

1 September 2025

Hiring Trends In Tech Sector Saudi Arabia: A Guide for Global Employers

1 September 2025

Talent Acquisition Trends In Qatar 2025: A Guide for Global Employers

1 September 2025

Saudi Labor Court And Dispute Handling for Global Employers

1 September 2025

Cross-Border Payroll For Ksa And Qatar Teams

1 September 2025

End Of Service Benefits Saudi Arabia: A Guide for Global Employers

29 August 2025

Expansion Opportunities In Saudi Vision 2030: A Guide for Global Employers

29 August 2025

Gcc-Wide Hr Compliance Strategy: A Guide for Global Employers

29 August 2025

How To Manage Expat Benefits In Qatar for Global Employers

29 August 2025

Expanding Into New Markets: Vendor Risks You Should Flag

29 August 2025

A Guide to Cross-Border Equity Vesting for Tech Startups

29 August 2025

Employer Branding for Multinational Teams: What Works Now

29 August 2025

What Global C-Level Leaders Miss About Digital Nomad Visas

29 August 2025

Succession Planning for Distributed Teams: A Practical Guide

29 August 2025

10 Questions Cybersecurity Managers Should Ask Global Vendors

29 August 2025

Relocation Budgeting For Global Tech Firms

29 August 2025

Latam Hiring Strategy: What Global Companies Should Know

29 August 2025

Risk Of Permanent Establishment Explained

29 August 2025

Managing Intellectual Property In Remote Work

29 August 2025

Third-Country National Employment Rules: What Global Companies Should Know

29 August 2025

Building Local Culture In Remote Teams: What Global Companies Should Know

29 August 2025

Expat Onboarding Best Practices: What Global Companies Should Know

29 August 2025

Employer Of Record Services In Saudi Arabia: A Guide for Global Employers

29 August 2025

How To Hire Employees In Qatar Legally: A Guide for Global Employers

29 August 2025

Payroll Processing In Saudi Arabia: A Guide for Global Employers

29 August 2025

Qatar Labor Law Essentials For Foreign Companies for Global Employers

29 August 2025

Saudi Arabia Iqama Sponsorship Explained for Global Employers

29 August 2025

Corporate Tax Compliance In Qatar: A Guide for Global Employers

29 August 2025

Nitaqat Compliance For Foreign Employers for Global Employers

28 August 2025

Work Permit Renewal Automation: What Global Companies Should Know

28 August 2025

Hr Reporting Standards Across Regions: What Global Companies Should Know

28 August 2025

Benefits Benchmarking Globally for Global Companies

28 August 2025

How to Benchmark Compensation Across 100+ Countries in 2025

28 August 2025

Checklist: Preparing HRIS for Fast International Scalability

28 August 2025

Biometric Data in Global Payroll: Legal Boundaries Explained

28 August 2025

8 Regulatory Updates Impacting Global HR in 2025

7 August 2025

New York City FARE Act 2025: Impacts on Global Mobility, HR, and Talent Teams

7 August 2025

What are Hidden Costs of In-House Payroll?

7 August 2025

Why Companies are Thinking Differently About Relocation

7 August 2025

Is Your Global Mobility Program Outgrowing Spreadsheets?

7 August 2025

Understanding Termination Rules in Global Employment Contracts

7 August 2025

Overcoming Language and Cultural Barriers in Global Teams

7 August 2025

Labor Law Differences That Impact Your Global Hiring Strategy

7 August 2025

Why a Local Entity Isn’t Always the Best Route to International Growth

7 August 2025

How EWS Supports M&A with Cross-Border Workforce Transitions

7 August 2025

Remote Work Visas: A Growing Trend in Global Mobility

7 August 2025

How EWS Helps You Meet Country-Specific Hiring Requirements

7 August 2025

Hiring in Europe Post-Brexit: What You Need to Know

7 August 2025

Tips for Managing Multi-Time Zone Teams Successfully

7 August 2025

How to Stay Compliant with Local Benefits Requirements Abroad

7 August 2025

The Role of Payroll Automation in Global Workforce Efficiency

4 August 2025

How to Ensure Equity and Inclusion in a Distributed Workforce

4 August 2025

Relocation Packages: What Top Talent Expects in 2025

4 August 2025

The Cost of Non-Compliance in International Payroll in Saudi Arabia

4 August 2025

Banking and Payroll Challenges in Saudi Arabia Markets

4 August 2025

How to Transition from Contractors to Full-Time Employees In Saudi Arabia

30 July 2025

Integrating ESG in Talent Mobility RFPs: Key Trends and Insights

30 July 2025

How to Onboard Remote Employees in Different Countries

30 July 2025

The Legal Risks of Misclassifying Global Workers

30 July 2025

Why Scalability Should Drive Your Global HR Strategy

30 July 2025

Compliance Checklist for International Hiring in 2025

30 July 2025

Multi-Currency Payroll: Simplifying Global Payments with EWS

30 July 2025

Your First Hire in a New Country: Entity Setup vs. EOR

30 July 2025

Emotional Journeys of Global Relocation: Coach for Success

30 July 2025

How International Mobility Drives Growth: Key Insights and Stats

29 July 2025

Why Financial Pressure Drives Gen Z and Millennials to Side Jobs

28 July 2025

The Impact of AI on Global Mobility: Embracing Change Together

28 July 2025

Navigating Global Assignments: Insights and Key Challenges

28 July 2025

The Strategic Role of Global Mobility in Company Growth

22 July 2025

Company Formation Abroad: What You Need to Know Before You Expand

22 July 2025

Expanding Globally Without Opening a Local Entity: How EOR Services Unlock Scalable Growth

22 July 2025

How Payroll Outsourcing Frees Up Your HR Team to Focus on Strategy

22 July 2025

Why Startups Trust EWS to Scale Operations Across Borders

22 July 2025

PEO vs EOR in 2025: Which Is Right for Your First Overseas Hire?

22 July 2025

Avoiding Compliance Pitfalls When Hiring International Contractors

22 July 2025

The Benefits of a Single-Point-of-Contact Strategy in Global Workforce Management

22 July 2025

How EWS Streamlines Global Mobility for Tech Talent

3 August 2024

5 Tips for Improving Employee Engagement and Boosting Productivity

3 August 2024

Lithuania – Employer of Record

3 August 2024

Kosovo – Employer of Record

3 August 2024

Finland – Employer of Record

3 August 2024

Namibia – Employer of Record

1 March 2024

Nepal – Employer of Record

1 March 2024

Spain – Employer of Record

1 March 2024

Latvia – Employer of Record

1 March 2024

Ireland – Employer of Record

1 March 2024

Cyprus – Employer of Record

1 March 2024

Czech Republic – Employer of Record

14 January 2024

Italy – Employer of Record

5 January 2024

Indonesia – Employer of Record

2 January 2024

South Africa – Employer of Record

30 September 2023

Tunisia – Employer of Record

30 September 2023

Bosnia – Employer of Record

30 September 2023

Moldova – Employer of Record

30 September 2023

Five Tips For Improving Employee Engagement

20 August 2023

Netherlands – Employer of Record

20 August 2023

Germany – Employer of Record

20 August 2023

France – Employer of Record

28 July 2023

Portugal – Employer of Record

28 July 2023

Bulgaria – Employer of Record

28 July 2023

Austria – Employer of Record

3 June 2023

Hungary – Employer of Record

20 May 2023

Slovenia – Employer of Record

20 May 2023

INCLUSIVITY IN THE TEAM MAKES EVERYONE WIN

20 May 2023

Thailand – Employer of Record

20 May 2023

Sri Lanka – Employer of Record

30 April 2023

The Significance of an Employer of Record

5 March 2023

Greece – Employer of Record

5 March 2023

Mexico – Employer of Record

23 February 2023

4 Reasons to Outsource Your Payroll

15 February 2023

Five Recruitment Trends 2023

28 January 2023

Malaysia – Employer of Record

18 December 2022

Skill-Based Hiring and Benefits

28 November 2022

Malta – Employer of Record

28 November 2022

How To Practice Inclusive Recruitment

26 November 2022

Israel – Employer of Record

12 November 2022

Macedonia – Employer of Record

16 October 2022

Jordan – Employer of Record

16 October 2022

Macau – Employer of Record

25 September 2022

Peru – Employer of Record

18 September 2022

The Importance of Employer Branding

27 August 2022

Bahrain – Employer of Record

27 August 2022

South Korea – Employer of Record

19 August 2022

Recruiting during a recession

8 August 2022

Philippines – Employer of Record

24 July 2022

USA – Employer of Record

5 July 2022

Japan – Employer of Record

5 June 2022

How To Setup A Business in 2023

10 May 2022

Norway – Employer of Record

5 April 2022

Managing Overseas Projects In 2023

5 March 2022

Reason Of Expanding Your Workforce Globally

5 February 2022

Croatia – Employer of Record

5 January 2022

Colombia – Employer of Record

5 December 2021

5 Ways To Speed Up Your Hiring Process

5 November 2021

Egypt – Employer of Record

5 October 2021

3 Ways To Streamline An Interview Process

5 September 2021

Russia – Employer of Record

5 August 2021

Saudi Arabia – Employer of Record

5 July 2021

5 Crucial Considerations When Choosing A Payroll Provider

5 June 2021

Hong Kong – Employer of Record

5 May 2021

An Effective Hybrid Work Model

5 April 2021

How To Recruit And Maintain A Strong Team Whilst Working From Home

5 March 2021

Turkey – Employer of Record

5 February 2021

‘Nudge’ Your Employees to Improve Their Well-being and Productivity

5 January 2021

UAE – Employer of Record

5 December 2020

Pakistan – Employer of Record

5 November 2020

7 Things to Consider Before Accepting a Job

5 October 2020

Kazakhstan – Employer of Record

5 September 2020

3 Reasons to Encourage Employees to Generate Employer Brand Content

5 August 2020

Denmark – Employer of Record

5 July 2020

Sweden – Employer of Record

5 June 2020

Bangladesh – Employer of Record

5 May 2020

The Onboarding Process in the New ‘Virtual’ World: All You Need to Know

5 April 2020

Kuwait – Employer of Record

15 March 2020

How To Hire In The Age Of Hybrid Working

5 March 2020

Australia – Employer of Record

5 February 2020

Oman – Employer of Record

5 January 2020

Qatar – Employer of Record

5 December 2019

Ukraine – Employer of Record

5 November 2019

Diversity – A Vital Hiring Strategy

5 October 2019

Owning Every Moment of Your Hiring Experience

5 September 2019

Serbia – Employer of Record

5 August 2019

3 Important Things You Probably Haven’t Considered About Hiring A Diverse Team

5 July 2019

Maldives – Employer of Record

5 June 2019

India – Employer of Record

5 May 2019

Argentina – Employer of Record

5 April 2019

Recruiters Need to Invest in Marketing Automation! Here’s Why

5 March 2019

Uzbekistan – Employer of Record

5 February 2019

Belarus – Employer of Record

5 January 2019

Brazil – Employer of Record

5 December 2018

Chile – Employer of Record

5 November 2018

Armenia – Employer of Record

15 October 2018

3 Steps To Company Formation In The UK & Abroad

5 October 2018

Romania – Employer of Record

5 September 2018

Canada – Employer of Record

5 August 2018

Morocco – Employer of Record