What are your top tips for global HR teams to easily maintain compliance when creating benefits packages for employees?

Partner with local expertise. There is no apples-to-apples comparison when it comes to global benefits. The legal requirements and benchmarks for benefits are dramatically different in each market, region and country. Partnering with local experts that reside in the market where your employees are based can help teams overcome these challenges. Not only will they have the insight needed to ensure policies are compliant, but they can also help navigate cultural nuances and differences when working with in-country providers.

Invest in technology. With the growing use of generative AI tools in the HR landscape, there is a real opportunity for HR leaders to maximize the value of AI to help compile and refine their benefits packages — and ensure compliance. AI has the power to collect thousands of data points across a variety of regions, including the different requirements and regulations surrounding benefits. Invest in technology tools that help global HR teams access this data with ease.

Develop and implement a global benefits strategy. In a recent survey, 78% of employees reported they are more likely to stay with an employer with a strong benefits program. In today's landscape, companies must provide competitive benefits for employees to retain and attract the best talent. Developing a global benefits strategy allows companies to understand the statutory minimums in each country to ensure compliance, but also ensure the benefits being offered are attractive in each market. The benefits you offer directly translates to your commitment toward employee wellness, so it's important to be strategic in your approach.

What is a global benefits strategy? How can global HR teams get started with implementing one?

A global benefits strategy is a plan that ensures a company's benefits offerings are compliant within each local market employees are based in, while also aligning with the company's unique benefits philosophy. However, it's important to note that global does not mean universal. As a result, employees based in different regions or countries will have different benefits offerings. Having a global benefits strategy ensures that benefits offerings are equitable and competitive in each individual market a company operates in.

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Global benefits strategy: A Q&A with Katherine Loranger

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