Ben from HSP also gave us these insights:

Be sensitive to and understand the landscape in each country. Understand things like language and culture and benefit practices in that country’s work environment.

 

Conduct local employee benefits benchmarking. Don’t offer the same benefits across the board just because you offer them to your U.S. employees. Compare the benefits being offered by similar businesses in your location.

 

Quantify and qualify existing plans in each country, including costs, compliance, and market competitiveness.

 

A good HR administrative infrastructure is key to successful program implementation. Identify, budget for and source the necessary contracts required to implement employee benefits–this is the “easy” part. (Multiple plan in multiple countries can be time consuming and frustrating for employers and employees.)

 

Cheers, and make it a great day!