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Hiring Abroad: Staffing at a Foreign Location

Options for Staffing a Project at a Foreign Location

There are three main options for staffing a ºÚÁϳԹÏÍø project or program operating in a foreign location. These are covered in more detail below, and cover the vast majority of cases where ºÚÁϳԹÏÍø does not have an established legal presence in the host country.

  1. Sub-contract with a registered local entity in the host country

Sub-contracting with a registered local entity, most commonly a foreign university or registered NGO (non-governmental organization) can be an effective way to accomplish program objectives in a host country. It should be considered an option if the project or program already has a strong relationship with a trusted local entity. For more information about sub-contracting as a staffing option, both Global Operations Support and  the Office of Sponsored Projects can offer assistance.

  1. Engage foreign national as an independent contractor

Independent contractors are a valuable HR resource to add expertise to a project. However, there is a potential for violation of host country employment laws if an independent contractor functions as an employee. Most countries adhere to the same distinctions between an ’employee’ and an ‘independent contractor’ as the U.S does. Global Operations Support can offer assistance on assessing a position in order to avoid the risk of misclassifying, and can provide information about the process of engaging a foreign national as an independent contractor.

  1. Engage ºÚÁϳԹÏÍø’s Professional Employer Organization partner

This is considered the least risky and most solid long-term option for hiring staff in a foreign location. ºÚÁϳԹÏÍø retains the services of a PEO (Professional Employer Organization) that can employ the staff member on behalf of ºÚÁϳԹÏÍø. Although there is an additional cost for the PEO’s services, this option facilitates rapid staffing of a new program and does not require HR expertise on the part of the ºÚÁϳԹÏÍø program. Contact Global Operations Support for more information about the PEO option.

Workplace Expectations & Conduct for ºÚÁϳԹÏÍø Employees at Foreign Work Sites

Employment laws vary widely from country to country. However, certain ºÚÁϳԹÏÍø policies and expectations must be implemented and followed in any international location where ºÚÁϳԹÏÍø employees are working, including but not limited to:

HR issues such as corrective action, accommodation, layoffs and dismissal are handled for ºÚÁϳԹÏÍø employees abroad on the same basis as they are for ºÚÁϳԹÏÍø employees who are based in the U.S.