As international business faces increasing economic pressures, HR teams are investigating how they can do more with less. The solution may be implementing a global HR system, which can help you centralize a complex, multinational People function, cut costs, and provide a better service to your employees.
In this article, we’ll walk you through the process of planning for, selecting and implementing a global HR system.
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Multinational businesses need HR tools with the flexibility to adapt to legal, regulatory, economic and cultural differences. These can impact on a range of HR concerns, such as:
For many companies that operate on an international or global scale, the core HR information systems may not be up to the job of handling all of this. Having a different human resource management system (HRMS) or HR Information software (HRIS) for each country will lead to a fragmented set-up.
A global HR system is a platform that enables teams to manage their employee data and services in different countries. By establishing a centralized global HR system, you can integrate all your core functions and seamlessly deliver the specialist service experiences needed, while maintaining flexibility for local needs without sacrificing global consistency. In fact, in 2025, many HR leaders are embracing AI-powered global HR systems to streamline operations and enhance employee experiences.
A global HR system makes multinational human resources easier for HR teams, employees and managers alike, by:
Centralized data and standardized formats means that HR teams can manage everything in one place, while the C-suite can have clear visibility and insights on overall workforce performance to inform global and local strategy.
Employees working with a single global HR system have a clear and consistent experience wherever they’re based, while still allowing for the unique aspects of their location. A single, integrated system also makes it easier for dispersed teams to communicate and collaborate, putting intuitive, AI-powered self-service HR into the hands of every employee, everywhere, instantly delivering the information they need, in their language, when they need it.
Dealing with a single vendor and avoiding multiple licenses and service-level agreements (SLAs) will cost your business less in both money and time—all-important at a time when businesses are striving to be lean and to do more with less.
Deciding to invest in a global HR system is just the beginning. To prepare for implementing a global HR system, you need to lay the foundations. This means analyzing your needs, your goals, your timeline, your budget and your project team.
Here’s a quick questionnaire you can use to get started:
○ AI-powered self-service tools that employees can access at the point of need
○ A user-friendly, mobile-enabled interface
○ Smart reporting and data management with built-in automation
○ Seamless integrations with your broader tech stack
○ Multilingual support to serve a globally distributed workforce
Consider the costs of:
○ Initial purchase and licenses
○ Roll out and implementation
○ Maintenance and support
○ Integrations
Having figured out your needs, it’s time to look at the available solutions. We’ve put together a deep dive into how to select the best HRIS, to help you figure this out, but here’s a quick summary:
Whether you are a large enterprise or a small business, you need a system that fits your needs in terms of:
It’s better to choose just as much as you need, rather than to have all the bells and whistles that are on offer. Tools you won’t use or that duplicate others are just going to clog up your system and reduce your return on investment. Instead, look for configurable, low-code tools that adapt to changing needs without overwhelming your team.
Delivering an excellent and engaging employee experience is a crucial consideration for your global HR system. 24% of employees say they could save more than 2 hours a week if they had HR software that delivered a better user experience with better functionality. That’s why building personalization into your HR services is key, giving employees what they need, when they need it.
You can enhance your global HRIS with Applaud’s AI-powered platform. Applaud works seamlessly with your existing tech stack to streamline HR service delivery and elevate the user experience across your workforce. It incorporates features like:
Having done the groundwork, you need a thorough HR system implementation plan to get the best out of your new platform, and to make the transition smooth and non-disruptive.
Engaging your employees to make the best and most productive use of the system is key to its success.
Here’s a comprehensive implementation plan for your global HR system:
Take a look at the webinar below to learn how you can leverage data to understand your employees’ day-to-day experiences of work and how to set the right priorities to maximize employee productivity, satisfaction and retention.
Running a global HR system is complicated, and you need a system that can unify your efforts, and put employee experience at the center. Your global workforce needs a centralized system that’s easy and enjoyable to use, wherever they are based.
Applaud can integrate seamlessly with whatever HR system you choose. From round-the-clock access to AI-powered knowledge management, Context-aware AI assistants and intuitive self-service portals to global directories and smart automation, Applaud provides HR Service Delivery tech that transforms fragmented HR tools into a cohesive, intelligent service experience.
To discover how, request a demo.
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