Global Mobility · HR consultancy
What the role should pay, and how it should be structured.
The decisions that come before the contract and outlive it. What a role is worth in that market, how the terms should be built so they hold up under the local instrument, what an employer is expected to provide, and how a relationship is ended lawfully when it has to be.
Markets
Angola · Mozambique · South Africa · India
Delivered by
Our own teams in-market
Covers
Structuring, benchmarking, policy, exit
Chain
Advice → contract → payroll
What is included
What we carry for you
Role structuring and grading
How the position should be defined, where it sits against the rest of the organisation, and how that translates into a title and a set of terms the local instrument recognises.
Benchmarking against local practice
What the role is actually paid in that market, and what employers there are expected to provide beyond salary — which is frequently the part that surprises a foreign employer.
Employment policies
Handbooks, working-time and leave policies, disciplinary and grievance procedures that are enforceable where they will be used.
Recruitment support
Sourcing, screening and assessment in-market, with candidates evaluated by people who understand what the qualifications and the employers on a local CV actually mean.
Onboarding and probation
The formalities that make the first ninety days defensible, including medical and criminal-record requirements where the market imposes them.
Restructuring and exit
Disciplinary process, performance management and lawful termination — including what has to be paid, notified and documented for each of them.
How it works
How a mandate runs
Step 01
Frame
What the operation needs to achieve locally, and what the organisation around it should look like.
Step 02
Benchmark
What the roles pay and what is expected of the employer, from in-market evidence rather than a global salary table.
Step 03
Build
Terms, policies and the documents that will govern the relationship, written for the instrument that applies.
Step 04
Support
Recruitment, onboarding and the difficult conversations that follow later, with the same team.
The position
Why global HR policy stops working at the border
A group HR policy written for one jurisdiction rarely survives contact with another. Notice periods, probation, leave entitlements, overtime, the status of bonuses and the treatment of allowances are all governed locally, and in several of our markets by a collective instrument that applies to the sector whether or not the employer signed it.
The consequence is not usually a dramatic failure. It is a slow accumulation: terms that cannot be enforced, expectations that were never local practice, and a termination that turns out to cost several times what was budgeted because the documentation for the preceding two years does not exist.
Advice that ends in a document
We do not deliver a recommendation and leave the implementation to you. The benchmark ends in terms, the policy ends in a handbook, and where we also act as employer or run the payroll, the same team carries it through.
Regulatory positions, contribution rates and processing sequences change and differ by activity. We confirm the current position for your case before you commit.
In-market, not from a table
- Benchmarks from local evidence
- Policies written for the applicable instrument
- Candidates assessed by people who know the market
- The same team through to exit
By market
Where we run this ourselves
Common questions
What clients ask
Do you provide salary surveys?
We provide a benchmark for the roles you are hiring, built from in-market evidence and from what we see as an employer in these countries. We do not publish salary tables, because a figure without the sector, the instrument and the benefit expectations attached is misleading.
Can you help with a restructuring or a redundancy?
Yes, and this is work where sequence and documentation decide the outcome. What must be consulted, notified and paid differs sharply between our markets, and the process cannot be reconstructed after the fact.
Do you recruit, or only advise?
Both. We source and assess candidates in-market, and we can employ them through our Employer of Record from day one where you have no entity.
We have a group HR policy. Can you localise it?
That is a common engagement. We review the group policy against the local instrument, mark what cannot apply, propose the local wording, and produce the version that will actually be handed to employees in that country.
Start with the role, not with the headcount.
Tell us what has to get done in the market and we come back with how the roles should be structured, what they pay locally, and what the employer will be expected to provide.