A Shout Out to My Fellow Guardians on Winning Workday’s Global Payroll Cloud Partner of the Year!

20141104_173747Some of our SafeGuard World International Guardians have been working very hard for many years all leading up to this award that was presented to our VP of Channels & Alliances, Phil Calandra from Mark Simons, Business Development Director at Workday, at this year’s Workday Rising event.

Since 2010, Guardians such as CTO, Tristan Woods, have been working closely with Workday technology experts and third party integrators to provide our joint clients with a single sign on application to manage their global HR AND payroll. Another hard working Guardian named David Hughes, Technical Integration Consultant, has also been working to earn country-specific certifications from Workday and he has now completed them for 75 countries!

I couldn’t possibly name all of the Guardians who have been nurturing our partnership with Workday over the years. From Business Development and Implementation to Program Management and Professional IT Services, they know who they are and they all deserve a huge Congratulations!

Learn more about our Global Payroll Cloud Partnership with Workday and why 31 shared clients (and counting!) have chosen the Workday/SafeGuard World International integration to manage their global employees.




Are Shrinking Wage Gaps Creating an even NEWER Normal for HR?

Shrinking Wages

Cost pressures combined with skill gaps and an educated global workforce have all been contributing to a surge in global recruitment outside corporate HQ locations. This strategy has become less of a nice to have and more of a strategic imperative; a new normal.

But now there’s a newer normal. Definitive research from respectable analyst organizations are proving that wage gaps across mature, emerging and newly emerging markets are shrinking. This is not surprising but it’s interesting to consider how quickly these gaps are shrinking. They are closing up quickly enough that they will have a direct and significant impact on global business within the next two decades.

Countries that have traditionally offered lower wages e.g., China, India, etc., are experiencing a shrinking wage gap compared to the U.S., U.K. and other mature markets. They will slowly and steadily transform from labor markets to consumer buying markets.

This creates a newer normal for organizations overall, but let’s consider how it will impact HR and recruitment.

Migration of Manufacturing

Shrinking wage gaps may mean migrating manufacturing facilities from one country to another, a huge undertaking. Internal managers will have to be relocated to set it up, local workers will have to be hired and trained, finance may have to set up local entities and HR will need to manage the recruitment, as well the ongoing HR and payroll. On top of that, managing payroll for a manufacturing staff is always a tricky endeavor with various labor types, collective bargaining agreements, etc., especially in a country where HR is not accustomed to the local regulations.

New Buying Markets

As countries such as India and China become larger consumers and more countries enter into the buying market, new opportunities will open up for organizations to sell their products and services in a growing list of countries. That’s wonderful but who’s going to do the selling? Sales and marketing staff will have to be engaged, which means more recruitment for the HR folks; recruitment in countries they’ve never dealt with before, where they don’t have an entity or an HR department. What makes this even more challenging are the markets in scope. Take Africa, for example, an emerging region that may offer wage advantages for the organization, but it’s also a region with complex and often unclear HR regulations.

Impacts on HR Regulations

A third and important impact all of this will have on HR involves international HR compliance. Global HR professionals already know how complex it is now, how difficult it is to source country-specific regulations, how they have little confidence in the accuracy of the regulations and how challenging it is to stay up to date on new regulations. That all aside, consider this. As the emerging markets move up the buying ladder and younger emerging markets take a few more steps up the ladder, global economic forces will drive even more HR regulations. Countries will be protecting and nurturing their own economies and these efforts will inevitably drive changes to their HR laws, taxes, social costs, etc.

It may sound daunting but it’s actually quite exciting. Revolutionary technologies and experienced global outsourcing service providers will be there to help HR and their organizations remain competitive in a global economy and thrive in a “newer” normal.

Rising Guardians: Rising to the Challenges of Multinational Payroll

Rising Guardians

My company’s Founder & CEO, Bjorn Reynolds, and a group of my colleagues, which are affectionately known as SafeGuard World Guardians, are all in beautiful San Francisco at the Moscone Center attending Workday Rising 2013, Workday’s 7th annual educational gathering of customers partners and Workday employees.

2013 has been a phenomenal year in relation to our partnership with Workday. Last May, we celebrated our 3 Year Partnership and our 23rd client has recently joined our journey to become the world’s principle payroll provider.

On May 13, 2010, SafeGuard World International (SGWI) became the first global payroll provider to establish a formal partnership with Workday. The partnership quickly resulted in what was then recognized as a “packaged integration” between Workday’s Cloud Connect for Third-party Payroll and SGWI’s Software-as-a-Service (Saas) global payroll technology system. In early 2011, we became the first multinational payroll provider to process live payrolls for shared Workday clients.

Workday released six updates since this partnership was established, having announced Workday 19 this past April. Many of these upgrades had a direct impact on Cloud Connect for Third-party Payroll, e.g., bi-directional integration (import and export of data). In line with these upgrades, SGWI made the necessary adjustments to its own global payroll technology system.

Today, we are especially proud as we enjoy a “Certified Integration” status from Workday, and proudly serve 23 shared clients across 55 countries.

The Certified Integration provides four key benefits for global payroll customers who are using or implementing Workday’s HCM.

  1. Customers only have to log into one system to manage all of their HR and payroll data, which means the data only has to be entered into one system, and multinational payroll data can be obtained the same way they view and access their Workday HCM data.
  2. The Certified Integration provides a comprehensive and consistent view of payroll analytics across their global footprint, gaining a true understanding of global labor costs.
  3. It provides ease and sustainability of the integration. The main benefit of a pre-built integration is that the difficult and complex work e.g., field mapping, etc. has already been completed and tested, which mitigates risks relating to the relating to the time and effort involved in any global payroll integration.
  4. Once payrolls are implemented, it works forever. It’s hosted, maintained and regression tested by SGWI, and offers SaaS benefits such as full scalability and centralized upgrades in real time, without disrupting the customer’s business.

So, as you can see by the smiling faces in the picture above, my fellow Guardians are rising to the challenges of multinational payroll.  It’s a proud day for SafeGuard World International and I am personally very proud to be on this journey with our clients, our partners and all of our Guardians around the world.


Global Payroll is not a Myth. It’s a Journey.

Global HR FootprintThere’s been a lot of chatter lately about whether or not it’s truly possible to have a globally consistent, fully-compliant global payroll system. Some would argue that its sheer complexity makes it almost impossible to administer an automated and effective  multinational payroll solution.

Yes, it’s true that it is highly complex but it’s not a myth. It’s a journey. It’s a journey that begins with a strategic road map and makes stops across every country in scope.

So what are some of the key steps in the journey?

The first step begins with an analysis of the organization’s global footprint. This includes a country-by-country review of where the company has, or doesn’t have, established business entities as well as identifying the number of payroll entities in each of those countries. And then, a  legal evaluation of existing contractors working in those countries. This analysis will drive the strategic road map.

The next step in the journey is a visit to a cloud, which is the hot technology platform that can be integrated into existing HCMs, accounting and Vendor Management software systems, unifying all the data. The next involves compliance and partnering with a managed service provider who has a global supply chain of vetted HR and payroll companies who are experts on in-country compliance.

Another step is related to global contractors/contingent workers, and having the ability to legally engage new workers in countries where the organization does not have business entities. This can be achieved with a solution called Global Employment Outsourcing, where  a service provider becomes the employer of record on behalf of the hiring organization. It’s completely compliant from an HR perspective which mitigates risk for the organization while giving them new tools to support their global growth.

The total solution has to take a holistic approach, beyond the global HR and payroll department, including finance, technology and risk management and equally important, engagement with regional and local HR teams.

Global payroll is complicated but with the proper planning across a company’s global organization, challenges can be overcome and fragmented processes can be transformed into a standardized system of record.

Why HR is Wishing for a Cloudy Day


SaaS-based technologies, also known as cloud computing, have changed the way HR professionals are managing their global workforce. Before this revolutionary technology, only multinationals with full ERP solutions rolled out across their global footprint, had the luxury of at least some level of global consistency and process. For most, global workforce management had to be handled separately, with a domestic program and then a regional, multinational or even a country-by-country solution. But not anymore. Now comes an opportunity for HR professionals to manage their entire global workforce with one system of record to manage all of their HR data.

This new HCM cloud comes in many shapes and forms with different functionalities that meet the needs of different global HR footprints. They offer a host of modules ranging from Talent Management to Recruitment and Payroll. It’s a paradigm vertical shift in HR’s approach to workforce management, from a geographic approach to an HR discipline approach, providing HR professionals with a holistic look into each of these disciplines from a global perspective.

One of those disciplines is Payroll. Multinational payroll is a component that’s particularly challenging, with country-specific compliance requirements, global fund transfers and the inevitable foreign currency and language issues. For many, global payroll processes are actually a series of fragmented processes—spread across multiple financial systems, multiple vendors and multiple geographic locations.

With all of that, access to global payroll analytics may seem impossible, but with these transformational clouds, it has become a reality. Today, payroll professionals are using these clouds to transform fragmented processes into a standardized system of record—a unified payroll solution, with easy access to Total Workforce Costs.

Imagine that? Clouds that actually improve HR visibility!