Global HR Masterclass
12 Deep-Dive Modules
Each module is grounded in a named academic framework, applied to real international hiring scenarios, and designed to give you specific actions you can implement immediately. Not theory for theory's sake — theory that works on Monday morning.
Showing 12 of 12 modules
Your First International Hire
From EOR vs entity vs contractor to compliance basics — the complete playbook for hiring your first employee outside your home country.
72% of companies that expand internationally without a structured hiring framework encounter compliance issues within 12 months
International Employment Law Essentials
At-will vs just cause, notice periods, contractor misclassification, and termination rules across the jurisdictions that matter most.
Wrongful termination claims in just-cause jurisdictions average $85K-$150K in settlement costs — 3-5x what US companies budget
Building Your International HR Function from Zero
How to evolve from ad-hoc personnel administration to a strategic international HR function — using Storey's framework for HR maturity.
Companies with a dedicated international HR function achieve 40% faster time-to-productivity for global hires vs those managing internationally ad-hoc
Cross-Cultural Team Management
Meyer's 8 cultural dimensions applied to the daily reality of managing distributed, multi-national teams.
Teams with unaddressed cross-cultural friction show 35% higher turnover in the first year compared to teams with explicit cultural alignment processes
Hiring for Cultural Add, Not Cultural Fit
How to assess candidates across cultural dimensions without defaulting to bias — building teams that are genuinely diverse, not just geographically distributed.
Companies that hire for 'cultural fit' internationally are 2.5x more likely to default to ethnocentric staffing — hiring people who think like headquarters, regardless of location
Managing High-Context vs Low-Context Communication
A deep dive on the communication failures that derail global teams — and the specific protocols that prevent them.
Communication misalignment is cited as the root cause in 65% of failed international projects — ahead of budget, timeline, and technical factors
Global Compensation Strategy
Home-country, host-country, and hybrid approaches to international compensation — including the 1.3-1.7x multiplier reality that surprises every CFO.
83% of companies underestimate international employee costs by 20-40% in their first year — primarily due to mandatory benefits, social contributions, and 13th/14th month salary requirements
Navigating EOR Providers
An honest evaluation framework for Deel, Remote, Oyster, and others — built on the Control-Flexibility-Cost model, not vendor marketing.
Companies that select an EOR provider without a structured evaluation framework are 3x more likely to switch providers within 18 months — at an average switching cost of $15K-$30K per employee
Contractor Misclassification Risk
Filsinger's 5-test classification framework applied internationally — with deep dives on Dutch Wet DBA, UK IR35, and California AB5.
Average misclassification penalty across EU jurisdictions: $35K-$120K per worker, including back taxes, social contributions, interest, and administrative fines
International Workforce Planning
When to hire your 2nd, 5th, and 10th employee in a new country — and how to model the infrastructure, cost, and compliance inflection points.
Companies that hire internationally without workforce planning overshoot their Year 1 budget by an average of 45% — and 30% scale back or exit within 24 months
Data-Driven Global HR
Adapting Bock's Google-scale people analytics approach for mid-market companies going global — practical metrics that drive real decisions.
Only 12% of mid-market companies (50-500 employees) track international HR metrics beyond headcount and payroll cost — missing the data that predicts retention, compliance, and expansion success
Global HRIS Integration
Systems thinking for multi-country HR technology — how to build an integrated tech stack that scales without creating a Frankenstein of disconnected tools.
Companies with disconnected HR systems across countries spend 3.2x more on administrative overhead and experience 2x more payroll errors than those with integrated platforms
All 12 Modules Available for Preview
Each module overview includes learning objectives, key takeaways, and source materials. Full module content — including case studies, adapted frameworks, decision tools, and implementation guides — is available through our consulting engagements and upcoming paid masterclass program.
Want These Frameworks Applied to Your Company?
Our consulting engagements use these exact frameworks — customized to your company, your countries, and your stage of international expansion. Readiness Audits start at $5,000.
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