Our Services

We don’t just manage paperwork. We build thriving offshore teams that align with your brand, mission, and performance goals — fully supported by our human-centric, full-stack infrastructure.

01 | Plan and Recruit Align on goals, source top talent via our networks in the Philippines, Vietnam, Mexico, and Colombia.

02 | Hire and Comply iBlossom Management becomes legal employer: contracts, taxes, payroll, benefits, labor compliance.

03 | Onboard and Equip Prepare workspaces, IT, and cultural onboarding. (Note: "CASA housing" was a specific KMC offering and has been removed for a more general iBlossom context).

04 | Manage and Scale We support HR, compliance, performance, and workspace as your team expands.

The HR model of an Employer of Record (EOR) is a comprehensive framework where a third-party organization (the EOR) takes on the legal and administrative responsibilities of employing a workforce on behalf of another company (the client company). While the client company retains control over the day-to-day management and strategic direction of its employees, the EOR handles all the nuances of employment compliance in various jurisdictions.

Here's a breakdown of the key HR functions an EOR typically manages:

1. Legal Employment and Compliance:

• Legal Employer: The EOR becomes the legal employer of your workforce in the target country. This means they are responsible for adhering to all local labor laws, regulations, and statutory requirements.

• Employment Contracts: Drafting and maintaining locally compliant employment contracts that clearly outline terms of employment, compensation, working hours, leave policies, and termination procedures.

• Worker Classification: Ensuring employees are correctly classified (e.g., as full-time employees rather than misclassified contractors) to avoid legal penalties and ensure proper benefits.

• Regulatory Changes: Staying up-to-date with evolving labor laws, tax regulations, and social security changes in each country of operation and ensuring the client company remains compliant.

2. Payroll and Taxes:

• Payroll Administration: Processing accurate and on-time payroll in the local currency, including salary calculations, overtime, bonuses, and expense reimbursements.

• Tax Withholding and Remittance: Calculating, withholding, and remitting all required employee and employer taxes (income tax, social security contributions, unemployment insurance, etc.) to the relevant local authorities.

• Tax Filings and Reporting: Handling all necessary tax filings and reporting to ensure full compliance with local tax laws.

3. Benefits Administration:

• Statutory Benefits: Administering mandatory benefits as required by local law (e.g., health insurance, pension schemes, unemployment insurance, workers' compensation, paid time off, maternity/paternity leave).

• Supplemental Benefits: Often, EORs can help the client company offer competitive supplemental benefits packages to attract and retain talent, aligning with local market expectations.

• Enrollment and Management: Managing benefits enrollment, changes, and ongoing administration for employees.

4. Onboarding and Offboarding:

• Onboarding: Facilitating the compliant onboarding process for new hires, including collecting necessary documentation, setting up payroll, and ensuring they receive all required employment information.

• Offboarding: Managing compliant termination processes, including severance payments, final pay, and other benefits as required by local labor laws, minimizing legal risks for the client.

5. HR Support and Advisory:

• HR Administration: Handling routine HR administrative tasks such as maintaining employee records, managing leave requests, and handling expense reimbursements.

• Employee Relations: While the client company manages day-to-day performance, the EOR often provides guidance and support on employee relations matters, especially when they intersect with local labor laws (e.g., disciplinary actions, grievances).

• Local Expertise: Providing expert advice on local employment practices, cultural nuances, and market trends to help the client company build effective global teams.

Strategic Global Expansion: Helping companies identify the right markets for their growth, considering talent pools in places like the Philippines, Vietnam, Mexico, and Colombia.

• Human-Centric Team Building: Advising on how to build and maintain high-performing, loyal offshore teams that align with your company culture and values.

• Risk Mitigation & Compliance: Providing expert guidance to ensure your global operations are fully compliant with local labor laws, taxes, and HR regulations.

• Operational Optimization: Helping you set up efficient remote work environments, IT infrastructure, and HR support systems for your international workforce.

• Long-Term Growth Models: Consulting on advanced offshoring options like BOT and GCC as your global footprint expands, ensuring a seamless evolution of your international strategy.

iBlossom Management OPC empowers you to manage your global workforce's training and professional development efficiently and compliantly, without having to build out the entire infrastructure yourself.