Compliance and culture drive global team scaling: HR expert
GLOUCESTERSHIRE, ENGLAND — Distributed teams are now the new default for organizations seeking to compete on a global scale. But as Katherine Loranger, Chief People Officer at Safeguard Global, points out, “Slack and time zones alone won’t scale your company.”
Today’s HR leaders face a new set of rules, navigating complex compliance structures, multiple currencies, and fierce competition for top talent across borders.
Beyond tools: The need for strategy
While technology remains essential, the real challenge is designing and supporting teams that can scale internationally.
According to the 2025 AIHR HR Trends Report, 79% of HR leaders believe AI adoption is critical, yet 60% lack a coherent implementation strategy. “Everyone has tools, but few have a plan,” Loranger says.
A successful strategy must address:
- Local hiring regulations and onboarding timelines
- Differences in labor laws, benefits, and cultural norms
- The shift from synchronous to asynchronous operations that respect regional flexibility
Global HR leaders are moving away from “always-on” cultures, instead focusing on outcomes and building systems that allow teams to thrive regardless of location.
Compliance, payroll, and the complexity of scale
Expanding into new markets can appear straightforward—post a job, hire, and go. In reality, cross-border growth quickly becomes complicated. “A single compliance error in markets like Germany or Singapore can result in six-figure fines and reputational damage,” Loranger warns.
A Global Payroll Association whitepaper found that 51% of HR professionals struggle to keep up with legislation and compliance, while nearly half use multiple payroll providers.
Many are turning to AI for help, but as the 2025 Stanford AI Index Report notes, AI-related incidents are on the rise, and 64% of organizations worry about inaccuracies. The focus, then, is not just automation but risk reduction.
Culture without borders
Hiring globally is only half the battle. Building a sense of belonging across time zones is critical. “The solution isn’t virtual pizza parties. It’s about designing inclusive systems,” says Loranger. This means:
- Async-first communication norms
- Inclusive holiday calendars
- Cultural onboarding tailored to local norms
When teams from São Paulo to Seoul feel supported, companies move from managing distributed teams to leading a truly global culture.
Strategy beats speed
Fast-scaling companies are leveraging Employer-of-Record (EOR) solutions to onboard talent quickly and compliantly. As Loranger concludes, “Winning in a distributed teams-first world means recognizing that global HR isn’t just an operational function, it’s a catalyst for strategic growth.”
