Solutions
Three platforms, one international operation.
Designed for companies managing people across countries that need to integrate global systems with local reality.
A single channel between your company and the payroll teams in each country.
What it does
- Shared portal with visibility across all active jurisdictions
- Centralized multi-country document management and archive
- Validation and approval workflows for payroll incidents
- Full audit trail: who did what, where and when
- Real-time notifications by country and employee
Monthly payrolls
247
Incidents
3
Pending docs
8
| Country | Employee | Type | Status |
|---|---|---|---|
| 🇪🇸Spain | Marta L. | New hire | Validated |
| 🇫🇷France | Camille R. | Monthly variable | Pending |
| 🇱🇺Luxembourg | Léa B. | IT incident | Open |
| 🇧🇪Belgium | Thomas D. | Maternity leave | Validated |
Key difference
HUB HR is not a generic document manager. It's purpose-built for multi-country payroll: every incident, document and approval is linked to country, employee and payroll month.
Who it's for
- Multinationals with employees in 3+ countries
- HR directors coordinating with local payroll providers
- CFOs who need visibility and traceability of salary spend by country
Connect your global HCM with local payroll in every country. No manual work.
What it does
- Real-time bidirectional sync between HCM/ERP and local payroll systems
- Compatible with SAP SuccessFactors, Workday, Oracle HCM, MS Dynamics, Factorial, Personio and more
- Connectors for auxiliary platforms: Payflow, Signaturit, Ok Ticket, Wagestream, Orquest…
- Integrated Flexible Compensation module
- Full traceability of every transaction across systems
- Drastic reduction of manual data-entry errors
HCM/ERP integrations
Auxiliary platforms
Key difference
IRIS is not a point-to-point integration. It's middleware built for the reality of multi-country payroll: it handles data transformation between your global HCM and the specific requirements of each local payroll system.
Who it's for
- Companies with a global HCM connecting to Spanish or European local payroll
- IT/HR teams that want to eliminate double data entry
- Companies expanding into Spain that already run Workday, SAP or Factorial
Automatic compliance with EU Directive 2023/970 in every European country where you operate.
EU Directive 2023/970 requires every company with more than 100 employees to report pay gaps, document compensation criteria and guarantee equal pay. Transposition deadline: June 2026.
What it does
- Pay gap analysis by gender, category, area and country
- Automated reports ready for labor inspection and external audit
- Job classification and valuation based on objective criteria
- Compensation policy documentation compliant with the Directive
- Real-time pay equity dashboard
- Multi-country coverage: one report for every European jurisdiction
Average gap
6.3%
Depts at risk
1
Reports
5
Gap by department
Key difference
Not a generic reporting module. PAY Transparency automates the analysis per the specific criteria of each European country, producing reports in the format required by each national labor authority.
Who it's for
- European companies with more than 100 employees
- Multinationals with subsidiaries across EU countries
- HR directors responsible for equal-pay compliance