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. The EU transposition deadline has already passed: only a handful of countries met it on time, and the rest may pass their national law at any point in the coming months. The sooner you assess your exposure, the better.
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