Business process outsourcing
HR and payroll
HR and payroll requires jurisdiction-specific competence. German and Austrian payroll differ in ways a generalist gets wrong, and an incorrect run produces employees who are not paid correctly, which cannot be healed by a service credit. So we build competence for the specific jurisdiction rather than adapting it from another.
What this service covers
- Payroll under the applicable jurisdiction, with a structured parallel run at transition.
- HR administration including onboarding and offboarding processes and an HR helpdesk.
- Documented knowledge capture from departing specialists, so continuity risk is closed.
- Processing of employee data inside the European Economic Area, which matters to works councils as much as to the finance function.
Where and how delivery happens
We deliver this service from our German-language hubs in Poland, Türkiye, Egypt and Uzbekistan at CEFR levels B1 to C2. Poland sits inside the European Economic Area, so no third-country transfer arises. Türkiye, Egypt and Uzbekistan are third countries, each secured through the EU Standard Contractual Clauses with a transfer impact assessment and documented supplementary measures. Exactly where delivery happens is agreed with you per engagement and set out in the open.
Applicable regulation
- GDPR and the Federal Data Protection Act for employee data, with particular care for special data categories.
- The applicable payroll tax and social security requirements of the jurisdiction.
Typical metrics
- Payroll errors affecting employee net pay
- On-time performance in the payroll cycle
- HR helpdesk handling time
Application across industries
Retail and ecommerce
Austrian payroll with purpose-built competence and a longer parallel run, to close continuity risk from a knowledge concentration.
Engagement models
Dedicated team
A team assigned exclusively to you. Suited to stable, ongoing volume where expertise is built over time.
Managed service
Outcome accountability against agreed service levels, with defined surge capacity. Suited to variable volume and campaign windows.
Output-based
Payment by output with quality gates. Suited to clearly measurable, unit-based processes.
Staff augmentation
Individual specialists working as an extension of your team. Suited to targeted capacity or capability gaps.
Hybrid
A combination of the models, tailored to the specific need. Most larger engagements end up hybrid.
Frequently asked questions
- Is German payroll adapted from a single national practice?
- No. German and Austrian payroll are jurisdiction-specific. We build competence for the specific jurisdiction rather than transferring it from another.
- Where is employee data processed?
- For payroll and HR data we work inside the European Economic Area, so no third-country transfer arises. This is frequently a works council condition.
- How long is the parallel run?
- As long as it takes to be safe, and we say so when your timeline is too short. In payroll, the provider willing to question the timeline is the one to choose.
- What happens to departing employees' knowledge?
- It is captured and documented in a structured way rather than passed on by shadowing alone. That documentation is then an asset you own.
- Does the works council matter in an outsourcing decision?
- Usually yes. We supply the documentation a consultation actually needs, in writing and in German, so your process runs well and quickly.
- What does outsourcing payroll cost?
- Price depends on headcount, complexity and jurisdiction. Request a proposal; many clients do this for continuity rather than for cost.
Let us talk about what you need.
Tell us which function you want to outsource, in which languages and at what scale. You get a substantive answer rather than a brochure.
We answer every enquiry within six hours.