Name: How Top HR & Finance Teams Save 5+ Hours Weekly Managing Worldwide Teams
Uploaded: 2025-11-18T18:46:06.438Z
Duration: 31 min 28 s
Description: How Top HR & Finance Teams Save 5+ Hours Weekly Managing Worldwide Teams

Transcript for "How Top HR & Finance Teams Save 5+ Hours Weekly Managing Worldwide Teams": Hello, everyone. We are going to give it a couple of minutes to allow everyone to join and get held in. But while we wait, I'd love to hear from those who have joined thus far. Oh, Just one. Drop in a chat where you're from. I'd love to see how dispersed you are. Got someone coming from Oregon, from Arlington, Mexico, Des Moines, Jackson. I myself am calling in from Kansas City. I think we're covered down coast to coast. I see we've got gender, LA, California, The UK? Excellent. Who else is calling in from outside The US? We've got Toronto, Canada. Welcome. Okay. Just wanna go over some housekeeping before we get started. Use the chat feature to post comments and connect with other attendees, and then please submit questions via the q and a module in the bottom right. This webinar will be recorded and shared with you tomorrow. And if you do have any questions after after the webinar, please reach out via webinars@rippling.com. Hi, everyone, and officially welcome. Thank you for joining us for our Rippling live demo. This is our new biweekly series where we show you exactly how Rippling works. Today's session is all about showing you how top HR and finance teams use Rippling to save hours each week managing their worldwide workforce by automating payroll, compliance, and reporting across borders in one unified platform. As we jump in, I'll quickly introduce myself. I'm KP. I'm one of our solutions consultants here at Rippling. I'll be walking you through the session today and giving you a behind the scenes look at some of Rippling's key products. Hi. And I'm Jacob O'Sullivan. I'm a sales manager here on our global team, and I've been here at Rippling on the global team for about three years. So at least since the, as we began, and I've worked with hundreds of customers on on on projects to, to manage their, global teams. So happy to to support KP here. Awesome. Before we dive into the demo itself, I wanna set the stage with a bit of context on what Rippling is and what makes it different because that's really the foundation for everything we're going to show you. So Rippling is an all in one system for managing people, spend, and IT across a worldwide workforce. Unlike traditional payroll first tools, we start with the employee profile. So every update automatically flows to the right places. That means everything from payroll to benefits, onboarding, app provisioning, expenses, and more is connected to a single source of truth for each person. So when something changes, like a promotion or a location update, Rippling automatically knows what to do across every system. We call this the ripple effect. Update one field and Rippling handles everything from tax documents to benefit changes, device setup, expense policies across every department in every single country. Let's take an example. Let's say that Sarah gets promoted to director and relocates from California to New York. In most systems, someone in HR or IT would need to distribute new tax documentation for her to fill out, potentially adjust her benefits depending on her new eligibility, update the master headcount plan to ensure that we backfill her role, update her devices, change her expense policy to reflect director level limits, I mean, you name it. With Rippling, all of that happens automatically. Once Sarah's role and location are updated on her profile, Rippling instantly applies the right changes across HR, IT, and finance without anyone having to manually log in to multiple systems. The same would be true if instead of moving to New York, Sarah moved to Toronto. Rippling would automatically handle all of the local compliance and payroll changes from generating compliant Canadian employment agreements to enrolling her in the right local benefits and adding her to the Canadian pay runs. All those updates happen automatically because everything is managed through Rippling, and we'll show you exactly how that works later in the live demo. That's the power of an automated unified system. No handoffs, no double work, just one seamless experience that saves you hours and keeps your organization in sync. Now that you have some background, let's see how this all comes together. First, we're going to show you how Rippling makes global onboarding simple, hiring in any country with local rules and currencies handled automatically. Then we'll cover compliance and global payroll, how Rippling keeps you audit ready as laws change without the manual work. And finally, we'll explore reporting, giving you clear, customizable insights into headcount and payroll costs across countries. Each of these demos has been prerecorded by my friend Austin so we can keep things sharp and focused. We'll wrap with a live demo showcasing a real use case of Rippling's automation in action, and then we'll finish up with a q and a. Feel free to drop your questions in the chat as we go. We'll cover them at the end, and I will go ahead and turn it over to Austin now. Today, I wanna walk through the global capabilities of the Rippling platform and speak to how we handle different functional components of the global workforce process. To begin with, I would like to start with our hiring approach and onboarding. Whereas we start, we'll always click on hire in order to begin selecting the details that are going to ultimately apply to the onboarding candidate that we're bringing into the system. Be that an individual or multiple people from an ATS or applicant tracking system or as an individual new employee, such as what I've started here with Karun, who we will be employing into India. So as we put in that first name, last name, and personal email so that they retain access to the rippling system, even after they've departed your organization, we can then start going through the process, hiring them into a position or hiring, with manual details being entered. At this point, going ahead and selecting that this person is being hired into a specific country or work location, detailing how we plan to employ them, where, of course, Rippling does support hiring through your own entities, hiring through the, Rippling employer of record, or even international contractors should you need to do so, where we can support payments in all three scenarios. Proceeding next to the employment details step, we'll begin to enter in the details around the entity they're tied to, the employment time that's connected. And as you'll see, we do bring in local compliance as we move through the process. Where in India, as an example, there is no such thing as true hourly employees. Everyone is salaried in some form or or fashion, and so therefore, those are the options that are presented and based on the selection then determines the eligibility for overtime as well. So embedding that and information along your path throughout the onboarding flow to ensure that even though you may not be a quote, unquote expert in all things India in this case, you still have a system that is working for you and with you. As I go in and start updating start dates and addressing things like department, job, family, title, and more, Just like our across our platform, we'll use these data points to actually drive what an employee is able to interact with, what they are able to see, as we call these super groups, where we use the employee data to drive that access to time off, time and attendance, document management learning, and more throughout the entire platform. Continuing forward and moving next into our compensation details, you'll see that out of the box, we are accounting for that localized currency with INR, in this case, or Indian rupee based on the location that the employee is based in. We provide nice tools to help aid in entering this information, such as if you're a US business who does all budgeting in USD, maybe you're looking for the equivalent salary to enter in that local currency. So we can input that copy and paste and drop it in where this is based on a daily rate that is provided, and we give you that date, time, and value, associated with it to ensure there's visibility. Now in India, where we have functionalities like cost to company, we'll be able to set and control those on a self-service basis, and we will reflect that as you go through the onboarding flow, what that breakdown associated would look like based on the employee details that are driving that connection. We also, as a natively processing global payroll platform for locations like India and numerous others, will allow you to do things like selecting to add sign on bonuses, equity, things along these lines. And in scenarios like a sign on bonus, we can define whether it's part of that first pay run, or is it actually gonna take place after ninety days, a hundred and eighty days? What does this process look like? To ensure that we can create as much automation for you as possible across rippling, not just from a US perspective, but also globally. Next, moving into the additional employment details where we'll address some things like the type of employment contract, probationary periods, and such in order to ultimately look to generate the employment agreements and agreements that we'll have. Now we are able to embed custom fields throughout this process so that we could account for administrative fields like the USD salary equivalent that we're wanting to tie this to or the exchange rate that we used externally to get the evaluation that we provided. Maybe we're collecting some company specific details here that have been created custom. While we can collect these on the admin front, we can do much of the same for the employee. Before we finally get to those agreements that are able to populate in, where we will have an agreement automatically generate based on the details that we've input to this point. So we have that NDF employment agreement full time for salaried employees. We are also able to have any additional documents that we may wanna provide, either be that as a signing document, as a static document, or simply a notice, able to be facilitated through the platform. Riplink is a globally recognized signature platform equivalent in many ways for these agreements to a DocuSign or a HelloSign. So able to ensure that we can consolidate systems that the employees and your administrators are interacting with to facilitate those global signatures. Now above and beyond this in the onboarding flow, much of this moves into our peripheral items or or tools, if you will, modules and applications throughout the platform, such as global benefits, our device management capabilities, other IT functionalities like our single sign on or third party app integrations. But aside from that, should you choose or not choose to have those applications, our final steps will be adding in a work email and reviewing the details before submitting an email to ultimately be received by the employee to invite them for employee self-service, where they then will be able to log in via their credentials and upload things like their right to work documentation, their bank account, fill out tax forms where applicable, etcetera. So, ultimately, whether you're onboarding in The US, in India, The UK, or many other countries that you may be employing in, the process will remain consistent. The difference will be the localization that will automatically take place and the information that thus is associated. When thinking about employing, hiring, and paying internationally, compliance is often a cornerstone of the concerns or the desires that we have for that employment. With that in mind, Rippling has built a solution that enables compliant time off and leave policies as well as payroll, which are both interconnected to ensure that that data can freely flow, but also creates a number of, compliance tracking and barrier capabilities to ensure that compliance is being met. As we dive in and we think about time off as an example, first and foremost, once entering an entity in the Rippling system, a number of localized policies where available will be added in to the system by default. Those defaults are going to be referenced as a Rippling default, which will enable you to easily see the policies that Rippling has created, as well as the policies for which Rippling will be maintaining should any compliance or legal changes in market take place. Within these policies, you'll be able to see that Rippling is continuing to use the concept of a supergroup or the employee data to drive which policy employees belong to, such as in this case where part time employees in The UK that our contractors are connected to this Rippling default policy versus as we move them over to full time and they're still in The UK and as a con not a contractor, they will move to the full time policy. Rippling is maintaining these, ensuring that using the maternity leave example, here, they are requesting and requiring the proper forms such as the MATB one form or certificate, which we were would be required in The UK and are associating proper pay rules such as what we would see in The UK with reduction in pay from the employer over a period of time supplemented by the government agency. As this will stay consistent across the board. And where needed during implementation, a build out of respective policies will be associated with that implementation process. And the value of having these in one system is, of course, starting with the compliance, which also should you make anything customized, will be tracked by our compliance three sixty tool, ensuring that you are made aware of time and attendance, scheduling, or time off violations that may take place where it will flag it with an urgency level, describe the issue to you, and provide the recommended solution steps where you, of course, can then update the policy or at any point in time reach out to Rippling's support to gain more understanding of the change that may be needed. But all of this is also connecting back to our payroll system. Whereas we go into payroll, all of our payrolls will be able to be run from one centralized location where I may be able to process India, Ireland, Australia, whatever is top of mind, all in one clean space. Using India as an example where, of course, there's complexity across things like cost to company and the breakdown of that gross salary to different, categories for tax purposes, that's what we'll see directly out of the gate, where these employees have had their gross salary brought in and then broken out across categories like basic salary, house rent allowance, or HRA as it's commonly known, different few food coupon requirements based on tax selections that have been made by the employees, and the cost of company structure they belong to, and such. Within this payroll, the only real manual, quote, unquote, steps we may need to take here is updating value should they be one off changes such as through an import or a manual adjustment, be that variable pay components that we're bringing in or additional deductions that maybe we're collecting for some reason that's been determined external from the system. In any of these scenarios, we'll be able to leave an audit note alongside the change that's been done, have that reflected by the blue override flag, and ultimately review the details that are connected for our audit purposes. This is especially value if we have multilevel approvals connected in order to validate from one person to the next in that approval flow exactly what's been done manually and what may need attention. We're also going going to be accounting for those deductions, be them statutory or in many countries, the opportunity to also build in supplemental benefits through our benefits administration tool, that calculations flow in here as you're seeing, before we ultimately move to our payroll review summary, where we are ultimately able to review all of the details with real time calculation where we have built our native payroll. Today, we have native payroll in about 11 countries and are expanding our overall global payroll footprint by an additional 40 countries in the coming year to ultimately allow us to have visibility into what's taking place, when we need to submit by, where we will often have a shorter turnaround time from a deadline to a check date process because of that native relationship, an opportunity to review the payroll journal report prior to processing or a cash requirement where we can see if conversion rates apply, what the different taxes, earnings, deductions, etcetera may look like, which, of course, are downloadable in PDF and CSV as well. We will be able to review as well on the employee level any differences or on the company level and understand more clearly where those differences are coming from, understanding the variable pay components that are applicable. As we scroll through this individual employee, we'll be able to see exactly where that takes place such as a greater bonus and fuel allowance, a reduction in food coupons, and, ultimately, should we wanna learn more, clicking on the history to understand why those changes may have taken place. Lastly, we'll also provide visibility into the pay stubs before you submit so that you can review exactly what the employee is going to receive from this payroll cycle. As this pulls up, we'll ultimately be able to see that localized payslip example broken out with localized fields such as that UAN and PFN, earnings, taxes, deductions broken out by the respective categories that are expected in market. And this, of course, will be downloadable from a desktop or mobile device for the employees for use. Now once we do go to approve and submit, where we have a standard of four to five day block prior to check date, to be acknowledged, though the system automatically accounts for holidays and weekends to adjust that date on your behalf, Rippling is then going to be able to manage as well the filings and submissions associated with that on your behalf. Meaning that ultimately, once we approve, we would often, as a as a rule of thumb or as a standard, look to debit your account and facilitate net payments to the employees, upload the tax filings, and make those tax payments on your behalf. When I speak with customers about the needs for global consolidation and bringing in multiple systems into one as a whole, oftentimes what I'm hearing is that there is a lack of reporting capability or understanding what's going on within the business. With Rippling, we can eliminate that trouble through our dashboards and reporting capabilities that are available to us as that single solution of truth. As I scroll down and look at my dashboard section, you'll see that we have a wide range of abilities to start to hone in on the data that's available within the system, be that global compensation by country, department, and, of course, as I drill into this momentarily, on the employee level itself, we can understand costs that are reflected across a number of categories, be that from gross salaries to payroll specific values, whatever is top of mind for your organization to understand. We can also dig into things like our headcount by country, breaking that out, maybe headcount and gender reporting so that we can understand how our organization is doing when it comes to those different statistical points and really own the data as it all exists within Rippling. Now these dashboards are ultimately created from my reporting system. I can, of course, open this up, review, and dig in more deeply directly from the dashboard, or I can go in through my reports center. One thing that significantly differentiates Rippling from most HRIS systems that I have personal experience with, at least from that point of view, is that we don't provide the traditional canned or, basic templates that many systems do. We provide a concept called recipes. And recipes, much like if you were to look to bake a cake, are intended to be a guide on what steps or what elements may be valuable, but still giving you control over the direct inputs. Say I was baking a cake, I could still choose brown or white eggs, whole milk or 2%, chocolate or lemon. And the same is ultimately occurring when we think about our reporting capabilities, where though I pulled this time off balances report, I still have access to all of my different data elements within the system, including third party app integrations that I could pull in. I'm still able to control the aggregation of this data, my row grouping elements. I can still build charts, run point in time reports. And so while, of course, yes, this is a template in the traditional sense, recipes still allow that full customization ability that is often not those are provided. However, we can also create from scratch, such as my global compensation by country report, where we ultimately can still use all these data elements and and tools in order to create the report that we want to build, but now we're able to exclusively pick which values and fields are available and needed for this report. Within here, ultimately, my goal was to create a global compensation by country report where I could understand it broken out by work location and department, aggregating that data on a summated basis, and then being able to drill in more into detail where I need. Be that either from the chart here where I can click in and understand by department the breakdown on the employee level when these employees started another values, valuable fields that I've added in for this specific report for my organization. Or drilling in down from below, if we were to look at the report itself, we have access to understand what's taking place on all of the levels that we can expect. And this includes any custom labor allocation, cost centers, or as we may call them, dimensions within the rippling system. Now these charts are fully customizable, able to be controlled by us determining ultimately what type of chart is gonna be most effective, any conditional formatting we need to add, and how we ultimately want to split this chart out for visible use. We're then able to also decide where we want to embed this chart from a dashboard's perspective as I've done as we saw previously in this in this recording. And then, of course, we can do really awesome tools like point in time reporting where Rippling truly does, create a new record for every change that's made. So if I look in July versus looking in current date of September 15, we'll be able to see that the data the data truly changes. We're not simply pulling the report for what the fields hold today. We're pulling a report for what it is at the point that we're looking to review. We also can take advantage of tools like conversion of currency, where if we are often finding that we are doing our budgets in USD, Canadian dollar, GBP, whatever it may be, we can easily convert using a daily exchange rate provided by Rippling payroll partners such as JPMorgan Chase and others depending on the region, as well as being able to share these reports. Now we can share these manually, or we can take advantage of Rippling's workflows as well to share with automation based on specific date of the month, a specific action that takes place in the system such as processing a payroll, or anything else that may be valuable from that point of view. We can, of course, download these reports as well, refresh the data, and make updates whenever is needed. So with Rippling, the data that ultimately is in use in the system and available to you to pull from a reporting perspective is truly yours to use and understand on any level of depth that you need to, especially on the global front, where so often this is a pain that is not able to be solved by disconnected systems that exist externally. Ultimately, if you do have any questions on reporting or dashboards as we get into our q and a session, we'd love to answer more of those questions for you, but wanted to introduce the global capabilities of reporting when you think of using Rippling for any future use. Okay. I hope you all enjoyed those demos. We are going to transition directly into our live demo. As I pull up my screen, we'll be showcasing the ripple effect. In this session, we'll show you how rippling automates every downstream change that happens when an employee moves between countries. So let's take Lisa Wolf, my employee here, as an example. Lisa is moving from Canada to Ireland. Before making that change to her profile, let's take a look at her current profile settings starting with her assigned leave policy. As I navigate over to my leave policies, I'll see that I have a variety of different policies to support my many different countries. If I pull up a Canada specific leave policy and view the members associated with this policy, I can see that Lisa is here since she's located in Canada. Now let's navigate over to our learning management system where as an admin, I can see a list of all of the courses that are active in my LMS. You can see a variety of country specific courses here, specifically a course for my Canadian employees that if I click on, I'm gonna go ahead and see that Lisa has automatically been enrolled in this course. One final area that we'll look at today is Rippling Chat, which is a secure centralized messaging platform built into Rippling to streamline team communication. You'll notice that you can build in different channels built off of employee attributes, such as country or location. So if I take a look at my Canada team channel, I'll notice that Lisa has already been included in this group here. So let's say that Lisa is now moving to Ireland and it's time to update her profile in Rippling. The great thing about Rippling is that I would only need to make one change to her profile to automate all of the downstream changes throughout the system. So if I search for Lisa and navigate back over into her employee profile, here's where I would click edit. I can adjust her work location to my Ireland office location. And then once I click next here, the system is going to prompt me to provide any additional details required for a move like this. So that could include sending out any new documents for Lisa to sign, collecting any new country specific fields that are required, and following whatever approval policy I have set up for a transition like this. Now for the sake of time in our demo today, let's assume that my admin has completed the transition flow and this transition has been approved. So now when I go back into my different leave policies, I'll now take a look at my Ireland specific leave policy, and I'll see that because of that one change that I made in Lisa's profile, she has now been automatically reassigned to the appropriate lead policy. Similarly, if I navigate back over into my LMS, I can take a look at my Ireland course this time, and I'll see that Lisa has been reenrolled in this specific course as well. Finally, making sure that the ripple effect has truly taken place throughout the system, I'm gonna go ahead and check my Ireland team channel, or I'm gonna see Lisa automatically included in this team channel because of that one switch that I made in her profile. So I didn't need to go into time off to change her policy assignment. I didn't need to go into the LMS to reassign her the appropriate courses. The system takes care of that for me because of all of the rules that you set up within these policies, enrollments, and groups that are built off of the employee profile. And today, I just showed you three areas where this happens. There are so many other things that can change throughout the system. Rippling will even designate assignments in your third party apps that you are using. Thus, we are truly reducing not only the amount of manual work you need to do across systems, but also limiting your risk for error and all of the duplicate entry that needs to take place when you choose to use systems that are not interconnected or designed like rippling is. With that, we've concluded the live demo session. Before we jump into q and a, let me flip it back to you for a moment. Would you like to see how Rippling can help your team scale smarter internationally? We've just walked through what's possible. Now we'd love to show you how it could look inside your own company. Please head over to the polls tab and let us know if you'd like a custom demo. And with that, I will hand it over to you, Jacob, to answer some questions. Yeah. Thanks, everyone, for the questions. So, we had a few questions around equity, and managing that. So an employee record inside of Rippling does have the equity that you are giving, to your employees in their compensation. And, Carta does integrate with Rippling, and it, integrates globally. So if you're using Carta, it's a very easy experience, you know, whether the employee is in The US or whether they're in another country. At global payroll reporting does support the ability to make reports for your international team, for the tax reporting purposes. And with our EOR, so our employer of record where you're utilizing Riplier's entity to hire these employees, we do manage the full cycle of equity. So any reporting or taxation that needs to happen in the certain countries, we will support the, you know, any of the taxation and reporting that that needs to be done there. And then there is a question on our our our native payroll, road map and and what we currently have today. We can currently support Global Payroll in a 185 countries natively for global contractors. For Global Payroll through your own entity, today, we have 13 countries, which is growing to 30 plus, by next year, with much more on the way. We also have payroll connector, and then for EOR employer of record, over 80 countries today. And as far as Eunice's question around formulas within the system, everything that is built natively, we have, like, full service. We have filings. All the tax calculations are made, and we are integrated with the, you know, the the IRS equivalent in these countries. And then, yes, the accounting integration, if you have that set up today for your US team, it works the same in other countries, and that's with EOR as well. Thank you all again for joining today. That's all the time that we have. Have a great rest of your day.