Name: The Unified Global Workforce Platform — Built for Compliance & Scale
Uploaded: 2025-09-23T17:46:18.137Z
Duration: 31 min 20 s
Description: The Unified Global Workforce Platform — Built for Compliance & Scale

Transcript for "The Unified Global Workforce Platform — Built for Compliance & Scale": Hi, everyone. We're gonna give a couple minutes so everybody can join and get settled in. Appreciate you all for having gone ahead and contributed where you're from. It's awesome to see so many people from across The US. My name is Austin Ingram. I'm based out of Oklahoma City. Oklahoma, the most tropical of all locations that you'll probably talk to somebody from today. So nice to see you all. I see Vegas, Kansas City, Orange County, New York, Austin. People often ask me if I'm Austin from Austin, but I am I'm not. Oh, I see it. Go birds. Go eagles, I am a Chiefs fan for those that care. There we go. I see the goat cheese. I see Maria. K. Lions, big game last night. Utah, India, New Jersey, we're starting to get global in our footprint for people joining. Welcome, everyone. I love it. I'm appreciating all of the, the interaction. This will make today much more enjoyable for everyone. A lot of Eagles. A lot of, NFC North as well. I see you. Okay, everyone. As we get started, just wanted to go over some housekeeping. First off, continue to use the chat feature to post comments and connect with one another, loving all the football, sports, location, a lot of fun there. Please submit your questions via the q and a module that we have attached, up at the top right. We're going to ultimately use that as we get to the end for a q and a session. This webinar is going to be recorded and shared with you all tomorrow to ensure that you can distribute and review. If you do any have if you do have any questions after the webinar, feel free to reach out via webinars at rippling.com. With that being said, hello, everyone. Welcome to the conversation. Thanks for joining us us today for Rippling live demo, our new biweekly series where we show you exactly the Rippling works. No sales call required. Today's session is all about showing you how Rippling automates the most manual, time consuming parts of managing that global workforce across HR, IT, and finance in one unified platform. As we jump in, just again to quickly introduce myself to anybody who just joined, my name is Austin Ingram. I'm a senior solutions consultant here at Rippling focusing on the global front of our business. I'm gonna be walking you through the session today and giving you a behind the scenes look at some of Rippling's key products. Before we dive into the demo itself, I wanna stay 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 that we're going to be showing you today. So what is Rippling and why is it different? Rippling is an all in one system for managing people, spend, and IT across a worldwide workforce. Unlike traditional PayrollFirst tools, we start with the employee profile, so every update automatically flows to the right place. That means everything from payroll, 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 that we are connected to. We call this the ripple effect. Update one field and Rippling, rippling handles everything from there. Tax documents, benefits changes, device setup expense policies, across every department and every single country. So let's say, for example, that Sarah here gets promoted to director and relocates from New York, or relocates from, Austin, Texas 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 we're backfilling her role, updating her device, changing her expense policy to reflect director level limits, etcetera. 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 send a compliant Canadian employment agreement, provide how to enroll in Canadian benefits instead of her existing health plan in The US, and she'd automatically start being included in her company's Canadian pay runs with a local TD one form for the province that they're located in. All of those downstream changes will happen automatically because they're all, being managed through Rippling. So that's the power of a unified system. No handoffs, no no double work, just one seamless experience that saves you hours and keeps your organs safe. Now in terms of what to expect today, we're gonna give you some back or in terms of, the background that we've given you. Let's see how it all comes together. So what we're going to look at is first a demo for onboarding, where we'll 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 is keeping you audit ready as loss change without the manual work. And finally, we'll explore reporting, giving you clear, customizable insights into headcount and payroll cost across countries. Now each of these demos is prerecorded by yours truly, 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 that q and a session. So feel free to drop your questions in the chat as we'll go, and we'll cover them at the end. 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 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 we 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 an 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. And 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 MDF 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. Rippling is a globally recognized signature platform equivalent in many ways for these agreements to a DocuSign or LOSign. 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 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 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 to 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 go 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 calculation 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 PSN, 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. 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 the 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 field 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 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 the 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 it's 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. Awesome. I hope you all enjoyed those demos. We're now going to transition straight into our live demo, and we'll kick it off the contractor payments in The US and abroad. So let me go ahead and share my screen for you all. So as we saw when we were looking at global payroll, all of my payrolls are located in one location, EOR, my own entity payrolls, or contractors as we're gonna look at. Rippling does support three variations of contractor, hourly, fixed pay, or ultimately what we would call milestone similar to your traditional AP contractors when work is completed, uploading of an invoice. As we look at this payroll run, we'll see that for those that are hourly, it's automatically pulling in hours times that rate that's that's in the contract and creating the amount that needs to be paid. As we have fixed pay contractors embedded in here as well, automatically able to account for those data values and pull that information in to be processed. Now Rippling recognizes the importance of differentiating a contractor versus an employee, and so we're going to make sure that we're also giving you, an advice of deposit, which we'll see here in a moment, but also highlighting anywhere where we're having conversion take place, providing you visibility into that understanding of what exactly does this cost me as an organization versus what is being paid out. We're able to review that deep that data in detail before we submit so we can see all the breakdowns that are happening including any conversion rates and download that information. Then as I mentioned, when we come down, we can view who has had changes versus who is consistent, and when we click in, review that advice of deposit so that we see exactly what that contractor is going to receive. This is the consistent experience that will be had where the difference with contractors, of course, is the relationship to the taxes. This information, as we discussed in those recorded demos, is ultimately pulling directly from the Rippling platform with automation. So that ultimately, if anything needs our attention, we can take action like removing somebody from the payroll run as an example and continue to process with ease before we ultimately look to final approve this payroll run and submit it for facilitation of payment. Now Rippling does ultimately, support the ability to make contractor payments internationally, including accounting for things like conversion rates, wire fees that banks may apply, and we have the use of a functional tool called rippling balance where these, payments once made will ultimately be sitting in a balance account for those contractors to interact with and pull from at a time that is most advantageous for them. Say, for example, in a market with a lot of volatility around currency exchange, they can decide when they want those funds pulled or automate that process as well. So we give control both to you all as the admins in automation, but also supporting the contractors from that point of view. With that said, I'll go ahead and stop my screen share here and say that we have officially concluded the live demo session of this. We're now going to, jump into q and a. But before we before we do that, I just wanna see, how Rippling can help your team scale smarter, internationally. We've just walked through what's possible, but now we'd ultimately love to show you how it could look inside your own company. So if you could go to the polls tab and let us know if you'd like a custom demo. Feel free to respond to that poll as as I answer some questions, and we'll make sure that we can get you taken care of. So I'm gonna go in. It looks like we have our first question here from Daniel. Can Rippling support localized benefits or statutory insurance requirements like health coverage or pensions in certain countries? The answer is that everywhere that Rippling is ultimately supporting payroll capability, we are going to be able to support those statutory elements directly through, through the payroll process itself. So that is built into the system, automatically accounted for, and then where supplemental benefits may be important, we'll also support that through either our benefits administration tool or reoccurring deductions depending on the setup needs that we would see. We have another question from Kimberly. Thinking about employee onboarding or internal transfers, does Rippling offer any solutions regarding employee contracts? Say, for example, The UK Chile. We do have contract templates that can be leveraged as a foundational point. Rippling as a service does not provide legal guidance per se on the adjustments and changes that you may want to make to that specific template for your, unique organization. But we do have templates that can be leveraged to ultimately give direction on how you may want to provide those to the employees. An additional question from Henry here. Are there, any restricted territories that Rippling cannot onboard in? Countries that are ultimately sanctioned by The US, as an example, are markets in which we would not be able to employ employees, say, North Korea, Venezuela, and others that may come to the surface. Now we're obviously monitoring legal and compliance changes that take place, and so that's not to say that that's indefinite or forever in certain markets, but that is ultimately where we would be at the start. And as a last question from Ronick, how does it help in cost saving? Ultimately, the consolidation of systems allows us to look to, you know, eliminate tools that ultimately provide limited value or limited scope, bringing them all together and benefiting from a comprehensive HR platform plus payroll solution is definitely one of the elements. Plus, depending on how many people you have involved in the management of these different processes, maybe allowing them to spend more time dedicated to more challenging projects that you have internally than simply managing internationally overall. With that being our last question, and it looks like that's all the questions that we're gonna have time for. So I just wanna say thank you all again for attending this session. I hope you have a better idea of rippling and its capabilities for local and global workforce. If you have any additional questions that you wanna understand how Rippling supports the specific countries where your company has international employees or contractors or wanna walk through any case by case compliance questions, please feel free to reach out to webinars at rippling dot com. And I hope you all have a wonderful day.