Your entity, your operating infrastructure.
Often suited to a durable U.S. presence that needs direct control and is ready to own payroll, benefits, compliance, and HR operations.
For Global Companies
Build and operate your U.S. workforce with clarity.
We advise international companies entering, building, or scaling in the United States—connecting HR foundations, employment infrastructure, PEO decisions, and day-to-day people operations to the business plan.
When to bring us in
When U.S. expansion creates more than a hiring question.
The employment model, entity plan, provider stack, manager capability, and employee experience all shape whether a new market can operate well.
- You are preparing to make the first U.S. hire.
- You need to assess PEO, EOR, payroll, or direct-employment options.
- A U.S. entity exists, but the people operation is still informal.
- Employees are distributed across several states.
- Managers need practical guidance for U.S. workplace decisions.
- Your internal HR team needs local context or senior project support.
Company services
Practical support across the U.S. people operation.
U.S. Market-Entry People Strategy
Translate the commercial plan into a practical workforce roadmap: hiring sequence, internal ownership, provider needs, policies, and the capabilities to build over time.
First-hire planning · Workforce roadmap · Operating ownership · Specialist coordination
HR Foundations & Fractional Support
Establish the operating practices a U.S. team needs and provide senior HR judgment while the business is still building internal capability.
Employee lifecycle · HR operating rhythm · Fractional advisory · Manager support
PEO Evaluation & Implementation
Assess whether a PEO fits the workforce model, compare independent providers, support selection and implementation, and coordinate the handoffs around payroll, benefits, and HR administration.
Model assessment · Provider review · Selection · Implementation · Transition support
Policies & Compliance Coordination
Build usable policies and decision processes for the states in which the team operates, with qualified employment counsel involved when legal interpretation is required.
Handbook architecture · Multi-state practices · Documentation · Counsel coordination
Compensation, Benefits & Performance
Create coherent operating frameworks for pay, benefits decisions, goals, feedback, reviews, and manager accountability in the U.S. talent market.
Pay philosophy · Job levels · Benefits decisions · Performance practices
Organization & Manager Enablement
Clarify roles, reporting relationships, decision rights, expectations, and the management practices needed to make a distributed or cross-border team effective.
Organization design · Role clarity · Manager tools · Employee-relations navigation
What the work is designed to create
A U.S. people model the business can actually operate.
- A clear employment and provider model
- Defined internal and external ownership
- Practical employee-lifecycle processes
- Usable policies and manager guidance
- More coherent pay and performance decisions
- A roadmap for building internal capability
PEO service boundary
Advisory and implementation support—not an implied co-employer.
People / Works Advisory helps clients evaluate, select, implement, and coordinate PEO solutions. Unless expressly stated in a signed agreement, we are not a PEO, certified PEO, employer of record, co-employer, payroll provider, benefits administrator, insurer, law firm, or immigration adviser. Provider services are delivered by independent third parties under separate agreements, and a PEO does not automatically transfer every employer obligation.
For Global Companies
Start with the U.S. workforce decision in front of you.
Share the hiring plan, states involved, current infrastructure, and what needs to become operational.
Book an HR ConsultationInformation on this site is general and does not constitute legal, tax, immigration, insurance, payroll, or accounting advice. The scope of any engagement is defined only in a signed agreement.