Onboarding and employer setup
We help structure payroll calendars, employer registrations, social insurance and housing fund accounts, and core employee master data so new entities can start employing staff on a compliant foundation.
Bridging Global Payroll with
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Ensuring Security and Compliance
China’s employment landscape is complex, requiring adherence to both local regulations and national laws. With deep expertise in local legislation and international best practices, we help foreign entities operating in China—especially newly established startups—enhance productivity while ensuring full compliance.
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Introduction to Our Services
- · Social Security Corporate Account Setup
- · Housing Provident Fund (HPF) Corporate Account Setup
- · Bank-Auto Payment Link Configuration
- · CA Certificate Token Application (if required)
- · Payroll Services
- · Monthly Payroll Calculation
- · Individual Income Tax (IIT) Declaration
- ·Social Insurance Services
- ·Employee Social Insurance Account Registration & Transfers
- ·Social Insurance Contribution Calculation, Reconciliation & Payment
- ·HR Policy Advisory for Clients
Delivery Model
Operational HR Support Beyond Payroll Processing
Running payroll in China is only one part of compliant employment management. Foreign-invested companies also need disciplined onboarding records, labor-contract controls, social insurance handling, individual income tax filing, and clear internal approval rules that match local practice.
We combine recurring payroll administration with compliance review so finance, HR, and management teams have a single operating rhythm. That helps reduce manual rework, improve reporting accuracy, and surface labor-risk issues before they turn into tax exposure or employee disputes.
Monthly payroll and tax controls
Our team supports gross-to-net calculations, variable compensation handling, IIT declarations, social contribution checks, and reporting outputs that management can review before release.
Employee lifecycle changes
Contract renewals, transfers, probation changes, offboarding, and expatriate data coordination all require accurate timing and documentation. We help keep those transitions orderly and audit-ready.
Where foreign companies usually need support
- Setting up payroll calendars, salary approval flows, and handoff rules between HR, finance, and local management.
- Registering or transferring social insurance and housing fund accounts for local and transferred employees.
- Managing onboarding packs, probation milestones, contract renewals, attendance records, and lawful offboarding paperwork.
- Coordinating expatriate payroll, individual tax reporting, and visa-related information that must stay consistent across vendors and authorities.
For growing foreign companies, HR compliance becomes much easier when payroll delivery, document control, and policy interpretation are handled as one operating system rather than separate ad hoc tasks.
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What employers should align across payroll, benefits, and employee records
HR compliance is strongest when payroll processing, employee files, onboarding documents, work permit coordination, and labour-policy controls are reviewed as one system. Foreign-invested companies often manage these tasks through different teams, which makes small recordkeeping gaps harder to spot until an employee change or regulator review exposes them.
A proactive HR model therefore focuses on data consistency, approval workflows, and deadline ownership. That helps employers support hires quickly while also protecting the business during payroll reviews, social insurance checks, employee exits, and headquarters reporting cycles.
HR and payroll questions we hear most often
Why is payroll data consistency such a large risk area?
Because mismatches between contracts, payroll records, social insurance filings, and tax withholding can create employee disputes and compliance questions even when payments were made on time.
What should overseas HR leaders ask local teams to track?
They should ask for visibility into onboarding status, benefit registrations, compensation changes, employee-file completeness, and any labour issues that could affect payroll or termination planning.
How does structured HR administration help business growth?
It gives managers faster onboarding, cleaner records for future reviews, and more confidence that rapid hiring will not create avoidable labour or payroll compliance issues later.
Grow Your Business in China, Efficiently
Get in touch with us to begin your business journey in China