Before you start negotiations with a prospective employee, you need to have a good feel for the "going rates"' of remuneration for that grade in that country. Unfortunately, salary surveys are of limited use since the statistics are swamped by the employees of the large multi-nationals. This problem is further aggravated by the fact that venture backed and small cap, IPOd companies need to offer different packages because of the different risk/reward mix.  

Nair maintains its own internal database of remuneration packages, based on the payrolls we run for our venture backed and small cap IPOd clients. We have tracked how the packages vary between countries and regions (e.g. EMEA, APAC) and vary with time. We can use this information to ensure you are an informed prospective employer. 

Once you decide to make an offer, it is extremely important that the offer letter is country compliant and you reserve for yourself all the rights you can have as an employer but would otherwise lose.  

Nair holds up-to-date offer letter and staff manual frames for the countries we operate in, so can for example, respond within 2 hours to a request for an offer letter in a new country. This reduces time, hassle and cost. 

Once employees have been hired, any compulsory employer insurances and the benefits that have been promised need to be put in place. Nair can get this done for you in the countries where you operate.  

Sometimes, you may need to terminate poor performers or achieve a reduction in force. Nair can guide you through this process step by step. If we have inherited inadequate HR documentation we can review existing documentation and help you through this process by, for example, negotiating a compromise agreement to prevent litigation in an employment court.

The HR group is made up of 4 law graduates/CIPD members.