Global talent dispersion, skill scarcity, and cost pressures are pushing enterprises to hire across jurisdictions, but regulatory fragmentation, multi-currency payroll, and the need for a seamless, trust-based employee experience expose the limits of siloed systems. The report outlines why organizations require a unified employment infrastructure to manage contracts, statutory benefits, taxation, and data consistently and compliantly. We detail how Employer of Record (EoR) acts as the legal employer while integrated global payroll consolidates compensation and tax processes into a single system of record. Together, these platforms enable regulatory alignment, reduce duplication across HR/finance, and harmonize onboarding, pay dates, and local benefits, improving operational efficiency, risk posture, and employee experience. The analysis is organized around four technology pillars: single global platform, AI-powered compliance and workflow automation, API-first interconnected ecosystem, and a unified data layer. HR and business leaders can use this report to assess their global workforce readiness and design a phased rollout that positions payroll and EoR as growth enablers rather than cost centers.

Enterprises are expanding across an increasing number of small, dispersed markets where each location hosts only a few employees but collectively drives growth, resilience, and talent access. The report highlights the growing importance of these long-tail workforces, mapping their distribution across industries and outlining the business drivers that make managing them essential. It captures the practical realities of running operations across these markets – payroll, fragmented processes, varying labor regulations, and language or time-zone barriers that complicate both compliance and employee experiences. The analysis underscores how conventional HR models fall short: centralized structures miss local context, decentralized ones create inefficiencies, and standardized platforms struggle to reflect nuanced, country-specific requirements. Through real-world insights, the report shows how enterprises can combine global frameworks with local adaptability, leveraging on-the-ground expertise, strategic partners, and integrated technology to manage dispersed teams effectively. It concludes with actionable guidance for HR leaders to streamline governance, strengthen compliance, and deliver consistent yet locally attuned employee experiences, enabling organizations to expand confidently and turn geographic complexities into competitive advantages.

Recognition and Rewards (R&R) are no longer limited to morale or engagement initiatives; they have become a core enterprise performance and transformation enabler. Strategic R&R programs connect behavioral data, performance outcomes, and skill insights to shape culture, enhance productivity, and improve retention. The Viewpoint covers how recognition is evolving from static, top-down models to agile, analytics-led systems that reinforce desired behaviors and link directly to business goals. It provides frameworks to design modern, skills-linked recognition ecosystems that integrate peer-to-peer participation, AI-based intelligence, and continuous feedback mechanisms. It also highlights how analytics enables organizations to measure recognition’s impact across retention, engagement, productivity, and capability-building. Furthermore, it highlights emerging trends and actionable recommendations to embed recognition within the enterprise, helping HR leaders translate strategy into daily action, cultivate high-performance cultures, and achieve measurable business impact.

As businesses continue to expand across borders, effectively managing payroll for a globally dispersed workforce has become increasingly complex. Everest Group’s latest research addresses this challenge by thoroughly examining Multi-country Payroll (MCP) solutions, assessing how providers help enterprises ensure payroll accuracy, compliance, efficiency, and enhanced employee experiences. The report provides enterprise leaders, detailed insights into emerging payroll needs, driven by intensified regulatory scrutiny around data privacy (for example, GDPR), increased emphasis on AI ethics, and evolving workplace dynamics including hybrid employment models. The research explores key developments shaping the MCP landscape, such as AI-powered payroll validations, automation-enhanced reporting tools, smart benchmarking dashboards, and integrated payroll ecosystems built through strategic partnerships. Additionally, the analysis identifies operational differentiation across self-covered frameworks, hybrid models, and aggregator solutions, guiding enterprises on evaluating provider strategies. It also highlights ongoing mergers and acquisitions as providers expand geographic footprints and strengthen technology capabilities to better align with buyer expectations and regulatory environments. Based on Everest Group’s proprietary methodology, including comprehensive provider RFIs, extensive buyer interviews, operational briefings, and market surveys, this report classifies 28 MCP providers into Leaders, Major Contenders, and Aspirants, offering strategic direction for procurement and HR decision-makers.

Enterprises are leveraging Employer of Record (EoR) solutions to enhance their agility, adaptability, and resilience in hiring workers globally. The shift toward remote work, combined with labor laws’ growing complexities across various regions, has accelerated the EoR model’s adoption. These services offer businesses a streamlined way to comply with local labor regulations while managing payroll and HR functions across multiple countries. EoR providers are vital in enabling companies to expand globally without the need to establish a legal entity in each new market. By handling complex compliance issues and ensuring smooth HR operations, these providers make it easier for enterprises to onboard talent from diverse regions. Providers are continually investing in advanced platforms that enhance the employee experience with intuitive self-service tools, virtual assistants, and offer businesses actionable, data-driven insights that support informed decision-making. In this report, we assess 29 EoR providers and position them on the EoR Solutions PEAK Matrix® as Leaders, Major Contenders, and Aspirants based on their market impact and vision and capability. This report includes sourcing considerations for enterprises, outlining each provider’s key strengths and potential limitations.

Advances in new-age technology have expanded the ambit of MPHRO service providers to broaden their service delivery capabilities. With AI-enabled personalization and data-backed insights, providers are able to cater to the emerging buyer needs around enhancing talent acquisition and management strategies beyond just catering to transactional processes and regulatory compliance. Buyers are using this opportunity to enhance their talent management strategies centered around skills. In addition, as the market matures, new buyer segments are emerging, such as mid-market buyers and GCCs, as they seek external support to enhance HR processes at a reduced cost. Providers are enhancing their capabilities to gain first-mover advantage in this untapped buyer segment. The report will assist stakeholders (service providers, enterprises, and technology providers) to better understand the current state of the marketing service provider landscape.

Rewards and Recognition (R&R) programs are central to cultivating exceptional Employee Experiences (EX), enhancing engagement, and driving organizational success. By acknowledging achievements and fostering meaningful connections, these programs address employee dissatisfaction and intense talent competition. The widespread R&R program adoption, particularly by MNCs, reflects evolving buyer expectations. Buyers now demand AI-enabled automated processes and advanced analytics to reduce manual HR input while delivering strategic, data-driven insights to leadership. Additionally, emerging markets such as the MEA and APAC highlight an increasingly global focus on modern, scalable engagement strategies. Providers are responding with AI-driven tools focused on Diversity, Equity, and Inclusion (DE&I), performance management, and skills intelligence. Sustainability is also taking center stage, with providers emphasizing climate-conscious practices in their partnerships. Flexible reward options, including prepaid cards, experiential incentives, and charitable giving, continue to gain popularity. The industry is experiencing a shift from reward-centric models rooted in manufacturing, procurement, and logistics to comprehensive solutions emphasizing technology and consulting. In this report, we analyze the R&R solutions market and understand key growth drivers, buyer adoption trends, and investments made by providers.

Rewards and Recognition (R&R) programs are central to cultivating exceptional employee experiences, enhancing engagement, and driving organizational success. These programs have become essential in addressing employee dissatisfaction and intense talent competition by acknowledging achievements and fostering meaningful connections. R&R programs’ adoption, particularly by MNCs, reflects evolving buyer expectations. Buyers now demand AI-enabled automated processes and advanced analytics to reduce manual HR input while delivering strategic, data-driven insights to leadership. Additionally, the growth of emerging markets, such as the MEA and APAC, reflects an increasingly global focus on modern, scalable engagement strategies. The Rewards and Recognition Provider Compendium 2025 is a comprehensive resource that analyzes 28 leading R&R solution providers, offering detailed insights into their offerings and capabilities. The compendium combines information from interactions with technology providers and Everest Group’s proprietary intellectual property to create precise, fact-driven profiles. Each profile in the compendium comprises company overview, recent investments and developments, market adoption trends, client portfolio composition, and strategic partnerships. Furthermore, these profiles feature thorough solution capabilities, detailing recent key enhancements serving as a valuable tool for organizations to make informed decisions for talent management and core HR processes with data-backed evidence. Scope All industries and geographies Contents In this report, we evaluate 28 leading R&R solution providers. For each provider, we examine: Company overview and publicly made announcements R&R market segment focus by geography and buyer size served Solution details, recent enhancements, and a non-exhaustive list of integrations and partners R&R process coverage Market adoption, key clients served, and the client portfolio mix Memberships Human Resources Sourcing and Vendor Management

As the business landscape evolves, Chief Human Resources Officers (CHROs) face growing challenges. They must balance cost reduction with delivering a superior Employee Experience (EX). As AI becomes mainstream, CHROs must lead workforce transformation and mitigate risks. Beyond immediate operational demands, such as improving EX and refining talent management practices, they must drive long-term transformation by integrating data into HR and blending human and AI efforts. Multi-process Human Resources Outsourcing (MPHRO) providers are adapting their service delivery models by investing in AI technologies. AI enables them to deliver personalized services tailored to different employee needs. Providers are also expanding nearshore locations, shifting from cost-saving deals to transformation-focused solutions. In this report, we analyze the MPHRO services market, highlighting key growth drivers, buyer adoption trends, and provider investments. The report evaluates the MPHRO market, including emerging market trends and evolving solution characteristics. Scope All industries and geographies MPHRO deals, including a minimum of three HR processes Deals with a buyer employee size of 1,000 or more Contents In this report, we examine: Enterprise and CHRO priorities Buyers’ perspective of the market Key investment themes MPHRO market overview MPHRO solution characteristics Service provider landscape

Organizations are rethinking payroll, transitioning it from a back-office function into a vital cornerstone of the employee experience. Evolving workforce expectations, such as real-time compensation insights, flexible payment methods, and transparent pay structures drive this shift. In this new model, payroll not only ensures compliance and accurate payments but also plays a vital role in shaping employee satisfaction and retention by providing personalized financial wellness tools and clear, accessible information. Modern technology catalyzes this transformation. Automation, AI, and integrated platforms eliminate repetitive tasks, reduce errors, and offer data-driven insights. These advances enable real-time payroll calculations and interactive dashboards, boosting efficiency and accuracy. Just as technology streamlines processes, managed services add essential human expertise. Organizations benefit from on-ground compliance support, local market insights, and dedicated resources to address diverse challenges across different geographies. By combining advanced technologies with specialized managed services, businesses can achieve a harmonized approach to payroll. In this report, we provide insights into how organizations can unify and transform their global payroll operations. Our goal is to explain global payroll operations’ complexities and emphasize a holistic payroll approach’s significance to ensure a more robust and future-ready payroll function. Scope All industries and geographies Contents In this report, we provide: Emerging workforce needs and payroll’s role in addressing them The increasing role of technology in modern payroll The importance of managed services in payroll management Approach to strategic payroll transformation