Spryker

After trying other vendors, Spryker eventually landed on Oyster as a global employment partner and Bob as their HRIS, a combo solution that works well for their distributed HR needs—from global hiring and local compliance with Oyster to HR automation and people analytics with Bob.

So how does Oyster fit into Spryker’s HR tech stack? For their small but mighty People & Culture team, it’s a relief to be able to count on Oyster to create locally compliant contracts. This means they can focus on getting their new hires set up, without having to do research on probation periods, PTO, or parental leave.

“Onboarding is definitely one thing that’s really well managed by Oyster. What needs to be included in the contract? What are the legal requirements we have to look at? What do we need to pre-check before we hire someone, especially in so many different countries? Having a partner like Oyster who helps us with those very location-specific regulations is really helpful for a small team.”

Beyond contracts and onboarding, Stefanie’s team receives guidance on legal requirements and best practices throughout the employee lifecycle, including regular updates on changing laws. For instance, if a country introduces new salary regulations due to inflation, “these are things we don’t constantly monitor as a team,” says Stefanie—and they don’t need to because Oyster does it for them.

For People professionals tasked with keeping their organizations compliant across multiple jurisdictions, it’s important to have reliable information available. That’s why Stefanie appreciates the self-serve resources and country hiring guides on the Oyster platform.

“Oyster has a helpful library where we can look at the internal regulations and labor laws of different countries. It’s a really good overview when we’re trying to decide whether to hire in this or that country. It’s really helpful because if you look things up online, you don’t know if it’s accurate information or still valid today.” 

While Oyster helps Spryker with the compliance and logistics of global employment, Bob helps on the operations side to capture, store, and track employee data. Setting up a system to work across multiple countries and their specific requirements can be challenging, but Stefanie finds that Bob’s HRIS is flexible enough for global teams.

“Bob really gives us the flexibility to update and map employee information. From an operational perspective, we use Bob for capturing employee information, tracking internal data, and creating employee documents like contracts, NDAs, and so on.” 

Stefanie also appreciates how Bob enables her team to automate routine HR tasks and processes, so they don’t need to do the work manually.

“There are a lot of automation functionalities within Bob that we use. So when internal stakeholders need reports on a regular basis, we don’t have to do it manually by ourselves anymore. We can set it up once and then it’s rolling. Before using Bob, we had a lot of Excel sheets and trackers to manually track processes and make sure that everything was checked off.”

In addition, Bob offers robust people analytics capabilities which was important to the Spryker team. They use Bob for “pulling reports and creating dashboards,” says Stefanie, and they’re looking into more ways to leverage its features and functionalities