New HR responsibilities, such as international taxation, international relocation and orientation, services for expatriates, host government relations, language translation services.
Need for a broader perspective, such as establishing fair, comparable compensation when there is a mix of PCNs, HCNs, and TCNs.
Greater involvement in employees' personal lives, such as regarding housing arrangements, health care, children's education, safety, security, appropriate compensation, and higher living costs
Managing the mix of expatriates versus locals. Each location may be staffed with a mix of HCNs, PCNs, and TCNs, depending on firm's international experience, cost-of-living abroad, local laws, and availability of qualified local staff.
Greater risk exposure. Exposure to political risk and terrorism may require increased compensation and security arrangements.
External influences of government and culture, such as regarding taxes, local work regulations, traditional work practices, and cultural conditions.