HR & Tax
The Japanese subsidiary of a Chinese energy-equipment manufacturer. As headcount grew, HR and labour, social insurance, tax and back-office administration moved from one-off instructions to a standing engagement, so the company could run without building a back office of its own.
Client
Published without the client's name at their request. The dates and headcount shown are published with their permission.
12employees
Covered by the HR and labour engagement
3areas
HR, tax and administration, all standing
6months
From first meeting to full handover
Growing without a back office of your own puts two kinds of pressure on a company.
Joiners and leavers, salary, bonuses, social insurance and labour insurance are linked: change one underlying figure and it lands on several filings at once. The more people, the more the deadlines arrive together.
Information sat with the Japanese entity, the Chinese head office and the professionals in Japan. Whether the paperwork was complete, whether filings would make their deadlines, and whether the three read a situation the same way were all open questions.
We replaced who-happened-to-know-what with records and a sequence.
One register per employee, and a separate list per procedure, so a deadline is visible before it arrives rather than when it does.
Client confirms, we collate, the professional decides, we act, the result goes back — fixed in that order, so it is always clear where a matter is sitting and with whom.
It began with tax, then HR, and then the administration alongside them.
February 2025
Requirements and procedures agreed with the finance team, and the framework for tax support set up.
June 2025
Personnel changes, employee filings and record-keeping taken on a standing basis.
August 2025
Tax registrations and a standing finance and tax engagement begin.
August 2025
HR and labour running for twelve employees, and all three areas — HR, tax and administration — in steady operation.
Personnel and tax changes and filings now run off a register and a written sequence rather than off what one person remembers.
Several rounds of new joiners and information updates handled, with HR and labour work running for twelve employees as of August 2025.
Official notices and post are received and sorted on the company's behalf, and passed on, so nothing is missed and nothing arrives late.
HR and tax load does not simply track headcount; it grows through the way procedures interlock. Splitting the register by employee and by procedure is what makes the deadlines manageable.
Where work crosses a head office, a local entity and outside professionals, fixing the order in which decisions are made was the shortest route to fewer rounds of confirmation.
A company does not need its own back office from the day it incorporates. Kept outside but run to a standard, it will not break as headcount rises.
There is no charge for an initial consultation. We can work in English, Japanese or Chinese, around where your business currently stands.
