How Stefanini Delivered IT Outsourcing in China with HROne
Helping a global IT outsourcing provider meet enterprise client requirements while building a compliant China employment and business setup structure.
Industry
IT Outsourcing & Managed Services
Region
United States
Company Size
Global Enterprise
HROne Services Used
• Employer of Record
• HR Compliance
• Employment Contracts
• Employee Handbook
• Company Setup Support
• Bank Account Opening Support
• Multi-City HR Support
• HR Compliance
• Employment Contracts
• Employee Handbook
• Company Setup Support
• Bank Account Opening Support
• Multi-City HR Support
THE CHALLENGE
Delivering an enterprise IT project without a China entity
Stefanini, a global IT outsourcing company, was selected to support China-based IT operations for a major international sportswear brand.
However, Stefanini did not yet have a legal entity in China. To deliver the project successfully, the company needed to hire and manage local IT employees while meeting both the enterprise client’s vendor standards and China’s local employment requirements.
The challenge was not only about hiring talent quickly. Stefanini also needed compliant employment contracts, local HR documentation, payroll support, and a reliable structure that could satisfy the expectations of a global enterprise client operating in China.
However, Stefanini did not yet have a legal entity in China. To deliver the project successfully, the company needed to hire and manage local IT employees while meeting both the enterprise client’s vendor standards and China’s local employment requirements.
The challenge was not only about hiring talent quickly. Stefanini also needed compliant employment contracts, local HR documentation, payroll support, and a reliable structure that could satisfy the expectations of a global enterprise client operating in China.
THE SOUTION
Using EOR as a compliant bridge into China
HROne supported Stefanini through an Employer of Record arrangement, allowing the company to hire local employees in China before its own entity was established.
Through HROne’s EOR structure, Stefanini was able to meet the staffing requirements of its enterprise client while ensuring the employment relationship remained compliant with local labor regulations. HROne also prepared localized employment contracts and a China employee handbook, helping align Stefanini’s workforce management with both client expectations and China employment practice.
Beyond EOR, HROne supported Stefanini throughout its broader China entry process, including company setup, bank account opening, and local HR coordination across multiple cities such as Dalian, Shanghai, Beijing, Guangzhou, and Jilin.
Through HROne’s EOR structure, Stefanini was able to meet the staffing requirements of its enterprise client while ensuring the employment relationship remained compliant with local labor regulations. HROne also prepared localized employment contracts and a China employee handbook, helping align Stefanini’s workforce management with both client expectations and China employment practice.
Beyond EOR, HROne supported Stefanini throughout its broader China entry process, including company setup, bank account opening, and local HR coordination across multiple cities such as Dalian, Shanghai, Beijing, Guangzhou, and Jilin.
THE RESULTS
From project delivery to full China setup
With HROne’s support, Stefanini was able to begin delivering IT outsourcing services in China without waiting for its own entity to be fully established.
The EOR arrangement helped Stefanini meet enterprise client requirements, hire local IT staff compliantly, and reduce delays during the early stage of China operations. As the business developed, HROne continued to support the company through entity setup, banking, employment documentation, and multi-city workforce management.
This case showed how HROne can support global service providers not only as an EOR partner, but also as a full-cycle China entry and employment operations partner.
The EOR arrangement helped Stefanini meet enterprise client requirements, hire local IT staff compliantly, and reduce delays during the early stage of China operations. As the business developed, HROne continued to support the company through entity setup, banking, employment documentation, and multi-city workforce management.
This case showed how HROne can support global service providers not only as an EOR partner, but also as a full-cycle China entry and employment operations partner.
THE KEY OUTCOMES
• Enabled Stefanini to support a major enterprise IT outsourcing project in China
• Provided EOR employment before local entity setup
• Helped meet both client vendor standards and China labor compliance requirements
• Prepared localized employment contracts and China employee handbook
• Supported company establishment and bank account opening
• Provided HR and employment support across multiple China cities
• Helped Stefanini move from market entry to operational execution
• Provided EOR employment before local entity setup
• Helped meet both client vendor standards and China labor compliance requirements
• Prepared localized employment contracts and China employee handbook
• Supported company establishment and bank account opening
• Provided HR and employment support across multiple China cities
• Helped Stefanini move from market entry to operational execution
“HROne helped us turn a complex China project into a workable local employment structure. Their team supported us from EOR hiring to company setup, giving us the confidence to serve our enterprise client compliantly in China.”
Client Representative
Stefanini
DISCLAIMER
This case study reflects a specific IT outsourcing, EOR, and China business setup arrangement.
Employment structures, client vendor requirements, company setup procedures, bank account opening, employee handbook requirements, and multi-city HR compliance may vary depending on the project scope, city, industry, employee roles, and case facts.
Certain details may have been summarized or anonymized to protect confidentiality. Brand names and third-party client references should only be used with proper authorization and do not imply endorsement unless expressly approved.
Employment structures, client vendor requirements, company setup procedures, bank account opening, employee handbook requirements, and multi-city HR compliance may vary depending on the project scope, city, industry, employee roles, and case facts.
Certain details may have been summarized or anonymized to protect confidentiality. Brand names and third-party client references should only be used with proper authorization and do not imply endorsement unless expressly approved.
