Employer of Record · China · Role
PIO coordinates a confirmed China EOR arrangement so you can put a Country Manager on the ground in China without setting up your own entity first. Share the mandate, work city and target start date, and PIO confirms availability for that specific hire, then coordinates the contract and payroll while you set their decision limits and reporting line directly.
Practical points to line up before you hire your Country Manager in China.
Decide up front what your Country Manager can approve alone — day-to-day spend, vendor selection, local hiring within an approved plan — versus what needs your sign-off, such as new contracts or hiring beyond plan, and put those thresholds in writing before day one.
Set a regular reporting rhythm — weekly updates, monthly business reviews, whatever fits — so decisions made on the ground stay visible to your leadership outside China, especially during the first few months of market entry.
Clarify what your Country Manager represents your company on day to day — supplier and landlord conversations, local hiring logistics, day-to-day customer contact — separate from your company's legal, tax and contractual setup.
Agree on base salary, how any target bonus is structured and measured, and whether travel, housing or representation allowances are included, before your Country Manager starts and before an offer goes out.
What PIO's China EOR covers for a Country Manager hire — and what stays with you.
Once availability is confirmed for this specific role, city and hire, PIO coordinates the China EOR arrangement covering your Country Manager — contract, payroll, tax and leave. PIO doesn't recruit or source candidates for this role. That arrangement covers employment administration only: it doesn't decide whether your Country Manager's activities create a taxable presence for your company, and it doesn't give them authority to sign for or bind your company — those decisions, and their consequences, stay with your company and your own legal and tax advisors.
The same four national rules apply to every hire. What's confirmed per hire is the work city's registration steps and contribution parameters.
Individual income tax
Monthly withholding from wages, with an annual reconciliation.
Labor contract
A written contract is required once employment begins.
Social insurance & leave
National participation rules apply everywhere; statutory paid annual leave scales from 5 to 15 days by tenure.
Termination
Follows national labor-contract law; closeout steps can vary by work city.
Local registration steps and contribution parameters are confirmed for the employee's actual work city.
Practical guidance is grounded in these official references, but local law and public requirements can change and should be reconfirmed. Your PIO contract and quote govern only PIO's service scope, terms and fees.
A straightforward path from sign-up to your employee's first day.
Tell us the role, the work city and your target start date.
PIO confirms what's available for that specific hire, then coordinates the contract and payroll setup.
You manage day-to-day work; PIO helps coordinate ongoing payroll, tax and leave administration.
No — that's a separate decision your company makes. The confirmed arrangement covers your Country Manager's employment: contract, payroll, tax and leave. It doesn't determine your company's tax presence in China and doesn't extend to signing or binding authority — you define that directly with your hire, in writing, typically with your own legal counsel.
Once you share the mandate, work city and target start date, PIO confirms the available arrangement for that specific hire and coordinates the contract and onboarding from there — share your target date and reporting expectations early so they can be agreed before day one.
Share the role, work city and target start date for your Country Manager hire — PIO confirms the arrangement, then coordinates the contract, payroll and leave around it.
