We Are Acvian is a series of conversations with the people who drive our commitment to excellence in the EOR industry. In an increasingly crowded market, we aim to stand out through deep expertise, unwavering trustworthiness, and the genuine human touch behind our services – after all, People Come First is a core mantra that reflects Acvian’s company culture. Dialogues with our key players offer an inside perspective into their professional backgrounds and values and how these translate into exceptional service and customer care. In this way, we connect those who provide the service with those who benefit from it.

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While the EOR (Employer of Record) industry offers an array of services such as immigration support, payroll and tax management, contract management, and compliance, it is essentially an external HR service at its core. Thus, to be truly effective, it should prioritize people-first, HR-driven strategies. EOR providers help businesses acquire, manage, and retain their most important resource – employees. For companies lacking internal resources or without established HR functions, particularly in innovative and remote-first sectors, an EOR can serve as the primary workforce management solution. Therefore, it’s vital for EOR providers to have skilled and experienced HR professionals on board, rather than relying solely on automated tools and basic customer support.

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With this said, meet Meryem D. Wilflingseder, our Global HR Manager. With an academic background in Business Administration, Consumer Behavior, and Organizational and Industrial Psychology, Meryem has brought a wealth of theoretical and practical expertise to Acvian. Her experience spans business strategies, operations, and full-spectrum HR management. We reached out to Meryem for first-person insights about her professional path, her perspective on the benefits of outsourced HR for client companies, and an introduction to Acvian HR Plus – our latest comprehensive service designed that supports this mission.

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Prior to joining Acvian, Meryem developed her expertise in strategies and operations at a state-funded institution in the U.S. She later transitioned to a startup environment, incorporating a range of HR responsibilities into her managerial role. This experience laid the foundation for Meryem’s project-based work in Turkey, where she collaborated with clients across multiple industries, including manufacturing, logistics, and small to medium-sized enterprises. At that stage, her work focused on organizational restructuring and impact analysis. She completed further training in executive coaching and worked for a female empowerment program in Turkey for women who aimed to pursue education and join the skilled workforce. Throughout her career, Meryem has felt a natural pull toward HR. Fortunately for Acvian and our current and future clients, our paths crossed, and she is now a valued member of our team, living and working in charming Vienna.

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Hi Meryem! Now that we've introduced your professional background to our readers, let’s dive into the questions! To start, what attracted you to full-scope HR management, given your diverse areas of expertise?

Hi! My answer to this one is simple: I’ve realized early in my career that humans are the most important part of any business. In one of my earlier roles in a startup, I took on various HR tasks on top of my managerial position. I became something of a one-man orchestra, and that’s when I learned I enjoyed working directly with people far more than I did marketing.

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Later, I took on projects focused on organizational restructuring and impact analysis for client businesses. My role centered on critical questions: Which current practices worked, and which didn’t? How could we implement the necessary changes? And ultimately, did those changes yield the expected results? Solutions lay within the HR landscape, involving modifications to recruitment strategies, introduction of talent retention programs, bonus systems, and employee engagement initiatives, performance and conflict management – all to reduce turnover and improve productivity. I engaged directly with management and employees at all levels, searching for best practices that promote organizational commitment for the benefit of all parties. Needless to say, this scope of work is essential for a business's long-term success, and not every company has internal HR teams who are trained for it.

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…and that’s when an outsourced HR partner can step in! But before we move onto that, as an HR expert, have you discovered a universal answer to what makes people stay committed to their jobs? And what are your thoughts on the popular "We Are Family" approach to team building and retention?

(Laughs) More often than not, "We Are Family" is but a catchphrase, and it gives me goosebumps. While it might work in smaller, close-knit companies where human connections run deep, employees at larger organizations quickly realize that nothing changes if they walk out the door. This is especially true for the new generation, who bring an unprecedented sense of mindfulness and self-respect into the workforce. They won’t accept robotic treatment and will seek opportunities elsewhere.

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Professional relationships call for professional incentives, and fair compensation is key – but it’s not everything. People want to be treated as people. Establishing a full-scope HR management system may cost more, but it pays off over time.

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What is the key role of an outsourced HR team in establishing such a system?

‍Outsourced HR specialists apply their knowledge of organizational psychology to help companies understand who to keep and not to keep in their teams, and how to ensure long-term commitment. This is especially important for remote companies, where creating a contact point between management and employees is more challenging due to the absence of a physical workspace, and where performance evaluation systems need to be adapted to the digital environment.

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It is not uncommon for newer and/or smaller companies to limit the role of their internal HR departments to payroll and legal compliance. As a result, crucial procedures such as onboarding, contract negotiation, and employee engagement often go unattended. This can leave a bad first impression; when onboarding is not conducted properly, it increases the chances of losing the employee. An experienced HR specialist can recommend adding specific clauses to employment contracts that will benefit both sides, ensure transparent communication, present options in case of termination that will help the company to avoid legal disputes, and support employees in crisis situations.

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As an expat, have you personally come across any unique challenges with work-related relocation? Can an outsourced HR team address those better than an internal team?

I've moved countries multiple times for academic and professional reasons. Beyond the usual paperwork, local tax and benefits systems, risks of visa or permit refusals, and the possibility of not meeting the deadlines, relocating employees also face the initial financial burden and the degree of cultural shock that should not be underestimated. A dedicated support system can link newcomers to essential local resources and expat communities, manage family reunification, refer companies that offer language courses, and connect them with trusted immigration partners and tax consultants. In short, they become a gateway to the local network and can even act as a safety net for employees relocating due to war conflicts or other emergencies.

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If your business needs a team to handle this broad scope of work, you may benefit from the comprehensive HR outsourcing we offer to our EOR-operated clients. The HR Plus package combines Employer of Record services and dedicated HR service, which can complement an existing HR team or function as the primary HR resource for companies without one. You can learn more about HR Plus by getting in touch with our expert or submitting a request form.