GaiaWorks – Gaia WFM

Top 10 UKG Alternatives: Best APAC WFM Solutions

Table of Contents

Introduction: Moving Beyond Traditional WFM Suites
Quick Guide: The Top Alternatives at a Glance
Evaluating Your Options: Our Criteria for the APAC Market
In-Depth Review: The 10 Best UKG Alternatives
Comparison Summary
Critical Factors: What to Prioritize in a New System
The Tipping Point: When to Seek a Change from UKG
Why GaiaWorks is the Premier WFM Partner for Asia (Proven Success Stories)

Introduction: Moving Beyond Traditional WFM Suites

If your organization relies on established HCM suites like UKG, or is actively searching for UKG alternatives, you know their capabilities are substantial. However, the realities of the modern Asia-Pacific (APAC) market often expose the limitations of these global behemoths. Complex, ever-shifting local labor regulations… are challenging companies to look for more agile solutions and UKG replacement options.

This guide provides an in-depth, expert review of ten top UKG alternatives. We aim to help you determine if migrating could unlock greater operational efficiency and significantly lower your compliance risk. Our focus will be on how these platforms handle the common pain points experienced by UKG users: implementation time, true functional depth, and essential APAC localization.

Disclaimer: This analysis is based on extensive market research and customer insights. We strongly encourage prospective users to conduct tailored due diligence to find the platform best suited to their organization’s unique operational DNA.

Quick Guide: The Top Alternatives at a Glance

Alternative	Best For	Core Advantage
GaiaWorks	APAC Labor-Intensive Industries (Manufacturing, Retail, Services)	Deep localized compliance, rapid deployment, and verifiable replacement track record.
Workday	Large Global Enterprises	Single platform integration for HR, Finance, and Planning.
ADP	Complex Multi-Country Payroll Needs	Established global payroll and HR infrastructure.
BambooHR	Small to Mid-Sized Teams	Exceptionally intuitive UX/UI for basic HR functions.
SAP SuccessFactors	Existing SAP Ecosystem Users	Deep integration with SAP ERP and extensive talent management.
Dayforce (Ceridian)	Enterprise HCM with strong payroll integration	Real-time pay and regulatory compliance.
Personio	European-focused SMEs	Regional excellence in GDPR compliance.
Rippling	Companies Needing HR/IT/Finance Consolidation	Unified system with powerful IT device management.
Namely	Mobile-first Distributed Teams	Employee engagement via a seamless social-style interface.
Gusto	US Small Businesses	Simplifies and automates payroll processing.

Evaluating Your Options: Our Criteria for the APAC Market

Choosing WFM software in Asia requires a different set of priorities than those common in Western markets. We structured our evaluation around these critical dimensions:

Local Compliance and Support: Does the system offer rapid adaptation to the nuances of APAC labor law (e.g., Hong Kong, Singapore, Malaysia)? Crucially, can it provide local expert support that moves at the speed of regulatory change?
Implementation Speed and TCO: Beyond the upfront licensing fee, what is the realistic Total Cost of Ownership (TCO)? We prioritize solutions that deliver rapid Time to Value over those with year-long implementation cycles.
WFM Depth and Industry Focus: The platform must go beyond basic time-off tracking. Does it possess the sophisticated AI scheduling and real-time labor tracking features essential for highly demanding sectors like Manufacturing, Retail, and Service?
Frontline Worker Experience: The system must be loved by the employees who use it daily. A poor mobile interface will kill adoption, regardless of back-end power.
Integration Ecosystem: Seamless connectivity with existing HRIS, ERP systems (SAP, Oracle, Workday), and local payroll providers is non-negotiable for data flow integrity.

In-Depth Review: The 10 Best UKG Alternatives

1. GaiaWorks: The Ideal “Like-for-Like” Replacement for APAC Labor Management

If your operations are rooted in Asia and you need a high-capability WFM solution that cuts the complexity and cost associated with global providers, GaiaWorks is your optimal UKG alternative..

Traditional global suites often lock companies into implementation timelines stretching four to six months. In stark contrast, our specialized teams are designed for agility, routinely getting core WFM modules running in just 6 to 8 weeks, guaranteeing a much swifter return on investment.

GaiaWorks has built its entire platform around the challenging APAC regulatory environment. It’s not just an alternative; it is a lean WFM specialist engineered to precisely navigate the labor laws in China, Hong Kong, and Southeast Asia.

GaiaWorks Differentiators:

Deep APAC Localization: Compliance isn’t an add-on; it’s built in. Our platform significantly reduces compliance risk in multi-jurisdictional Asian operations, offering specialized support for complex markets like Hong Kong, Singapore, and mainland China.
Industry-Focused Optimization: We deliver highly tailored AI scheduling and lean labor tracking, specifically built for high-volume, labor-intensive environments.
Proven Replacement Success: Our track record of successfully replacing legacy systems—including UKG—in large, demanding enterprises across Asia validates our functional stability and capability.
Rapid Deployment & Fairer TCO: We focus on achievable timelines and a transparent TCO that is far more competitive than the premium charged by major international vendors.
Superior User Experience: Our mobile-first design is intuitive, ensuring high adoption rates among both employees and managers.

2. Workday: The Integrated Enterprise Platform

Workday excels at unifying HR, Finance, and Planning. If your organization is massive (5,000+ employees) and your primary strategic goal is a single-source-of-truth across all financial and human capital data, Workday is a strong candidate. However, decision-makers should budget for substantial implementation time and be aware that adapting its WFM features for deep APAC specificity can be resource-intensive.

3. ADP: The Traditional Payroll and HR Combination

ADP remains a reliable choice for organizations with complex, multi-state or multi-country payroll requirements due to its established global service footprint. While effective, its interface and workflow design often feel dated when compared to newer, more agile WFM platforms.

4. BambooHR: User-friendly Solution for Smaller Teams

BambooHR is known for its simplicity and excellent user experience, making it ideal for smaller teams seeking basic HR and time-off management without complex setup. However, it may lack the deep WFM functionality (like advanced scheduling optimization) required by large, labor-intensive APAC enterprises.

5. SAP SuccessFactors: HCM Solution for Teams Using SAP

For organizations deeply entrenched in the SAP ecosystem, SuccessFactors offers compelling native integration with existing finance and operational modules. It provides a comprehensive HCM suite, but like UKG and Workday, it is an enterprise solution that demands significant upfront investment and long implementation timelines, often geared towards the largest global entities.

6. Dayforce (Ceridian): Enterprise HCM with Real-Time Pay

Dayforce is a major competitor to UKG, known for its integrated WFM and payroll capabilities. Its touted feature is the possibility of real-time pay processing. Implementation, while robust, still requires the same long-term strategic commitment and investment typical of large-scale enterprise rollouts.

7. Personio: European-focused Solution for SMEs

Personio has achieved excellence in serving SMEs across Europe, particularly regarding GDPR and regional labor compliance. Companies expanding into Southeast Asia may find they need to rely heavily on costly integrations rather than native feature support for local regulatory functions.

8. Rippling: Unified HR, IT, and Finance System

Rippling appeals to forward-thinking companies by seamlessly blending HR, IT, and Finance administration. While a powerful concept, large APAC organizations should carefully assess whether its WFM specialization is deep enough to handle the complex, granular scheduling needs of their manufacturing or retail operations.

9. Namely: Mobile-first Platform for Distributed Teams

Namely’s core strength is its mobile-first design, aiming to boost connectivity and engagement among distributed teams. Though strong on the employee experience side, its functional flexibility for complex scheduling and its depth of APAC-specific compliance may lag behind specialized WFM vendors.

10. Gusto: Simple Solution for US Small Businesses

Gusto is primarily focused on making payroll painless for small businesses in the US market. Its simplicity is its advantage, but it lacks the necessary scalability, multi-country functionality, and advanced WFM features required by large labor-intensive organizations operating across Asia.

Comparison Summary: The Best UKG Alternatives

Alternative	Pricing Tier	Ideal Headcount	Best For
GaiaWorks	Mid-Market	1,000 – 10,000+	APAC Labor-Intensive Industries, Seeking UKG Replacement
Workday	Premium	5,000+	Large Enterprises prioritizing HR/Finance integration
ADP	Mid-Market	1,000+	Complex multi-jurisdictional payroll needs
BambooHR	Budget/Mid-Market	50 – 350	SMBs looking for extreme simplicity and ease-of-use
SAP SuccessFactors	Premium	5,000+	Enterprises already committed to the SAP ecosystem

Critical Factors: What to Prioritize in a New System

When migrating from a global system, your evaluation should prioritize these four critical areas:

1. User Experience (UX) and Adoption: The WFM system is used daily by everyone, from the factory floor manager to the retail associate. If the mobile interface isn’t intuitive, simple, and fast, you risk massive adoption failure.

2. APAC Compliance Certainty: This is paramount. Can the system confidently handle the complexities of Hong Kong’s statutory holidays, Singapore’s leave calculations, and China’s variable working hours without constant manual overrides?

3. Project Risk and Speed: Demand clarity on implementation timelines and local support expertise. You need a partner who can deliver a stable, successful “go-live” well within a fiscal quarter.

4. Functional Depth: Ensure the solution moves beyond basic time tracking. It must offer the specific AI optimization and forecasting tools your industry requires to genuinely manage labor as a strategic asset.

The Tipping Point: When to Seek a Change from UKG

It’s time to seriously consider UKG alternatives if your organization is experiencing:

Growing Compliance Anxiety: You are constantly scrambling to manually update rules to keep up with regional regulatory changes, putting the organization at risk.
Unjustifiable TCO: The cumulative cost of maintenance, upgrades, and consulting fees for customization outweighs the functional benefit the system provides.
Widespread Employee Frustration: Managers and frontline staff are actively avoiding using the system due to a cumbersome interface or unreliable mobile access.
Operational Inflexibility: The system prevents you from implementing modern workforce strategies like dynamic scheduling or advanced labor forecasting tailored to your specific store or factory model.

Why GaiaWorks is the Premier WFM Partner for Asia (Proven Success Stories)

GaiaWorks delivers functional parity with UKG in core WFM, but provides superior value through a modern, focused approach, validated by successful customer outcomes across the region:

1. Proven Success in Retail Optimization

A leading Asian Chain Retail Brand, previously struggling with complex seasonal scheduling and compliance under an incumbent system, partnered with Gaiaworks. By implementing GaiaWorks AI Smart Scheduling module, the client achieved:

A 35% Increase in Store Scheduling Efficiency and elimination of overtime compliance risks, directly contributing to enhanced customer service during peak periods in markets like Hong Kong.

2. Driving Lean Management in Manufacturing

A large Multinational Manufacturing Group replaced their legacy system across APAC facilities. Their main challenge was integrating the WFM system with local piece-rate payroll and complex production systems.

By deploying GaiaWorks’ Real-Time Time Tracking and Lean Analytics, the client achieved a 40% increase in labor analysis accuracy, leading to annual cost savings equivalent to millions in local currency and significantly improved budget control across their China operations.

3. Enabling Rapid Multi-Jurisdictional Expansion

A fast-growing Chain Service Group expanding across Hong Kong and Southeast Asia needed a unified WFM platform capable of handling diverse regional regulations simultaneously.

GaiaWorks provided a unified, multi-regional WFM platform with built-in localized compliance rules. This resulted in deployment in under 3 months, ensuring rapid, compliant expansion with a distinctly lower TCO than that offered by international competitors in the Singapore and wider SEA market.

The GaiaWorks modern WFM approach—focused on maximizing efficiency, minimizing risk, and optimizing TCO—is why over 4,000 Asian enterprises have chosen us as their core labor management platform.

→ Ready to see the difference a focused, local expert can make? Schedule a Demo with our Hong Kong / Southeast Asia Experts today.

Q1: Why is GaiaWorks a better alternative to UKG for labor-intensive industries in Asia?

A1: GaiaWorks is designed specifically for the high-volume, complex scheduling needs of manufacturing, retail, and logistics sectors in Asia. Unlike UKG, it offers native WeChat/Lark integration and superior flexibility for managing diverse workforce types and local compliance rules.

Q2: Does GaiaWorks support integration with global HR systems?

A: Yes. GaiaWorks seamlessly integrates with global Core HR systems like SAP SuccessFactors, Workday, and Oracle, serving as the specialized operational layer for detailed scheduling and time tracking.

Q3: Is migration from UKG to GaiaWorks difficult?

A: No. We utilize a proven remote delivery model to accelerate implementation. Our experts guide you virtually through data migration and compliance setup, allowing you to go live significantly faster and with lower costs than traditional on-site methods.

AI in Workforce Management: A 4-Step ROI Guide (2026)

The era of “AI experimentation” is ending. In 2026, the focus on AI in workforce management is shifting. It is no longer about hype. It is about results.

CFOs and HR leaders are asking a hard question: “Where is the money?”

They do not want cool features. They want measurable returns. Therefore, AI in workforce management must optimize the “Time-Skill-Motivation” equation. It must save money and increase efficiency.

At GaiaWorks, we developed the FLAI Model. This is a practical, four-step framework. It takes your workforce from reactive chaos to proactive optimization. Here is how you can use it to drive real business value.

Infographic illustrating GaiaWorks' four-step FLAI framework: Forecast, Launch, Assure, and Insight, showing how AI in workforce management optimizes operations.

Step 1: Forecast – Predict with Precision

Many retailers still rely on “gut feeling” to build rosters. This is risky. Consequently, they face overstaffing during quiet periods and understaffing during rushes.

GaiaWorks solves this. Our prediction engine uses deep learning to analyze historical data.

The Input: It looks at POS data, footfall, and even weather forecasts.
The Output: It generates highly accurate labor demand curves.
The ROI: You eliminate the “safety buffer.” For example, reducing overstaffing by just 1% significantly improves profit margins. This is the power of AI in workforce management.

Step 2: Launch – Automate Execution

Creating a schedule is a mathematical nightmare. Managers must balance labor laws, employee preferences, and skills. For a human, this takes hours.

However, the “Launch” phase changes this. Our Smart Scheduling Algorithm solves the puzzle in seconds.

Multi-Objective Optimization: You set the strategy (e.g., “Cost First”). Then, the AI builds the optimal roster.
The Gaia AI Assistant: We empower employees. An employee simply says to the app, “Help me apply for leave tomorrow.” The AI handles the request instantly.
The ROI: This reduces administration time by 90%. Managers can finally focus on customers, not spreadsheets.

Step 3: Assure – Protect with Compliance

In markets with strict Labor Laws, mistakes are expensive. A single oversight can lead to fines.

GaiaWorks acts as your 24/7 internal auditor. This is a critical function of AI in workforce management.

Pre-emptive Blocking: The system flags rosters that violate rules before you publish them.
Smart Approvals: The AI acts as a gatekeeper. It analyzes overtime requests against real-time data. If it sees a risk, it warns the manager.
The ROI: You achieve zero penalties for non-compliance. Furthermore, you strictly control unnecessary overtime costs.

Step 4: Insight – Decide with Data

Traditional dashboards are often confusing. Managers lack the time to dig through spreadsheets.

GaiaWorks introduces ChatBI. This allows you to talk to your data.

Ask Your Data: A manager asks, “Why is Store B’s overtime cost high?”
Instant Answer: The AI analyzes the data. It replies: “Store B had a 15% increase in sick leave.”
The ROI: Decision cycles become faster. You identify and fix cost leaks in minutes, not weeks.

Conclusion: From Bystander to Practitioner

The future of AI in workforce management is not about replacing humans. It is about giving your workforce a “Super-Brain.”

The FLAI model—Forecast, Launch, Assure, and Insight—provides a clear path. It helps you modernize your operations.

In 2026, do not just buy AI. Buy results.

Ready to calculate your ROI?

The High Cost of “Rubber Stamping”: How AI Smart Approval Safeguards Your Bottom

Introduction: The “Approve All” Trap

In the fast-paced world of workforce management, HR compliance automation is becoming essential. Notifications bombard managers daily. Overtime requests, leave applications, and shift swap forms fill their screens.

Pressed for time, many managers fall into a dangerous habit: hitting “Select All” and “Approve.”

In the industry, we call this “Rubber Stamping.” It refers to approving administrative requests without meaningful review. However, this “auto-approve” culture is a silent leak in your organization. It causes damage in two critical areas:

1. Financial Leakage: You pay for overtime that was never worked.

2. Compliance Risk: You inadvertently allow breaches of labor laws.

At GaiaWorks, we believe technology should solve this. Therefore, we developed AI Smart Approval. This tool delivers powerful HR compliance automation by verifying requests before they ever reach a manager’s desk.

Moving Beyond Digitization to Intelligence

Traditional HR systems simply moved the problem from paper to a screen. GaiaWorks is different. Our system employs Artificial Intelligence to verify the facts behind every request.

Consequently, the workflow shifts from “Manager Audit” to “System Audit.” Here is how HR compliance automation protects your business in three specific ways.

1. Real-Time Data Checks Drive HR Compliance Automation

Imagine an employee submits a request for 4 hours of overtime. They claim they worked until 10:00 PM. In the past, a manager had to blindly trust this claim.

Now, GaiaWorks AI automates this verification. It instantly cross-references the request with objective data sources, such as door access logs.

The Scenario: An employee requests pay until 10:00 PM. However, the access control system shows them exiting the building at 6:00 PM.
The AI Action: The system flags the discrepancy immediately. It alerts the manager: “Warning: Attendance data does not match the claimed hours.”
The Result: You reject the request instantly. Thus, you prevent payroll leakage before it happens.

2. The Safety Net: How HR Compliance Automation Protects You

Labor regulations are becoming increasingly complex. For instance, according to standard Labor Laws, it is often illegal for an employee to work too many consecutive days without a break.

Human managers often lose track of these cumulative counts. The AI, however, never forgets.

The Scenario: A manager attempts to schedule a willing worker for a Sunday shift.
The AI Action: The system analyzes the worker’s recent schedule. It identifies that they have already worked six consecutive days.
The Result: The system blocks the request automatically. It says: “Request Denied: Violation of Maximum Consecutive Working Days.”

This proactive block keeps the company safe from regulatory fines.

3. Intelligent OCR Enhances HR Compliance Automation

dministrative friction often occurs when employees need to submit physical evidence, such as a doctor’s note. Traditionally, HR teams read these documents manually. This is a slow process.

GaiaWorks utilizes advanced Optical Character Recognition (OCR) technology.

The Capability: The AI “reads” the uploaded photo of the medical certificate.
The Verification: It extracts key data points, such as dates. Then, it matches them against the leave request.
The Result: If the dates do not align, the system alerts the HR team.

Conclusion: Management by Exception

The goal of HR compliance automation is not to replace managers. Instead, it empowers them. By filtering out non-compliant requests, the system allows leaders to practice “Management by Exception.”

For Managers: The fear of accidental non-compliance vanishes. They spend less time auditing timesheets.
For the CHRO/CFO: You gain peace of mind. You know that every dollar spent on overtime is verified.

Stop “rubber stamping.” Let AI handle the verification.

Is your organization ready to close the gap on compliance risk? Contact with GaiaWorks today to see our Smart Approval engine in action.

6 Critical Questions to Ask When Choosing a WFM Solution for Southeast Asia

Finding the reliable WFM solution Southeast Asia businesses need is a unique challenge. HR and Operations leaders in Hong Kong, Singapore, and across the region manage diverse borders and complex labor regulations daily.

The good news? Workforce Management (WFM) tools have evolved. The challenge? Many generalist global HR suites are often too rigid for Asia’s dynamic environment. Often, they lack the depth to ensure true local compliance.

To succeed, you need a WFM solution Southeast Asia teams can trust. It must prioritize accuracy, fairness, and agility. This ensures you reward hardworking employees while preventing corner-cutting.

Use this guide to compare GaiaWorks against generalist alternatives. Here are 6 critical questions to find the right fit for your APAC strategy.

“We needed a system that understood the nuance of Asian labor compliance—not just a global tool translated into local languages. GaiaWorks delivered that precision.” — Regional HR Director, Leading Retail Chain in Asia

Does the solution champion fairness and protect your top performers?

The “Asian Context”: Fairness drives retention.

In labor-intensive sectors like retail and manufacturing, accuracy builds trust. If your system allows “buddy punching” (clocking in for colleagues), it creates a toxic environment. Consequently, rule-breakers profit at the expense of diligent staff. This unfairness drives attrition among high performers.

You need a WFM solution Southeast Asia operations rely on to ensure every paid minute is a minute truly worked.

Ask these questions to ensure integrity:

Does it use AI-powered facial verification and geofencing to validate identity and location instantly?
Does it offer real-time transparency, allowing employees to view and verify their own hours daily?
Can it detect data anomalies (like GPS spoofing) to prevent “time theft” before it impacts payroll?
Does it strictly differentiate between “approved OT” and “unauthorized OT” to control costs without sacrificing fairness?

GaiaWorks Advantage: GaiaWorks believes that Fairness is Efficiency. We secure the “First Mile” of workforce data with enterprise-grade biometrics. This protects your bottom line and shows honest employees that you value their hard work.

Is the “Compliance Engine” built for this region?

Global tools often treat Asian labor laws as an afterthought. But navigating Hong Kong’s Employment Ordinance (418 Rule) , Singapore’s MOM regulations, and Vietnam’s strict overtime caps requires more than just a generic settings panel—it requires a dedicated engine.

Ask these questions to minimize risk:

Are rule sets for local regulations pre-built and maintained by the vendor?
Can the system handle multi-country holiday calendars (Lunar New Year, Tet, Deepavali) simultaneously for regional teams?
Does it automate complex overtime multipliers (1.5x, 2.0x, 3.0x) specific to each SEA country?
Will managers receive automatic alerts if a scheduled shift violates a local rest-day or working-hour law?

GaiaWorks Advantage: We don’t just “support” compliance; we automate it. As a specialized WFM solution Southeast Asia trusts, GaiaWorks comes pre-loaded with regulatory logic for Greater China and ASEAN. We act as your digital guardrail.

Does it integrate seamlessly with your Global Core HR (SAP, Workday)?

You likely use a global giant like SAP SuccessFactors or Workday for your master data. That’s great for HQ. However, these systems often struggle with granular, gross-to-net time calculations for frontline operations. You don’t need to replace your Core HR; you need a specialist partner.

Ask these questions to ensure connectivity:

Does the vendor have proven connectors or APIs for major Core HR platforms?
Can employee master data sync from Core HR to WFM in real-time?
Does the system push payroll-ready data (calculated hours, leave, OT) back to the global system without manual Excel work?
Is it flexible enough to connect with local payroll vendors in countries where you decentralize payroll?

GaiaWorks Advantage: Think of us as the “Operational Layer.” We specialize in Time & Attendance and feed clean data into SAP or Workday. You get global visibility with local agility.

Does it move beyond “Rostering” to true “Labor Optimization”?

In high-cost markets like Singapore and Hong Kong, static schedules kill margins. Overstaffing wastes money, while understaffing loses sales. Therefore, you need an intelligent WFM solution Southeast Asia vendor to align labor supply with business demand dynamically.

Ask these questions to drive efficiency:

Can the system forecast labor demand based on POS sales data or footfall traffic?
Does it support flexible scheduling strategies like split shifts or cross-store borrowing?
Can managers generate optimized schedules in one click, matching employee skills and availability to demand?
Does it empower employees to swap shifts via mobile, reducing administrative drag?

GaiaWorks Advantage: GaiaWorks’ Smart Scheduling module uses Machine Learning to predict demand and optimize shifts. We help you put the right person in the right place at the right time—maximizing productivity and controlling labor costs.

Why Local Matters？Many global providers struggle to adapt to local needs. As a leading WFM Solution Southeast Asia businesses rely on, GaiaWorks understands that agility is key. Choosing a specialized WFM Solution Southeast Asia operations team ensures you get better support and faster ROI than generic global tools.

Is the User Experience (UX) truly “Mobile-First” for Asia?

Asia is the most mobile-centric region globally. If your WFM looks like legacy desktop software, your frontline staff won’t use it effectively.

Ask these questions to ensure adoption:

Is the mobile app as intuitive as consumer “Super Apps” (like What’sAPP, WeChat, or Line)?
Does it support instant language switching (English, Traditional Chinese, Thai, Vietnamese) for a diverse workforce?
Can employees check their real-time estimated pay and hours daily to boost financial wellness?
Is self-service (leave, OT, shift swaps) available 100% on mobile?

GaiaWorks Advantage: Designed for the mobile-native workforce, GaiaWorks requires zero training. This ensures high adoption rates.

Do they have “Boots on the Ground” in Asia?

Choosing a US-centric vendor often means late-night support calls and explaining what “Lunar New Year” is to a support agent in another hemisphere. You need a partner who lives and breathes this market.

Ask these questions to guarantee support:

Does the vendor have local Customer Success teams in Greater China and SEA?
Is support available in local languages and time zones?
Do they understand the local business culture and the urgency of Asian payroll cycles?
Is their product roadmap specifically committed to Asian market needs?

GaiaWorks Advantage: Asia isn’t just a market to us—it’s our home. We provide the responsive, culturally fluent support your business deserves.

Conclusion: The Top WFM Solution Southeast Asia Enterprises Need

While generalist alternatives offer breadth, GaiaWorks offers the depth, precision, and local expertise required to win in Hong Kong, Singapore, and Southeast Asia.

We help you build a workplace defined by fairness, compliance, and efficiency—ensuring that your workforce management strategy is an asset, not an obstacle.

Ready to optimize your workforce in Asia?

H&H Group Case Study: Navigating GDPR & PIPL with a Dual Data Center HR Strategy

Achieving Global HR Compliance is the ultimate balancing act for modern multinational enterprises. For H&H Group, a global leader in Premium Nutrition & Wellness (home to powerhouse brands like Swisse and Biostime), international expansion is part of their DNA.

However, rapid growth across 17 diverse markets—from Asia to Europe and North America—brought a critical challenge.

How do you manage a workforce across borders while maintaining strict Global HR Compliance? How do you balance operational efficiency with the rigid data sovereignty laws of different nations?

To solve this, H&H Group partnered with GaiaWorks. By implementing SAP SuccessFactors with an innovative Dual Data Center architecture, we helped them transform a compliance headache into a strategic advantage.

The Challenge: Navigating Global HR Compliance Complexity

Before the transformation, H&H Group faced a “perfect storm” of operational hurdles:

Data Sovereignty Risks: Strict regulations like the EU’s GDPR and China’s PIPL severely restricted cross-border data flow. A “one-size-fits-all” global system was no longer viable without significant compliance risks.
Legacy Limitations: Existing HR systems were fragmented and limited to basic organizational structures, lacking the depth needed for modern talent management, payroll, and performance.
Operational Inefficiency: Manual processes across continents led to a poor user experience and limited strategic visibility into their global workforce.

The Solution: A “Dual-Core” Strategy for Global HR Compliance

As a top-tier SAP SuccessFactors partner, GaiaWorks designed and executed a cutting-edge Dual Data Center (Dual DC) strategy. This architecture allowed H&H Group to respect local laws while maintaining global oversight.

The Architecture Breakdown

China Data Center (CN DC): Dedicated to hosting Employee Central for Mainland China operations, ensuring strict adherence to PIPL data localization requirements.
Germany Data Center (DEU DC): Hosts Onboarding and Employee Central for all other international markets (Hong Kong, Singapore, Europe, Americas, ANZ), ensuring full GDPR compliance.

GaiaWorks’ Implementation Expertise

Connecting these two worlds required precision. GaiaWorks developed sophisticated, customized data bridges. These bridges enable the secure transfer of necessary non-sensitive workflow data between the two centers. Our agile team successfully navigated the complexities of multiple time zones, diverse regulatory landscapes, and cultural nuances to deliver a seamless launch.

The Impact: A Robust Foundation for Future Growth

Six months post-launch, the value of this digital transformation is clear. H&H Group has set a new benchmark for Global HR Compliance.

1. Mitigating Compliance Risks

The Dual DC architecture provides peace of mind. By physically and logically separating data based on sovereignty requirements, H&H Group has established a new standard for Global HR Compliance, navigating complex global regulations with confidence.

2. Unlocking Operational Efficiency

Automation has replaced manual spreadsheets. The streamlined processes across borders have drastically reduced administrative overhead, allowing the HR team to focus on strategy rather than transactions. Furthermore, decision-makers have faster access to workforce analytics.

3. Elevating Employee Experience

Compliance does not have to be clunky. With a modern, unified SAP SuccessFactors interface, employees and managers across all 17 markets now enjoy a consistent experience. They have empowered self-service capabilities, regardless of which data center hosts their profile.

Looking Ahead

This project has transformed H&H Group’s HR function from an administrative support role into a strategic enabler of global growth. With a compliant and scalable digital backbone built by GaiaWorks, H&H Group is now poised to expand into new markets with agility and confidence.

At GaiaWorks, we don’t just implement software; we solve complex workforce challenges.

Are you facing similar challenges with Global HR Compliance and workforce management? Contact GaiaWorks today to see how we can tailor a solution for your enterprise.

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