An org tree that mirrors the map
Your organization is modeled as a geographic tree: the group at the top, regions beneath it, countries under those, and physical locations at the leaves — with departments layered across it. Because structure is explicit, everything else can be scoped to a branch instead of applied globally.
HR roles scoped to a branch, not the whole company
Access follows the tree. You can appoint an "HR for Croatia" who manages only Croatian employees, or an "MD for the Balkans" whose remit covers the whole region. Nobody needs company-wide visibility just to do a local job, and role-based access keeps that boundary enforced rather than merely conventional.
Dotted-line managers with per-domain approvals
International teams rarely fit a single reporting line. BeeXpro HR supports dotted-line managers with approval rights split by domain: an employee's leave requests can route to one manager while their travel orders route to another. Matrix organizations get modeled as they actually work instead of being flattened into one box on a chart.
Legal entities, policies and labor-law minimums per country
Each country can carry its own legal entities, and the platform encodes labor-law minimums per country: annual leave, probation caps, notice periods, work-time recording and whistleblowing requirements. Company policies can override those baselines — with guardrails, so a policy can be more generous than the local minimum but not quietly fall below it.
Leave math that knows where each employee sits
Leave types are configurable and counted in business days that respect each employee's own country's public holidays — a request spanning a holiday in Zagreb is counted differently from the identical dates in Warsaw. The underlying catalog covers 131 countries with currencies and default locales, and the interface itself runs in 16 languages, including full right-to-left Arabic.
| Org model | Geographic tree: group, region, country, location — plus departments |
|---|---|
| Role scoping | HR and management roles limited to any branch of the tree |
| Matrix reporting | Dotted-line managers with per-domain approvals (leave, travel) |
| Legal entities | Managed per country |
| Labor-law minimums | Annual leave, probation caps, notice periods, work-time recording, whistleblowing |
| Policy overrides | Company policies on top of legal minimums, with guardrails |
| Country catalog | 131 countries — currencies, locales, public holidays feeding leave calculations |
Frequently asked questions
Can an HR manager be restricted to a single country?
Yes — roles are scoped to branches of the geographic org tree, so an HR role can cover one country, one location, a region, or the whole group, and sees only that scope.
How are public holidays handled across countries?
Each employee's leave is counted in business days against their own country's public holiday calendar, drawn from a catalog covering 131 countries.
Can an employee have different approvers for different requests?
Yes. Dotted-line managers carry per-domain approval rights, so leave can be approved by one manager and travel orders by another.
What stops a local policy from breaching local law?
Labor-law minimums are encoded per country and company policy overrides are applied with guardrails, so a policy can improve on the legal baseline but not undercut it.
Does multi-country include multi-language?
The platform runs in 16 languages, including full right-to-left Arabic, and candidate-facing pages are localized too — so local teams and local applicants both work in their own language.