Clear HR processes for businesses in South Korea, built remotely from India
GullyHR helps businesses in South Korea audit, design and document their HR processes. We work remotely from Bengaluru in English and leave legal questions to your Korean adviser, then build the confirmed rules into your process.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps businesses in South Korea with HR audits, hiring and onboarding processes, handbooks, performance review design and manager training. We work remotely by video call and shared documents, drafting in English. We do not give legal advice or run payroll. Your Korean adviser confirms the rules and we build them into your HR system.
Time zone. South Korea is on UTC+9 all year and does not change its clocks. India is 3 hours 30 minutes behind Korea throughout the year. Indian morning meets Korean midday and afternoon, so calls work best between 9:30 and 13:30 India time.
Who this suits in South Korea
- A fast-growing Korean technology or services company whose headcount has outgrown informal management and needs written HR processes.
- A Korean subsidiary of a foreign group, or a Korean group with units abroad, that needs HR documents consistent across borders and readable in English.
- A family-led or founder-led company moving from personal management to defined roles, reviews and promotion steps.
- A company hiring international or Indian engineers and staff that needs clear English onboarding and handbook material.
What we do for businesses in South Korea
HR audit
We review employment contracts, rules of employment, staff files, onboarding steps and management practice against a clear checklist. You receive a written report in English, with questions for your Korean adviser marked separately.
Read more →HR process design
We map and redesign hiring, onboarding, evaluation, promotion and leave workflows. Each step has an owner and a record, so managers act consistently.
Read more →Performance management process
We design goal setting, review cycles, feedback conversations and rating guides, so evaluations and promotion decisions can be explained to the employee.
Read more →Employee onboarding process
We build an onboarding path for new hires, including international staff who may be unfamiliar with local workplace customs. Each week has tasks, owners and check-ins.
Read more →Manager training
We train managers online in feedback, delegation and speaking up across seniority levels, with exercises that suit a hierarchical workplace.
Read more →HR situations we help with in South Korea
Hierarchy and speaking up.
Junior staff may hesitate to raise problems or disagree with senior colleagues. Managers need simple, safe routes for feedback and concerns, or issues stay hidden until they are large.
Long hours and workload.
Late working can become habitual. A clear way to track hours, approve extra work and review workload helps managers see problems before they become complaints.
Founder-led decisions.
In many companies, pay, promotion and discipline decisions rest with a few senior people. Writing down criteria makes decisions consistent and easier to explain.
Evaluation and promotion.
Staff want to know how they are assessed and when they may move up. Without clear criteria, ratings feel arbitrary and good people leave.
Cross-border group alignment.
A Korean office reporting to a foreign head office, or the reverse, often meets mismatched policies. One shared process with local adaptations reduces friction.
Hiring and keeping skilled staff.
Competition for engineers and other skilled people is strong. Structured interviews, a good first ninety days and regular reviews help new hires settle and stay.
Local rules your adviser confirms
These are Korean regimes an employer should confirm with a qualified local adviser, such as a labour attorney. We do not state rates, limits or notice periods. We design the process around each point once your adviser confirms it.
| Topic | What we do about it |
|---|---|
| Written employment contracts | The written terms an employee must receive at hiring. We create contract and onboarding templates. Your adviser confirms the required content and the Korean wording. |
| Rules of employment | Many employers above a certain size must keep written rules of employment. We design the HR process and an English reference version. Your adviser confirms the Korean rules. |
| Working hours and overtime | Standard hours, overtime and flexible-hours arrangements. We design the recording and approval steps. Your adviser confirms what applies to your roles. |
| Leave and statutory benefits | Annual leave, family and care leave, and severance arrangements. We draft the policy structure and request flow. Entitlements go in only after your adviser confirms them. |
| Four major social insurances | Pension, health, employment and industrial accident insurance. Your adviser or payroll provider handles these. We add the joiner and leaver steps that feed them. |
| Unfair dismissal protections | Ending employment is tightly regulated and is a matter for your adviser. We design the documented performance and conduct steps that come before any such decision. |
| Workplace harassment rules | Employers have duties on harassment prevention and reporting. We design the reporting route and manager guide. Your adviser reviews the wording. |
| Foreign worker status | Work status for non-Korean staff is handled by your adviser and the authorities. We build a status check into your offer and onboarding flow. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Scoping call
A video call in the overlap hours to understand your business, team size, managers and the issues you want solved. We agree scope in writing, in English.
- 2
Document review
You share contracts, rules of employment, forms and sample records in a shared folder. Where documents are in Korean, you or your translator summarise them for us. We list gaps and questions for your adviser.
- 3
Written findings
We send a written report in plain English with priorities, then go through it on a call so you can ask questions before design starts.
- 4
Design and drafting
We draft process maps, policies, templates and checklists in English in shared documents. You comment, we revise, and legal points stay marked for your adviser.
- 5
Handover and support
We hand over final documents with a short guide for managers. Korean versions are prepared by your translator or adviser. We can support the process remotely afterwards.
What we do not do
- We do not give legal advice or opinions on Korean labour law.
- We do not run payroll or make insurance or tax filings.
- We do not handle visa or residence applications.
- We do not supply contract staff or run background verification.
- We do not claim a Korean office, registration or past Korean clients.
Questions from businesses in South Korea
GullyHR does. We are based in Bengaluru and work remotely with businesses in South Korea on audits, process design, documents and training. We do not give legal advice and we work alongside your Korean adviser.
No. We have no Korean office or registration and we do not claim Korean clients. This page describes the remote service we offer and how it fits with your local adviser.
Our work is done in English. Korean-language documents need a qualified translator or your adviser. We write the English process and templates so they can be translated exactly.
No. We name areas to check, such as rules of employment and working hours, but your qualified adviser confirms the rules. We then build the confirmed requirement into your processes.
No. We do not compute payroll or make filings. We can design the joiner, leaver and change steps that feed your payroll provider, so the right information arrives on time.
Book a first conversation, which is free. We listen to your situation and, if useful, send a written scope and timeline. A paid HR audit is usually the first piece of work.