Human Resource Mexico: Strengthening Global Workforce Strategies Through Human-First, Mexico-Only Expertise
Published: 2025 | Author: VisionariesNetwork Team
Expanding into new international markets is a complex challenge for businesses of all sizes. Beyond understanding the local economy, companies must navigate unique legal frameworks, labor regulations, and cultural norms—all while building trust with employees and partners. These hurdles can slow growth, increase risk, and make it difficult to hire the right talent quickly.
This is especially true in countries like Mexico, where strict labor laws, bilingual communication needs, and cultural differences create barriers for foreign companies seeking to establish even a small local team. Finding reliable solutions that simplify employment, ensure compliance, and support employee success has become essential for companies looking to expand globally.
That’s where Human Resource Mexico (HRM) comes in. The company has been the pioneer in Employer of Record (EOR) and PEO services in Mexico for over 16 years, helping international companies hire local talent seamlessly—without establishing a legal entity. By focusing exclusively on Mexico, HRM offers unmatched expertise in compliance, payroll, and labor regulations, while providing operational support from office space and vehicles to travel coordination.
What sets HRM apart is its human-first philosophy. With a bilingual, on-the-ground team and a commitment to transparency, HRM builds trust with both client companies and employees, making international expansion smooth, compliant, and successful.
Visionaries Network conducted an exclusive interview with Franklin Delano Frith II, founder of Human Resource Mexico, where he shared insights on the company’s expertise in compliance, operational excellence, and facilitating seamless cross-border hiring for international clients:
Human Resource Mexico has over 16 years of specialization exclusively in EOR/PEO services within Mexico. What core market needs or gaps did the company originally set out to solve, and how has that focus shaped your evolution as the most trusted provider in the country?
I was in the PEO business in the USA for 20 years. In 2008, I saw the economic situation in the USA worsen before the 2008 crash. Since I had done business in Mexico on an off for many years and knew the language, I decided to diversify myself and try something completely new. I knew that there were cultural business differences between the USA and Mexico, not to mention the language barrier.
The key market need and gap that needed to be addressed was in order to hire employees in Mexico, a company must establish a Mexican entity. Foreign companies that wanted to hire in a small Mexican based sales team, technicians or engineers didn’t want to go through the process and costs without “testing the waters” first. HRM provided a means for those companies to hire in Mexico without the burden of being the legal employer in Mexico. We were the first EOR in Mexico 16 years ago.
The Employer of Record model has become vital for global expansion strategies. From your perspective, what are the biggest challenges foreign companies face when entering Mexico—legally, culturally, or operationally—and how does Human Resource Mexico uniquely address them?
I would say that the “fear factor” of foreign companies have when thinking about doing business in Mexico is one challenge. You have the language barrier, a business culture barrier and a lack of trust.
Another challenge that foreign companies have is many try to bring their rules and regulations to Mexico. Mexico has very strict labor laws and regulations.
HRM, as the legal employer in Mexico, with a physical office, a Mexican bilingual team, and public facing human resources support is the foundation for building trust with our clients. We are the only EOR in the world that has the philosophy that we have two clients, client companies and client employees.
It was always my belief that trust had to be the most important thing that our company earns from our clients. Without trust, they will leave. This is why we have very little client company and client employee turnover. We are trusted. We are always transparent with our clients. Our team is constantly reminded to protect our client companies and client employees at all costs. Otherwise, one day, we won’t be here. It is that simple.
Your “Mexico-only” specialization is a rare industry differentiator. How does this strict regional focus translate into deeper expertise, compliance strength, and reduced risk for multinational clients?
Mexico is a very unique market when it comes to employment. Compliance is difficult to navigate. The labor law and accounting practices are extremely unique. I made a decision early on that I wanted our company to focus and be the best expert for Mexico. This is why I named our company Human Resources Mexico. There is no global EOR that can match our on the ground expertise and public facing human resources services for the employees.
Human Resource Mexico offers far more than payroll and HR administration—ranging from company cars and office space to full travel coordination. How do these expanded operational services impact employee success and client confidence in the Mexican market?
Foreign companies typically hire sales personnel, software engineers, technicians, and other specialists. These employees need more than just a paycheck. Many of the employees need the expanded operational services to perform their job.
HRM provides work resources and operational services for the employees without the employee required to use their credit card and ask for an expense reimbursement. These unique services greatly enhance the employee’s success in Mexico. Great confidence is gained by the client because they don’t have to do a thing other than authorize HRM to provide the work resource or operational service, and pay the invoice.
Compliance remains one of the most sensitive areas in cross-border employment. What safeguards, audits, and legal frameworks does Human Resource Mexico implement to ensure 100% adherence to Mexico’s federal labor and tax laws?
We conduct internal audits daily on payroll, invoicing and cash flow. We have a system of double-checking all items before they are sent to client employees, client companies, and government agencies.
An employee will generate an item and another employee will double check the validity of the information. Data errors are addressed immediately and corrected. We are also subject to a “Dictamen Fiscal”. The tax opinion audit is the opinion issued by a registered public accountant (CPI) regarding the compliance of a taxpayer's tax obligations.
We are the only EOR / PEO in Mexico that is subject to this annual audit. The auditors audit our company monthly and submit the audit to SAT (Mexico’s tax authority) after our annual tax return is filed.
As AI rapidly transforms HR globally, your company emphasizes “expert human support” rather than automated responses. Why is maintaining human-driven service especially important in the context of Mexico’s business culture and compliance landscape?
I always remind our team that the existence of our company is to be an employer. The most important human aspects and tasks of an employer revolve around creating a fair, safe, and productive environment where employees feel valued and supported. These responsibilities go beyond just legal compliance and form the foundation of a successful, engaged workforce. I personally believe that apps and AI responses can’t adequately deliver real human resource support and personal attention that employees need. Especially employees that are working in Mexico through HRM for clients abroad.
My plan for HRM is to continue with its human support indefinitely. Client companies and client employees will always receive our expert personal human support. With that said, we do utilize AI and automation for internal activities to streamline daily operations so our team has more time to provide direct human support services.
We have the best 5 star ratings from our client companies and client employees in the industry because we deliver expert human support and attention.
Given the rapid growth of nearshoring and foreign investment in Mexico, how is Human Resource Mexico preparing to support the next wave of international companies looking to hire locally?
One of the most important preparations is for HRM to stay on top of new laws and regulations. We don’t wait for a new law or regulation to take effect. There are a lot of changes in the employment law space in Mexico in the pipeline. HRM must adapt and implement these changes so we can guarantee compliance for this next wave of foreign companies looking to hire in Mexico. We constantly monitor the senate, congress, and secretaries of the STPS (Secretaria del Trabajo y Prevision Social), the secretary of economy and the immigration department. Companies need full compliance in Mexico.
What should current customers and potential investors expect next from Human Resource Mexico in terms of service innovation, scalability, and continued leadership in the EOR/PEO space?
Our strategic priorities over the next few years is to continue with internal automation and constant improvement of internal processes. Removing as much internal “friction” as possible to be more efficient. We are also focusing on using AI for internal tasks but continue to provide 100% HUMAN support to our client employees and client companies.
We do not plan on providing new services, we plan on continuing to be the “Boutique Service Firm” for clients that want the employees that are hired in Mexico to receive top notch services. Remember, a happy, secure, and confident employee will put a positive face for the clients of our clients.
Franklin Delano Frith II: Four Decades of Cross-Border Business Leadership
Franklin Delano Frith II is a seasoned business professional with over 40 years of experience, focused on compliant business expansion in Mexico. Beginning his career in 1985 and gaining early exposure to cross-border operations, Franklin has been deeply involved in staffing and the PEO industry since 1991.
In 2008, he fully pivoted to Mexico, and with over 16 years of specialized experience in HR, payroll, finance, and compliance, he now leads one of the country’s most trusted EOR/PEO firms. His company’s exclusive focus on Mexico ensures unmatched expertise in local labor and tax laws, enabling international businesses to expand seamlessly and confidently.
“We are the only company in Mexico that provides EOR / PEO services in Mexico ONLY.”
