Solutions
Employ and pay your Venezuela team through one workforce partner.
An Employer of Record arrangement lets a third party act as the legal employer of your worker while you direct the day-to-day work. Payroll support keeps your existing entity's pay cycle accurate and on time. We confirm which arrangement is appropriate and available for your specific case before we propose it.
Where this fits in the employee lifecycle
- Recruit
- Employ
- Onboard
- Pay
- Support
- Offboard
Highlighted stages show where this service can support your team. Your proposal confirms the scope and any additional services you need.
The problem we solve
Companies frequently need people in Venezuela long before an entity makes commercial sense — a country manager, a service engineer, a commercial lead, a payroll administrator. Setting up to employ one person is disproportionate, and paying them through an informal process creates errors and exposure. At the same time, companies that already have an entity often lack the local payroll discipline to keep the cycle accurate and reconcilable.
What you get
A reviewed employment and payroll structure for each role, written documentation, onboarding and payroll handled together, and a single point of contact for the questions your worker will actually ask.
EOR involves a third party acting as employer where the arrangement is appropriate and available. Payroll support is for companies that already employ through their own entity. We confirm which arrangement fits your case before proposing it.
Is this the right service for you?
Start with your business need. These examples can help you decide; if your situation is different, tell us what you need to achieve.
- You need people in Venezuela before setting up your own entity makes commercial sense.
- You already selected someone and need a compliant way to employ and pay them.
- You have an entity, and payroll is being run by someone whose real job is something else.
- You are consolidating employment, payroll and worker support under one accountable partner.
How the engagement runs
Your proposal defines the scope, responsibilities and milestones, so you know what SIVEN manages, what your team decides and what happens next.
1. Employment-model review
We review each role and confirm in writing whether an EOR arrangement is appropriate and available, or whether another structure fits better.
2. Documentation and onboarding
Employment documentation, worker information and start-date readiness are prepared before day one.
3. Payroll setup
Pay calendar, cut-offs, compensation elements, benefits and the reporting format your finance team needs are agreed before the first run.
4. Run the cycle
Payroll processing, payslips, payment coordination and administration of the statutory employer obligations that apply to the arrangement.
5. Change and exit
Extensions, role changes, workforce changes and end-of-engagement steps follow terms set at the start, not negotiated at the end.
How SIVEN supports your business
A straight answer on suitability
An EOR arrangement is not available for every role. We tell you in writing when it is not, and what the alternatives are.
Employment and payroll in one place
The people question and the pay question are handled by the same team, with one named contact for your workers.
Finance-grade reporting
Reporting is agreed to the format your finance team reconciles in, and employer costs are shown as their own line.
Recruitment attached when you need it
If the people are not identified yet, the same engagement can find them — no second vendor, no second brief.
What happens after you contact us
Tell us the roles, headcount, compensation and whether you hold an entity. We come back with the arrangement we can support, what it includes and what it costs.
What this service includes
- Employment-model review for each role before anything is signed
- Employment documentation appropriate to the role and location
- Onboarding, including the information and documents your worker needs to provide
- Payroll processing, payslips and payment coordination on the agreed cycle
- Administration of statutory employer obligations that apply to the arrangement
- Agreed benefits administered as documented in your proposal
- Worker support for employment, pay and documentation questions
- Payroll calendar, cut-off schedule and structured input collection for your entity
- Standard and agreed custom reporting for finance reconciliation
- Change management: extensions, variations, role changes and end of engagement
What we need to build your proposal
- The roles, headcount and expected duration of each engagement
- Where each person works, and whether the work is onsite, remote or rotational
- Compensation you intend to offer, and any benefits you want included
- Whether the people are already identified, or need to be recruited first
- Start dates and any project milestones the engagement depends on
- Any nationality, mobility or travel requirements attached to the role
- Current pay frequency, compensation elements and reporting format if payroll support is needed
- Who currently runs payroll and any issues you want fixed in the first cycle
Who is responsible for what
- The employing party of record issues the employment agreement, runs payroll and administers statutory employer obligations for the arrangement.
- You direct the day-to-day work, set objectives and manage performance.
- SIVEN coordinates the engagement, worker support and your reporting.
- Where you hold an entity and use payroll support, you remain the employer and approve payroll inputs.
- Scope, responsibilities and escalation are documented in the service agreement before anyone starts.
- We confirm in writing whether an EOR arrangement is appropriate and available for each role before proposing it.
How pricing works
Your proposal separates compensation, applicable employer costs, agreed benefits, service fees and any project-specific expenses.
- An EOR engagement is quoted per worker, based on role, compensation level, benefits and duration.
- Payroll support is quoted per employee per cycle, with a base engagement fee that reflects headcount, pay frequency and complexity.
- Employer costs are shown as their own line rather than folded into a single blended rate, so you can see what changes if compensation changes.
- One-off items such as historical clean-up or a mid-year transition are quoted separately and shown as their own line.
We do not publish “from” prices. A number without your roles, work pattern and employment arrangement behind it is not a price you can plan with.
The experience behind this service
Employment and payroll coordination follows Gracemark's group delivery practice for multi-country workforce programmes. Ask for the relevant Gracemark references during the proposal stage.
A common next step
When you need more people
Employment and payroll cover the people you have. Recruitment and staffing find the next ones, on the arrangement that fits each role.
Questions buyers ask
- Is an EOR arrangement available for every role in Venezuela?
- No, and we will not tell you otherwise. Suitability depends on the role, the duration, the location, the sector and the parties involved. We review your specific case and give you a written answer, including when the answer is that another structure fits better.
- We already have an entity. Do we still need EOR?
- Usually not for employment itself. If you have an entity and the issue is running payroll accurately, payroll support is the better fit.
- Can you employ people we have already selected?
- Yes. Bring the people and we scope the employment arrangement around them. If the arrangement is not appropriate for a particular case, we say so before you make commitments to that person.
- What happens at the end of an engagement?
- End-of-engagement steps, notice and final payments are set out in the service agreement at the start, not negotiated at the end.
- Who does the worker contact with a pay question?
- A named contact in the engagement. Support responsibilities and response routes are documented in your service agreement.
- Does using your payroll service make you the employer?
- No. Payroll administration does not transfer employer responsibilities. If you want a third party to be the employer, that is a different arrangement and is reviewed separately.
- Can you take over a payroll that is already running?
- Yes. Transition is scoped explicitly, including which cycle we take over, what historical data we need and what is verified before the first run.
- What if a payroll error occurs?
- Correction and escalation steps are documented in the service agreement, including how corrections reach the employee and your finance team.
Send us your requirement
Tell us what needs to happen, where and by when. We’ll help define the service, responsibilities and costs for your requirement.
Tell us about your people and the employment or payroll support you need.