MNC China Data Compliance: HR, CRM & HQ Systems Hub
Global HRIS and CRM projects fail Chinese compliance when headquarters treats China as “just another EU region.” This hub is for US/EU legal, privacy, and HRIS owners who need a decision spine for employee and customer personal information leaving mainland China.
General information only. PIPL, data-export security assessment, standard contract, and certification paths depend on volume, sensitivity, industry, and CAC/local practice. This is not legal advice and does not create an attorney–client relationship. Instruct qualified PRC privacy counsel before you connect global HRIS/CRM instances or ship employee files offshore.
Legal boundary: Prefer primary statutes, judicial interpretations, and official guidance when making decisions. Where this guide links to city hubs or lawyer listings, verify credentials and engagement terms directly with counsel. Full disclaimer · Submit an initial enquiry.
FAQ
Common questions
Quick answers for foreign nationals and employers. Rules vary by city and change over time.
Can we keep China employees only on the global Okta/Workday tenant?
Often that is an export. You need a lawful mechanism, impact assessment, and sometimes local hosting. See HR/CRM spoke.
Is consent enough?
Consent is one lawful basis tool, not a complete export strategy—especially for mandatory HR processing and bulk transfers.
Consultation preparation
Before contacting counsel
First package for a conflict check
A concise timeline and the result you want to achieve.
Names of all parties and affiliates for a conflict check.
Key contracts, notices, correspondence, filings, or decisions.
Known deadlines, preferred language, location, and budget constraints.
