HR-One review

HR-One helps international businesses hire and manage employees in China through Employer of Record (EOR), PEO, payroll outsourcing and a client portal. EOR is for companies without a China entity: HR-One acts as the legal employer. PEO is for companies that already have one and need local HR administration, payroll and compliance support.

The service also covers salary processing, tax and social-insurance support, employment documents and employee data through its payroll portal. HR-One says it can support work authorization for international employees where applicable. That makes it a China-focused option, not a general-purpose global HR platform based on the information available here.

The pricing page lists EOR from $150+ per month, PEO at $100 per month and payroll outsourcing at $9.99 per month. Recruitment is priced separately at 20% of annual salary. The listed prices do not establish the full cost for a particular hire or company.

HR-One’s main advantage is that its services map to two different China hiring setups. A company without a local entity can use EOR, while one with an entity can consider PEO or payroll outsourcing. That distinction is useful when comparing it with providers whose offer is limited to entity-free hiring.

The listed services also cover more than salary processing. According to the product information, HR-One supports employment compliance, statutory benefits, contracts and onboarding, payroll calculations, tax filing support and work authorization where applicable. Its client portal provides a place to access payroll information, documents and employment data.

The pricing page gives buyers a starting point for comparing service types:

• EOR is listed at $150+ monthly for hiring without a China entity.
• PEO is listed at $100 monthly and includes local HR and payroll administration, labor-law compliance, onboarding and contracts.
• Payroll outsourcing is listed at $9.99 monthly, with IIT calculation and tax filing support, salary calculations, payslips and an in-house payroll system.

For a China-specific shortlist, those service categories and published entry prices make it easier to identify which conversation to have with the provider.

The prices are starting points, not a complete cost comparison. EOR is listed at $150+ per month, so the “+” matters; the pricing details do not explain what changes the final quote. PEO is listed at $100 monthly and payroll at $9.99 monthly, but the published details do not say whether those amounts vary by employee count or define what is included at each usage level.

Plan caps and key purchasing terms are not published on the vendor's site. There is no stated employee limit, and annual billing prices are not listed. The page also does not provide a free plan; trial availability is not published. Recruitment is charged at 20% of annual salary, which should be compared separately from the monthly service fees.

Before switching, ask for a written quote that spells out the fee basis, included services, any extra charges and how China compliance support is scoped. Without those details, the low payroll entry price alone is not enough to estimate total cost.

The pricing page lists Payroll Outsourcing from $9.99 per month, PEO at $100 per month and EOR from $150 per month. Those prices cover different setups, not interchangeable service tiers: EOR is for hiring without a China entity, while PEO is for companies that already have one. The EOR starting price is at least $50 more per month than PEO, and payroll is the lowest listed entry point.

Recruitment is priced separately at 20% of annual salary, rather than a monthly fee. The published pricing information lists no add-ons, but that does not confirm there are none. It also does not publish annual billing prices, so there is no stated annual discount to compare. A free trial is not listed. Before switching, ask what the monthly fee includes for your headcount and hiring setup, and whether recruitment or other services add charges. The $9.99 starting price applies to payroll outsourcing, not to EOR hiring.

Switching effort depends first on whether your company has a China entity. HROne positions EOR for companies without one and PEO for companies with one; it also offers payroll outsourcing. Confirm which service matches your legal setup before comparing quotes, since the listed prices cover different arrangements.

The published materials do not publish migration steps, implementation times, data-export options, contract terms or cancellation rules. Ask how employee records, payroll history, tax documents and employment contracts can be transferred in or exported out, and who handles the handover. The pricing information also does not state annual billing rates.

We do not have Reddit posts or comments in the published sources, so we can’t substantiate a claim about why customers leave or how users rate the switch. Treat that as an evidence gap, not proof of a problem. Get the transition process and exit terms in writing before moving payroll or employment administration.