What do you believe an HRIS could do to help minimize potential conflicts between hiring in the United States vs. hiring in Spain?  For example, in the United States - employees are typically not contracted unless their independent contractors and/or unionize; however, in Spain (as well as the rest of the European Union) it is far more common for employees to be under contract and those contracts are renewed (or not) after the existing contracts expire and specific criterion are met. Additionally, contracted employees in the United States do not receive benefits while they do in Spain.