Many companies that operate internationally typically have HR staff in each of the countries of operation. If you're interested in working internationally, or even living in another country for several years, an international rotation may be just the thing for you. An international rotation typically involves taking on an HR management role in a company's overseas office. For example, a training manager for a technology company in California might be tapped to help train employees in a newly opened office in Asia. International opportunities are increasing, since for many organizations, the only way to grow is internationally--providing many opportunities for HR professionals. But this won't come without significant challenges.

One major challenge HR staff are facing on the international front is the outsourcing of jobs. Growth internationally doesn't always equate to an increase in local jobs; outsourcing jobs to other countries is becoming more and more common. This means that instead of hiring workers in the country where the company is located, the company outsources those jobs, or offers those jobs to workers in another country who are willing to work for less money. HR is often in charge of finding those candidates and dealing with the accompanying HR issues.

Another international challenge for HR professionals is ensuring that staff abroad are enabled with the same technology as local staff. This may include Human Resource Information Systems (HRIS) online training, and other technological tools. Mohamad J. Samman, a HR projects analyst at Qatargas in Ras Laffan, Qatar agrees: "I have seen major HR initiatives that are not implemented successfully due to poor communication. We should use technology to improve our corporate communication; online portals and e-learning systems are great tools that are not used effectively."

Samman, who completed SHRM's International HR Management certificate program, is no stranger to international HR, having worked in Qatar, the United Arab Emirates (UAE) and Saudi Arabia in addition to the United States.

Finally, and perhaps most importantly, is the arduous task of staying on top of all of the different employment laws and regulations in the countries where an organization is doing business. International HR professionals are not only challenged to understand the myriad local immigration and employment laws, but must also understand how to manage employees in varying countries abroad. For example, vacation and time off policies are much different in the United States then they are in France and China, and it's extremely important not only to understand a country's laws but its culture as well. The daily siesta in a country such as Spain affects how business is done and the hours employees work.

The Human Resources Certification Institute introduced the Global Professional in Human Resources (GPHR) certification in 2004. The GPHR certification designates HR professionals who have demonstrated proficiency in global HR strategies, overseas HR operations and international assignment management. Additionally, with the Society for Human Resource Management (SHRM) hosting HR professionals from over 25 countries at its yearly Global Forum, it's clear that international HR is only growing in importance.