HR Consulting
Strategic HR support for companies that want more efficient workforce management, better-informed decisions and a more structured organisation.
How can we help?
We don't offer generic templates — we provide solutions tailored to your company's size, industry and current situation.
Workforce strategy
We help plan headcount, recruitment timelines and succession for key roles — both short and long term.
Organisational development
Reviewing organisational structure, building more effective teams and clarifying roles and responsibilities.
Compensation analysis
Using market salary data, we help you define competitive and sustainable salary bands.
Job descriptions
Creating accurate, up-to-date job descriptions that support recruitment, performance reviews and legal compliance.
Onboarding processes
Designing a structured onboarding process that reduces early attrition and shortens the time to productivity.
Employment law advice
Guidance on basic employment law questions and referral to partner lawyers for contracts, terminations and employment matters.
SMEs without a dedicated HR function
In most small and medium-sized businesses, HR tasks are handled by the owner or an office manager on the side. That can work — but beyond a certain size, the lack of structured HR becomes a real risk. We help in exactly that zone: not the cost of a full HR department, just what you actually need.
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The consulting process
From a brief discovery to concrete implementation — with tangible results at every step.
Discovery
We get to know your current HR situation, the main pain points and your goals.
Proposal and priorities
We give you concrete recommendations and a clear order of priority — what to change first.
Implementation
We develop and introduce the agreed solutions together with your existing team.
Follow-up
We remain available after the implementation — checkpoints, fine-tuning and answering questions.
What to know about HR consulting
How much does HR consulting cost?
We have no standard price list, because the assignments differ greatly: a compensation review is a different scale from a full organisational assessment. At the first, no-obligation meeting we clarify what is needed, and we quote for that.
How does HR consulting differ from recruitment?
Recruitment fills a specific role: we find the right colleague. HR consulting sorts out the system behind it — headcount planning, salary bands, job descriptions, onboarding. The two complement each other well, but they are separate services.
What size of company benefits, if it has no in-house HR?
Precisely the small and medium-sized companies where HR is handled by the owner or the office manager alongside their own job. In that situation you do not need a permanent HR employee, but a few well-aimed decisions — that is where outside perspective and experience help.
How long does an HR consulting project take?
It cannot be stated in advance, because every assignment is different — a set of job descriptions is shorter, an organisational assessment longer. After the initial review, however, we give concrete proposals and an order of priority, so you can see what will be ready and when before you decide.
Can you help with employment law questions?
We provide guidance on basic employment law matters — contracts, termination, settling employment status — and where legal representation is required, we bring in a partner lawyer. We do not practise law ourselves.
How does the work start?
With a short, no-obligation conversation: you tell us the biggest challenge, and we show the possible route. That is what reveals what is actually needed — we only quote afterwards.
Let's talk about your HR situation
A short, no-obligation discovery call — tell us your biggest challenge, we'll show you the way forward.
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