Your HR lead, part of the week
A fractional HR manager is the person accountable for HR in your Dutch entity, working a defined part of the week. Your country lead gets one named person to hold responsible, and your managers get somewhere to go before a conversation goes wrong.
Advisory support answers the questions you think to ask. A manager owns the function: the HR calendar, the casework, the manager coaching and the local decisions nobody at headquarters has the knowledge to make.
HRhelp places one named senior consultant in that role on fixed weekly days. They are introduced internally as your HR manager, sit in your management meetings and stay in post for as long as the arrangement suits you.
The mandate is deliberately broad, because a half owned HR function is worse than none.
One named person answerable for Dutch employment risk, reporting to your country lead or headquarters.
Line managers are coached through underperformance conversations, sickness reporting and probation decisions.
Pay reviews, holiday accrual and expiry, statutory indexation dates and pension enrolment deadlines all owned.
Illness, conflict, restructuring and disciplinary matters run end to end, with lawyers instructed only when genuinely needed.
Preparing for or running the relationship with a personnel representation body or works council.
A clear picture for headquarters covering headcount, absence, cost and live risk.
One person owns Dutch people risk, and your leadership team knows exactly who that is.
Dutch employment exposure stops being distributed across founders and finance and becomes one person's job.
Introduced in the role, on a company email address where you want that, and the named contact for employee questions and cases.
You buy the seniority you need without a full time salary, recruitment fee, pension accrual or severance exposure.
Many providers sell a director and staff the work to a generalist. HRhelp uses senior consultants only, and you meet yours before signing.
Anonymised examples of fractional HR managers placed with international employers.
A Swedish parent wanted local accountability after two Dutch dismissal attempts stalled because no dossier had been built. Nobody in the Netherlands owned HR.
Two fixed days a week. Performance management was put on a documented footing, and the next two exits closed by settlement within six weeks each.
Headcount was climbing towards the works council threshold and the leadership team had no plan for employee representation or for the consultation duties that follow.
The fractional manager set up a personnel representation body ahead of the threshold, then guided leadership through its first consultation without friction.
A long standing contractor population was doing work that looked increasingly like employment, and finance was uneasy about the exposure sitting on the Dutch entity.
Each engagement was reviewed and reclassified or restructured over one quarter, removing the exposure before any inspection or audit raised it.
Client situations are anonymised. Names and identifying details have been changed.
Decision rights and escalation routes are written down before day one.
We define what the role decides, what it escalates and who it reports to, then match the right senior consultant.
Contracts, files, policies and live cases are reviewed and moved into a structure the role can actually run.
Fixed weekly days of casework, manager coaching, the HR calendar and monthly reporting to headquarters.
Quarterly assessment of whether the day pattern still fits, and preparation for an in house hire when it does not.
You get a written scope and a fixed fee before any work begins, so the cost is settled at the start instead of arriving as an hourly invoice at the end of the month.
The need is leadership and ownership, delivered on part of the week.
You want one person accountable for Dutch HR, not shared coverage
You have 10 to 75 employees and no full time HR role to justify
Line managers need coaching as much as the entity needs administration
Headquarters wants local leadership with a clear monthly reporting line
Positioning with staff, authority, casework and what the fee covers.
The broader fractional service delivers senior HR capability across your function. A fractional HR manager is a defined role with accountability, decision rights and a reporting line, and your staff know them as the HR manager.
An interim HR manager covers a real vacancy at close to full time and leaves when it is filled. A fractional HR manager is an ongoing arrangement for a company that may never need a full time HR manager on its own payroll.
Yes, that is core to the role: building the dossier, choosing the correct termination route, negotiating settlement and calculating the statutory payment. An employment lawyer is involved only where the case genuinely calls for one.
The agreed scope and day pattern, plus reachability between office days. Questions, urgent cases and manager coaching do not each trigger a separate charge.
Book a free 30 minute consultation. We will look at your situation, tell you exactly what we would do, and put a fixed price in writing before you commit to anything.
