Senior HR one or two days a week
Fractional HR gives you a senior HR professional in a permanent seat, filled on a part time basis. You get the judgement of a senior HR professional on one or two fixed days a week, without carrying one on the payroll.
A few hires, one or two exits and a sickness case per quarter will never fill a full time role, yet every one of those items carries real cost if it is handled badly. Meanwhile a junior generalist can process paperwork but cannot advise your country manager on a contested exit.
Fractional HR is the standing answer. One named senior consultant works fixed, recurring days in your business and stays in that seat for years, with the days in between covered by phone and email.
Fractional HR is scoped as ownership of the function, not as an hours bank.
Contracts, addenda, probation decisions, onboarding, offboarding and exit calculations, all handled in house by your consultant.
Long term illness cases tracked continuously against the statutory calendar, not only on office days.
Staff handbook, leave, expenses, hybrid working and whistleblowing kept current with Dutch requirements.
Pay review cycles, collective agreement checks and salary benchmarking against the Dutch market.
Line managers get direct guidance before difficult conversations rather than a post mortem afterwards.
A structured review with your country lead and headquarters covering risk, cost and the coming quarter.
The value is in the decisions, and the decisions are the part you cannot get cheaply elsewhere.
A full time Dutch HR manager runs roughly 90,000 to 130,000 euro all in before recruitment fees. Fractional buys the senior half of that role for a fraction of the commitment.
The expensive decisions in Dutch HR are legal ones. You get a consultant with 15+ years of Dutch employment practice making them.
The same person stays for years, so they know your managers, your history and your open cases without being briefed each time.
A fixed monthly fee means managers ask questions early instead of avoiding the meter, which is when questions are cheapest to answer.
Anonymised examples of fractional HR for international employers in the Netherlands.
A UK owned company in Utrecht had grown from 12 to 40 people in two years with a global handbook that conflicted with Dutch minimums on holiday and notice.
Two days a week for the first quarter, then one day a week ongoing. The policy set was localised, and the arrangement has run for three years across two country managers.
A sector collective agreement turned out to apply to the Dutch entity by activity, even though the company had never signed one. Pay scales and allowances were out of line.
The consultant mapped every role to the correct scale, corrected pay over the affected period before it became a claim, and now runs the January and July indexation as routine.
Founders were handling HR between them, and the first long term sickness case exposed how little of the statutory process anyone understood.
The case was taken over mid stream and brought back on schedule, and the founders now have one fixed day a week where all people decisions get made.
Client situations are anonymised. Names and identifying details have been changed.
Fixed days and a fixed fee agreed before anyone starts.
We map your Dutch headcount, contracts, collective agreement position and open risks in a single working session.
Responsibilities, the fixed weekly days and the fixed monthly fee are agreed in writing before we start.
Your named consultant works set days, owning the HR calendar, live cases and manager support.
A structured review with your country lead and headquarters on risk, cost and the quarter ahead.
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.
Most international employers reach this point between 10 and 75 Dutch employees.
You have 10 to 75 employees in the Netherlands and no HR lead
The workload is real but will not fill a full time role for years
Headquarters policy keeps colliding with Dutch requirements
You want one senior person who stays, rather than repeat project hires
Model comparison, pricing, coverage between days and what comes next.
Interim HR fills a defined gap at close to full time and ends when the gap closes. Fractional HR is ongoing part time support with no planned end date, sized for companies that will not need a full time HR head for several years.
A fixed monthly fee tied to the agreed scope and number of days, not an hourly rate. You approve the figure before the engagement begins and it does not move because a case runs longer than expected.
Yes, provided milestones are tracked continuously rather than only on office days. The statutory checkpoints are calendar driven and your consultant is reachable in between.
That is the intended path. Your consultant writes the job profile, supports the recruitment and hands over a documented function to your first in house HR hire.
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.
