Your Dutch HR function, one consultant
One senior Dutch consultant takes on the people side of your Netherlands operation, from contracts and policies to live cases and head office reporting. You get a local HR function without building one.
Your Netherlands entity has staff, contracts and payroll, but the people work sits with a country manager, a finance lead, or an HR team in another country working from assumptions. It holds up until something happens: a sick employee, a difficult exit, an audit, a growth spurt.
HRhelp gives you one named senior consultant who owns the Dutch people side end to end. They assess what you have, fix what is wrong, then run or support the function on a fixed fee, and keep your head office briefed in terms it can act on.
One scope covering documents, cases, providers and head office reporting.
A written map of your entity, contracts, policies, sector position and open risks.
Dutch-standard employment contracts, handbook and core policies in English and Dutch.
One consultant owns your account, backed by the wider team for continuity during leave.
Performance, absence, conflict, exits and reorganisation managed with you rather than escalated to you.
We deal directly with your payroll bureau, Arbo service, company doctor and counsel.
Regular briefings that translate the Dutch position into something your parent company can decide on.
What changes for your country manager and your finance team.
You get senior Dutch HR capability from the first month, with no recruitment cycle and no permanent salary attached.
Fixed fee against a written scope, monthly for ongoing work and project-based for defined pieces. No hourly billing and no surprise invoices.
Local leadership goes back to running the business instead of interpreting employment rules nobody trained them on.
Rather than coordinating four providers, your head office speaks to one consultant who already holds the full picture.
Anonymised engagements across new entities, acquisitions and stretched country managers.
A new Dutch subsidiary hired eleven people in nine months on translated head office contracts with no local policies. Payroll ran fine, but nobody had checked what the entity was actually committed to.
A four week assessment produced a prioritised findings report. Contracts and policies were rebuilt, and the consultant now runs the HR function two days a month.
The country manager was spending roughly a day a week on HR questions, absence calls and payroll queries, and was still unsure whether the answers given were correct.
HR moved to a fixed monthly scope with a named consultant. The country manager's HR time dropped to a single monthly review call.
An acquisition brought a Dutch team into the group with three different contract generations, an unclear sector position and no handbook at all.
The consultant harmonised the contract set, delivered a written sector and pension determination, and produced a single Dutch handbook the parent could stand behind.
Client situations are anonymised. Names and identifying details have been changed.
A findings report inside a month and a fixed scope from there.
We map your entity, contracts, policies, sector position and open risks against what head office assumes is true.
You receive a written report with prioritised actions, then a fixed-fee scope for what we will handle.
Contracts, policies, registrations and payroll instructions are corrected to Dutch standard.
Your consultant runs or supports the function, handles cases and keeps head office briefed.
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.
Foreign-owned Dutch entities that need HR owned rather than improvised.
Foreign companies with a Dutch entity and no local HR function
Country managers spending more time on HR than on the business
Groups that acquired a Dutch team and inherited an unknown HR position
Companies outgrowing an employer of record and moving onto their own entity
Pricing, continuity, EOR comparison and urgent cover.
An EOR can carry the contracts while you have no Dutch entity. Once you incorporate, or pass a handful of staff, the EOR usually costs more and still leaves nobody advising on Dutch people decisions. We provide that advisory layer and we do not act as an EOR.
Fixed fee against a written scope: monthly for ongoing work, project-based for defined pieces such as an assessment or a contract overhaul. No hourly billing, which is what makes it approvable by a head office finance team.
Yes. One named senior consultant owns your account, with the wider team behind them for continuity. You are never routed to whoever is free, and you are never handed to a junior.
Urgent single issues such as an escalating conflict or an immediate termination run through HR S.O.S. with same working day response. Consultancy engagements cover the structural work behind those incidents.
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.
