Senior Dutch HR counsel on call
An interim HR advisor gives you senior Dutch HR and employment law counsel on call, without adding a permanent role to your structure. You get one named consultant who knows your entity, your contracts and your open cases, and who answers within agreed response times.
Your managers are making people decisions in the Netherlands that carry real consequences: a performance case, a contract renewal, a reorganisation, a sensitive exit. There is nobody in the business with the Dutch seniority to sign those calls off, and hiring an HR director for a handful of decisions a month makes no sense.
HRhelp puts a senior consultant on call for exactly those moments. They learn your setup once, stay with you, and come back with a clear recommendation plus the risk attached, so your management team decides with confidence instead of guessing.
A defined scope, one senior consultant and a response time you can plan around.
One consultant owns your account and knows your entity, your contracts and your history.
Same or next working day on standard matters, faster where your scope requires it.
Your contracts, handbook, sector position and live cases are reviewed up front so advice rests on facts.
Decisions of consequence come back in writing, with options, risk and a recommended route.
Practical guidance on performance, absence, conflict, exits and reorganisation as they arise.
Review and improvement of the policies, letters and clauses your managers actually use.
What an on-call advisor changes for the people who have to make the decisions.
You get 15+ years of Dutch employment practice on demand. You do not carry an HR director salary or the recruitment cycle behind it.
A fixed monthly fee against an agreed scope. There is no hourly meter, so nobody hesitates before picking up the phone.
Advice arrives before the conversation happens, which is while the outcome is still cheap to change.
Your consultant coordinates with payroll, the Arbo service and, where needed, an employment lawyer, then gives you a single position.
Anonymised engagements that show what advisory support actually looks like.
The Dutch country manager wanted to exit an underperforming sales lead within the month, using the head office performance plan. Nothing in the file matched what a Dutch process would be measured against.
The advisor mapped the two realistic routes with a cost range for each, then guided the manager through a documented process. The exit closed by settlement at the number modelled at the start.
HR sat in Munich and ran the Dutch site by email. Long-term absence cases were drifting and nobody was tracking the reintegration obligations attached to them.
A monthly advisory rhythm was put in place with a written status per case. The two oldest files were brought back into a defensible position within a quarter.
A small Dutch office was renewing fixed-term contracts on instinct and had no view of where each employee sat in the renewal chain.
The advisor produced a renewal calendar with a recommendation per person. Every renewal is now reviewed before the letter goes out.
Client situations are anonymised. Names and identifying details have been changed.
Four steps, with live cases in scope from the first week.
We map your entity, your open cases and where decisions currently get stuck, then agree scope and response times.
Contracts, handbook, sector position and live files are reviewed so advice rests on your actual documents.
Your consultant advises on cases and policy decisions as they come up, in writing where it matters.
We review what came up, close the gaps that keep repeating, and adjust scope up or down.
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.
Advisory works best where decisions are senior and the volume is not.
Foreign parent companies whose Dutch team has no senior HR voice
Managing directors making people decisions with no HR function behind them
Small HR teams that need a senior sounding board rather than more hands
Companies that want counsel on call without creating a permanent HR role
Start speed, pricing and where this sits next to our other services.
Engagements typically start within five working days of the scoping call. The baseline review runs in parallel, so you can raise live cases from the first week.
A fixed monthly fee against an agreed scope and response time. Genuinely exceptional matters, such as a collective redundancy, are quoted separately and up front. There are no hourly surprises.
An advisor gives counsel and carries no line responsibility. An interim HR manager sits inside your structure, leads the function and owns delivery. If you need someone to run HR rather than advise on it, that is the other service.
No, and that is deliberate. Advisory scope covers counsel and documentation, not day-to-day execution. For hands-on operational work, interim HR support is the right fit.
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.
