Senior cover for a defined gap
Interim HR solutions give you a senior HR professional who runs your Dutch HR function while a gap is open. You get continuity from the day someone leaves until your permanent hire is fully up to speed.
The trigger is usually simple. Someone resigns, goes on parental or long term sick leave, or the Dutch operation grows faster than the person holding HR together can absorb. Meanwhile contracts expire, sickness files need updating and managers keep asking questions nobody is answering.
HRhelp places one named senior consultant into that seat for a period you can name. They take over the live work, keep the function running to Dutch standards, and hand a documented department to whoever comes next.
An interim mandate takes over the running of the function, not a shortlist of convenient tasks.
Offers, contracts, extensions, probation decisions and exits handled end to end for your Dutch staff.
Open sickness, performance and exit cases are picked up on day one rather than left to drift.
The full statutory reintegration timetable is tracked, with the occupational health service and UWV managed for you.
Monthly mutations prepared and checked with your existing payroll provider before each run.
Your line managers get one named person to call before a conversation with an employee goes wrong.
Files, policies and open cases are documented and transferred in the closing weeks of the mandate.
The point of interim cover is that nothing slips while the seat is empty.
A senior consultant is normally productive within a week. You are not waiting out a three month notice period with the function unattended.
One fixed monthly fee agreed before the start. A contested exit or a difficult sickness case does not change the invoice.
Notice dates, chain rule limits and reintegration checkpoints keep running while a role is empty. Your consultant owns them from day one.
Every HRhelp consultant has 15+ years in Dutch employment practice and is a native Dutch speaker working fluently in English.
Anonymised examples of interim mandates run for international employers in the Netherlands.
The HR manager of a US owned software company in Amsterdam resigned with two open dismissal files and eleven fixed term contracts due to expire that quarter. HQ was four time zones away and had no view of the Dutch obligations.
A consultant started within a week, issued every outstanding notice on time, closed both exits by settlement agreement, and handed a clean file set to the permanent hire four months later.
A long serving HR lead went on sick leave with no defined return date, days before the annual pay review and a collective agreement indexation deadline.
HRhelp ran the review cycle and the indexation on schedule, kept the works council relationship intact, and stepped back gradually when the HR lead returned part time.
A German group discovered that its Dutch branch had been running HR out of the finance team for two years. Nobody had tracked contract chains or reintegration duties.
A six month interim mandate cleared the backlog, corrected two contracts that had already converted to permanent by law, and left the branch with a written HR calendar.
Client situations are anonymised. Names and identifying details have been changed.
A simple four step sequence with no long discovery phase.
We map what the departing person actually owned, plus every open case and deadline already running.
One named senior consultant is matched on sector and case type, with the fixed monthly fee agreed in writing.
The consultant runs the function from inside your organisation, reporting to your managing director and group HR lead.
Documented files, policies and live cases are transferred to your permanent hire before the mandate closes.
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.
If the gap has a name and a likely end date, this is the model to use.
Your Dutch HR manager has resigned or is on extended leave
You need near full time cover for a period with a foreseeable end
Headquarters sits abroad and has no Dutch employment expertise in house
You want the gap covered without adding permanent headcount
Start speed, pricing and how interim differs from the alternatives.
Typically within five working days for a standard mandate. If something urgent is running, such as an unmanaged sickness case or a pending exit, we cover that immediately while the full engagement is scoped.
A fixed monthly fee based on scope and headcount, agreed before the start. There is no hourly meter, so case complexity never changes what you pay.
Interim cover is near full time and ends when the gap closes, usually when a permanent hire starts. Fractional HR is an ongoing part time arrangement with no planned end date, for companies that will not need a full time HR head for years.
No. HRhelp does not employ your staff and is not an EOR or PEO. Your people stay on your Dutch entity's payroll while our consultant runs the HR function for you.
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.
