Hands-on help with the daily work
Interim HR support is the operational layer of your HR function delivered by a senior consultant: contracts issued, absence files kept current, payroll mutations prepared and employee questions answered. It is the doing, not the leading.
Your Dutch entity has grown past the point where HR can be absorbed as a side task, but not far enough to justify a permanent HR hire. Contract end dates get missed, sickness paperwork lags, and payroll goes out unchecked.
HRhelp gives you a named senior consultant in day blocks, starting at one day a week. They clear what is already overdue, then run the operational rhythm so nothing else falls through.
Six areas of operational delivery, all owned by one named consultant.
Dutch employment contracts, addenda, extensions and probation confirmations drafted and issued on time.
Identity and BSN checks, payroll enrolment, expat ruling applications, final settlements and holiday balances.
Sickness registration, occupational health appointments, reintegration documents and statutory notifications kept current.
Monthly mutations prepared for your provider and the run verified before anyone is paid.
A named person your staff can ask about leave, pay, parental leave and pension, in Dutch or English.
Personnel files brought to a standard that survives an audit, a due diligence review or a court hearing.
Operational HR is cheap to run well and expensive to run badly.
Finance and office management stop doing HR badly at the edges of their real jobs, and the admin gets done properly.
Written notice on expiring fixed term contracts and contract chain tracking are handled routinely rather than remembered occasionally.
Because the consultant is senior, a hidden collective agreement issue or dismissal risk gets flagged instead of quietly filed.
A busy month with three sickness cases and two exits costs the same as a quiet one, which makes the line item easy for HQ to budget.
Anonymised examples of operational support for international employers in the Netherlands.
The Dutch office manager had been issuing contracts from an old template and tracking absence in a spreadsheet. Two fixed term contracts had passed their notice date unnoticed.
One day a week cleared the backlog in six weeks, corrected the template, and put a rolling contract calendar in place that has not missed a date since.
Three employees were on long term sick leave with incomplete reintegration files, and the first statutory assessment was approaching.
All three dossiers were rebuilt to the required standard, the occupational health service was coordinated properly, and the wage continuation obligation was not extended.
Payroll was sent to the provider without any HR check, and allowance and expat ruling errors were reaching employees most months.
A pre run verification step was introduced, errors stopped at source, and the monthly correction cycle that had annoyed staff for a year disappeared.
Client situations are anonymised. Names and identifying details have been changed.
We fix what is overdue before we settle into the monthly rhythm.
We audit contracts, personnel files, open absence cases and upcoming end dates to find what is already overdue.
Workload is converted into a weekly day commitment and a fixed monthly fee, with your named consultant confirmed.
Overdue notices, incomplete sickness dossiers and missing contract paperwork are brought current first.
Payroll mutations, absence checkpoints and employee queries run on a fixed cycle you can rely on.
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 hands-on capacity with senior judgement behind it.
HR administration is currently a side task for finance or office management
You have between 10 and 75 employees in the Netherlands
You need execution and reliability rather than strategy
Your headquarters wants one predictable monthly cost for Dutch HR operations
Minimum commitment, payroll boundaries and escalation.
Interim HR support executes the operational work and flags risks upward. An interim HR manager leads the function, holds decision rights and represents the employer to the works council. Smaller entities usually need only the support layer.
No. We sit between your business and your provider, preparing and checking the monthly mutations. Your existing provider keeps running the payroll itself.
One day a week. Below that the consultant loses continuity on live cases, and continuity is where most of the value sits.
It is handled inside the same engagement, because the consultant is senior. We involve an employment lawyer only when litigation is genuinely on the table.
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.
