Consulting area
Develop HR structures
Professional people management is not an end in itself. It prevents growth from being slowed by unclear responsibilities, inconsistent processes or overloaded key people.
Starting point
Beyond a certain size, improvisation is no longer enough.
As a company grows, the demands on people management change fundamentally. What once worked on the side eventually needs clear responsibilities, reliable processes and the right resources.
Build and develop the HR function
From personnel administration to an HR function that actively supports the company.
- Current-state assessment: What does HR deliver today, and what will the company need tomorrow?
- Build the function based on a realistic view of resources and capabilities
- Develop existing HR team members in their roles
HR processes and structures
A small number of clear processes that work in daily practice.
- Recruiting, onboarding, development and exit as an end-to-end process
- Clear systems for pay development, career paths and development conversations
- HR metrics that support decisions
Roles and responsibilities
Clarity about who decides, who contributes and who is informed.
- Clear boundaries between executive management, leaders and HR
- Role profiles that reflect the actual work
- Decision paths that enable speed rather than slow it down
Sparring for executive management
A trusted sparring partner for high-impact people decisions.
- Appointments and succession decisions
- Difficult employee situations and separations
- Organizational and structural questions before implementation
One way I can support you
Interim HR
“I take responsibility for a defined period and build HR so it can continue well without me.”
When an HR position is vacant, hiring a replacement takes time or a project requires additional capacity, I take on HR responsibility for a defined period.
This is not only about keeping day-to-day operations running. The goal is clear responsibilities, functioning processes and a structured handover.
Would you like to clarify which HR structure fits your company?
In an initial conversation, we clarify your starting point and the next sensible step.