HR Business Partner as a Service
What we do:
A full-time HR Business Partner is expensive:
annual compensation typically ranges from €30,000–€50,000+,
plus taxes, paid leave, downtime, and replacement costs during sick leave or vacations.
We solve HR-problems selectively, and only when they actually exist.
annual compensation typically ranges from €30,000–€50,000+,
plus taxes, paid leave, downtime, and replacement costs during sick leave or vacations.
We solve HR-problems selectively, and only when they actually exist.
Why outsourcing the HR BP function makes sense
1
We keep a pulse on your team
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OnboardingA clear onboarding checklist: access, tools, first task, and criteria for being “ready for productive work.”
Impact:
New hires reach full productivity faster, while team leads spend less time on explanations and hand-holding. -
Team pulse interviewsShort 1:1 pulse interviews every 6–8 weeks, with a simple signal map and 2–3 targeted recommendations.
Impact:
Potential issues are identified early — before burnout or disengagement affect performance and retention. -
Mediation & feedback rhythmStructured mediation of interpersonal and cross-team tensions, combined with a clear and predictable feedback cycle.
Impact:
Conflicts are resolved before escalation, communication improves, and teams stay focused on delivery. -
Exit-interviewA controlled offboarding process: contract closure, access and context transfer, and structured exit feedback.
Impact:
Knowledge loss and operational disruption are minimized, while exit insights help prevent repeated issues.
2
We handle HR paperwork end-to-end
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HR administration, fully handledEnd-to-end HR administration: offers, contract addendums, agreements, payroll coordination, PTO and sick leave tracking, and deadline control — all handled centrally.
Impact:
Founders and team leads are freed from routine HR admin, regain focus on product and growth, and avoid operational bottlenecks. -
HR records & compliance controlA single, structured HR registry (Notion / Sheets / ATS) covering contracts, key HR events, deadlines, access rights, and renewals, with clear ownership and reminders.
Impact:
No missed deadlines, no lost documents, and significantly lower legal, financial, and reputational risks. -
Payroll & legal coordinationOngoing coordination with accounting and legal teams: payroll calendars, bonuses, PTO and sick leave, contract updates, and controlled access management.
Impact:
Predictable payouts, fewer errors, and smoother collaboration between HR, finance, and legal functions.
3
We shape how you are perceived
Employer brand foundations
We update company and leadership profiles and adapt job descriptions so they clearly reflect real roles, expectations, and seniority — concise, consistent, and easy to read.
Impact:
Candidates understand who you are faster, trust increases, and inbound response quality improves.
Impact:
Candidates understand who you are faster, trust increases, and inbound response quality improves.
Thoughtful content presence
We maintain a light, consistent content presence on LinkedIn and relevant platforms: 1–2 technical or industry posts per month, reviewed and approved by you.
Impact:
Your company stays visible and credible without heavy PR or ongoing effort from the team.
Impact:
Your company stays visible and credible without heavy PR or ongoing effort from the team.
Reputation management
We monitor employer reviews, respond to negative feedback calmly and professionally, and help structure internal follow-ups.
Impact:
Reputational risks are reduced, and candidates see a mature, accountable employer.
Impact:
Reputational risks are reduced, and candidates see a mature, accountable employer.
Contact us:
(c.) Fiera Hiring. Est. 2021