External HR Partnership
For when you don’t yet need your own HR team.
External HR partnership, for when you don't yet need your own HR team
Not every company needs its own HR person or HR team.
Sometimes it helps if there’s an experienced partner beside the leader, with whom to think regularly about people, the team and how things work. In other cases, what’s needed is for me to be regularly present, working with leaders and employees, developing the organization’s operations together.
That’s why I’ve created three types of collaboration. I don’t want to impose a ready-made HR system on you — I start from the work itself: what do you want to achieve, why does it matter now, and how should you organize around it? What we set up, we try out, review, and change if needed.
MINI
Someone to turn to.-
Regular leadership and HR support
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Joint reflection on current employee situations
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Setting up or improving smaller HR processes
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Up to 2 × 60-minute individual coaching sessions/month
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One half-day collaboration-development session/year
MIDI
Let's work on how things function.-
Regular HR and organizational development partnership
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Organizational design: roles, responsibilities, collaboration
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Setting up and simplifying HR processes
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Leadership and competency development, HR digitalisation
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Up to 4 × 60-minute individual coaching sessions/month
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3–4 half-day competency-development trainings/year
MAXI
Be your external People & Organization partner.-
Continuous HR and organizational development partnership
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Organizational design and development
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Selection, onboarding, performance and retention process development
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Culture and collaboration development
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Up to 8 × 60-minute individual coaching sessions/month
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3–4 full-day competency-development trainings/year
“The exact monthly fee is set based on the size of the organization, the focus of our work together, and the level of presence required.”
“The monthly partner time shown does not include the coaching, competency- and collaboration-development sessions included in the package.”
Packages in detail
This can be a good choice if you don’t need your own HR person, but as a leader you’d value an experienced HR and organizational development partner who knows your company, and with whom you can regularly think through people- and operations-related questions.
What might be included:
- Regular leadership and HR support
- Joint reflection on current employee situations
- Leadership and organizational questions
- Setting up or developing smaller HR processes
- Regular joint calibration: where are we, what’s working, what’s the next step?
- Up to 2 × 60-minute individual coaching sessions/month
- One half-day collaboration-development session/year
The coaching allowance can be used by any employee of the organization.
A good fit if: things are basically working, but you’d like an experienced external partner you don’t only turn to once there’s already a problem.
This can be a good choice if you’re no longer looking to solve just one HR issue at a time, but want to consciously develop how leaders, employees and teams work together.
What might be included:
- Regular HR and organizational development partnership
- Leadership support, personal presence at the company
- Employee HR support
- Organizational design: roles, responsibilities, collaboration
- Setting up and simplifying HR processes
- Leadership and competency development
- HR digitalisation
- Organizational support for mental wellbeing
- Regular calibration: what did we try, what’s working, what’s worth changing?
- Up to 4 × 60-minute individual coaching sessions/month
- 3–4 half-day competency-development trainings/year
- One full-day collaboration-development session/year
The coaching allowance can be used by any employee of the organization. If a situation calls for other expertise — e.g. a psychologist or labour-law expert — I’ll help find and involve the right professional.
A good fit if: you’re not just looking for HR support, but want to build leadership, competencies and collaboration more consciously too.
This can be a good choice if you’d like an experienced HR and organizational development partner who is regularly present, knows the organization, the leaders and the team, but you don’t need a full-time, senior in-house HR person. Here we’re no longer working on one HR topic at a time — we continuously look at what the organization needs to work better and more independently.
What might be included:
- Continuous HR and organizational development partnership
- Regular personal presence
- Working with leaders and the leadership team
- Employee HR support
- Organizational design and development
- Clarifying roles, responsibilities and decision paths
- Leadership and competency development
- Developing selection and onboarding processes
- Developing feedback, performance and retention processes
- Culture and collaboration development
- Simplifying and digitalising HR processes
- Developing organizational practices that support mental wellbeing
- Involving and coordinating additional specialists when needed
- Continuous calibration: what do we want to achieve, where are we, what’s working, what’s worth changing?
- Up to 8 × 60-minute individual coaching sessions/month
- 3–4 full-day competency-development trainings/year
- Two full-day collaboration-development sessions/year
The coaching allowance can be used by any employee of the organization.
A good fit if: you’d like an external People & Organization partner who doesn’t just give advice, but works together with you on the organization’s development.
What does collaboration development mean for me?
Not a classic team-building program.
Collaboration development starts from what’s actually happening in the team’s everyday work. We look at what’s already working well, where collaboration gets stuck, and what you’d like to change. The focus might be communication, trust, feedback, roles and responsibilities, decisions, conflict management, or a change the organization is going through.
The goal isn’t a good day out — it’s that afterwards you can work together better.
Coaching – for anyone in the organization
The coaching allowance included in the packages isn’t only for leaders.
It can be about a leadership dilemma, a development goal, a new role, a collaboration difficulty, or any work situation where an outside thinking partner helps. Anyone not covered by a package can also choose from the coaching sessions below independently.
Coaching means 60-minute individual sessions. The monthly allowance is used within that month and doesn’t carry over.
How do I work?
WHAT → WHY → HOW → TRY IT → CALIBRATE
I don’t start from which HR tool or system should be introduced. First we look at:
- What do you want to achieve?
- Why does it matter?
- What’s already working?
- Where does the work get stuck?
- What would you need to move forward?
Then we work out the next step, try it in practice, and review what happened. We’re not building a perfect HR system — we’re shaping a way of working that you can keep adjusting to fit the company.
Not sure which package would suit you?
That’s fine. I don’t start from the package, I start from you.
In the first conversation we’ll look at what you want to achieve, where the organization stands now, and what kind of support you really need. We choose a form of collaboration based on that — and it can change later too.
The goal isn’t for you to need me. Whatever we can, we build together, simplify, and embed into how you work. For me, success means that over time, more and more works well without me.