Your HR function
as a service.
HR business partnering, end-to-end recruiting, onboarding and offboarding. We take off your plate what an in-house HR department would otherwise do. Four models, depending on the maturity of your organisation.
- Swiss law
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- revDSG / revFADP
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- Data processing
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- DE / EN
- HRBPStrategic sparring for management and line
- RECRUITINGEnd-to-end from profile to contract
- ONBOARDINGContract through to first payroll run
- OFFBOARDINGClean separation, complete handover
- ADMINISTRATIONHR administration and self-service
- COMPLIANCEPolicies and employment law
HRBP as a service.
Strategic and operational.
HR business partnering is the bridging role between HR and line management. We take it on as a service, with a clearly defined workload from a few hours a month to a fixed presence each week.
For growing SMEs an efficient solution: strategic HR quality without a full-time commitment. The workload scales with your maturity.
- Sparring for management and leaders
- Compensation, bonus and benefits strategy
- Performance management support
- Conflict and crisis support
- Career and succession planning
- Coaching for leaders
- Living culture and values day to day
- Supporting reorganisation and structural change
Recruiting end-to-end, in your brand.
We take on recruiting as a complete mandate: from the requirements profile through sourcing and selection to the signed contract. In your brand, with your voice, with your candidate experience.
- 01 · PROFILESharpen the requirements profile
Work out the role profile and definition of success with line management. What must the person be able to do, what must they have delivered after 90 days.
- 02 · SOURCINGPosting and active search
Job advert, career page, active sourcing in professional networks, referral programmes.
- 03 · SELECTIONSelection and interviews
Structured pre-selection, phone screenings, interview setup with your line management, reference checks.
- 04 · CLOSINGOffer and contract
Contract negotiation, contract drafting, handover to the onboarding process. A clean candidate experience right through to the first day.
Do you have a role we should take a look at?
Send us the job URL directly through the Recruiting Office. Reply within 24 hours on business days.
How people arrive and leave shapes your culture.
Onboarding and offboarding are the two most visible moments of an employment. We build both so they work consistently, take the load off line managers and leave a good impression.
Contract through to first payroll run
- Pre-boarding between signature and first day
- Structured first day and first week
- Buddy system and mentorships
- Onboarding plan over 30/60/90 days
- IT setup, access coordination, self-service introduction
- First performance conversation halfway through the probation period
Clean separation, complete handover
- Structured exit process and handover plan
- Drafting the reference letter and reference arrangement
- Knowledge handover to successor or line
- Device and access return
- Exit interview and systematic analysis
- Alumni relations where it makes sense
From complete HR to a one-off assignment.
Four models, depending on the maturity of your HR function and your needs. We combine them where it makes sense, and tell you honestly when you are better off with a permanent hire.
HR function fully outsourced
For SMEs without their own HR department. We take on your complete HR, from administration to strategy.
Suitable for 10–150 employees
HR business partner as a service
Strategic HRBP for your management and line, without a full-time commitment. Workload from 10 % a month.
Suitable for Growing SMEs with internal HR administration
Individual areas outsourced
When you have a strong HR department but lack peaks or specialist knowledge. Recruiting, workplace health, talent, policies.
Suitable for Mid-sized companies with their own HR function
Targeted specialist deployment
Short assignments with a clear result. Policy revision, compensation benchmark, reference-letter review.
Suitable for All sizes, one-off or recurring initiatives
Unsure which model fits your maturity?
30 minutes, no obligation, an honest assessment. If you are better off with a permanent hire, we'll say so too.
We are not payroll specialists.
And that's a good thing.
For pure payroll processing there are proven specialists and fiduciary firms on the market. We recommend them openly, because in this field they are better than we would ever be.
- Supporting payroll outsourcing selection and provider switches
- HR interface to the payroll office, clear data handovers
- Withholding-tax setup and permit matters within the HR mandate
- Bridge function when payroll managers are absent
- Referral to the right payroll specialist
Four steps, no barrier to entry.
- 01 · REQUEST24h reply
You describe your situation and needs. We reply within 24 hours on business days with an assessment and a model proposal.
- 02 · SCOPE CALLSituation and model
A 60-minute call, no selling. We check the fit and the model and say honestly if we are not the right ones.
- 03 · SETUPContracts and handovers
Mandate contract, data processing agreement, access. Operational from week two to three.
- 04 · OPERATIONAdjust quarterly
Every quarter we look at what is working and what should be different. Adjustment possible at any time.
Which HRBP model fits you?
A short needs check is enough. We recommend honestly, even when the answer should be a permanent hire.