What we take on for you
Focused on shaping the business rather than administering it, we define where the HRBP can add the most value - as a strategic partner to leadership, a driver of change or a trusted contact for employees.
Whether strategic reinforcement for a limited time or leadership in a mandate - we find the right fit.
Book an initial callWhether sparring on selected topics or an HR Business Partner in your team - we find the right fit.
Advise managers on people, organizational and conflict matters - with a clear focus on practical decisions and action.
Align people strategy with the core business, prioritize measures and drive them through.
Support reorganization, transformation and restructuring - from communication to delivery.
Workforce and succession planning; secure capacities and skills ahead of time.
Develop retention measures, distinguish between desirable and undesirable turnover, and monitor and improve retention.
Enable managers: conversations, performance, legally sensitive situations.
Two ways to deploy your HR Business Partner
Depending on the situation, we work with you in two equivalent ways - matched to need and timeline.
HR Business Partner in your team
HR Business Partner on an interim mandate
HR Business Partner in your team
HR Business Partner on an interim mandate
The measurable value of an HR Business Partner
Strategic HR work delivers tangible results. These figures show what you can expect.
Book an intro callHR Business Partners placed since 2020
Average assignment length in HRBP mandates
Average HR experience of our HR Business Partners
Companies that trust us
Frequently asked questions
What does an HR Business Partner actually do? +
HR Business Partners are experienced HR generalists who work with leadership to advance the core business strategically and with a strong people focus. Their role centres on advice, coaching and implementation rather than administration.
How does an HRBP differ from an HR generalist / officer? +
The topics overlap strongly, the focus does not: HRBPs work strategically and as advisors; HR officers work operationally and administratively. Many HRBPs also bring a specialization - for example employment law, people development or employer branding.
ANÜ or interim management - which model is right for us? +
Through ANÜ (temporary staffing under German law), an HRBP joins your team under your direction for up to 18 months. With interim placement, an experienced professional takes independent responsibility for the mandate without a fixed maximum term. We identify the right model during the initial consultation.
How quickly can you start? +
Usually within a few weeks after the intro call and profile alignment.
What does an HR Business Partner on a temporary basis cost? +
Costs depend on model, seniority and scope. After the intro call you receive a transparent estimate - no hidden items.
Does my company need an existing HR department for this? +
No. In smaller organizations the HRBP works more as a generalist and covers strategy and support together. In larger structures the focus is more on business support and change.
How do you ensure data protection for sensitive people topics? +
Personal data is processed only for defined purposes, limited to what is necessary and documented in accordance with the GDPR. We avoid unnecessary copies and apply clear retention periods.
Do you need more than strategy?
Many HRBP mandates touch neighboring topics - continue here.