With People-Peoples HR on subscription you can choose which level of solutions, skills, experience, responsibility and commitment you want.
HR Operations
DKK 800
/ employee/ mth.
For companies that want solid and cost-effective HR solutions
With HR Operations, you get a wide range of basic solutions that ensure that the HR Annual Wheel executed professionally.
HR Operations ensures that the HR Annual Wheel is completed every year, and that you are able to quickly and efficiently recruit and onboard new employees.
Your dedicated HR Consultant ensures a strong implementation of the solutions.
HR Partnering
DKK 1,200
/ employee/ mth.
For companies planning on growth that want to invest in future-proof HR solutions
HR Partnering gives you all the solutions from HR Operations and more, which we also adapt more specifically to your needs.
With HR Partnering you also get specific input for improvements and fine-tuning of your existing practices.
Your HR Partner has solid experience, strong business acumen as well as a great personal commitment
HR Leadership
DKK1,600
/ employee/ mth.
For companies experiencing strong growth that prioritize HR as a strategic focus area
HR Leadership is the full package. You get a Strategic HR Partner with several years of experience in both strategy and organizational development as a co-leader.
You get full commitment and a proactive input to your management, which both challenges and inspires. Solutions are defined and delivered based on your specific situation and consistent follow-up is done to ensure that the desired effect is achieved.
See all included Services
(click to expand)
HR Operations
HR Partnering
HR Leadership
HR Administration & Data
4/5
5/5
5/5
Update & maintain HR Data
We make sure, that Employee Data is complete and updatedEmployee lists and Org Charts
Always updated overview of people and teamsEmployment contracts and Addendums
Making sure that contracts and addendums are always updated and correctAdministration of vacation, (sick)leave, Maternity- and parental leave etc.
We're on top of vacation days, sick leave and the regulations around parental leave etc.Define & implement the HR Annual Wheel
We ensure strong links between the annual HR activitiesData Analysis and Reports
We We follow the developments and keep all CSRD figures updated and readyEmployee Handbook
3/5
5/5
5/5
Employee Policies
Clear Employee Policies that ensure that everyone knows which rules apply and what is expected of employees and management, respectivelyUpdate of existing only
Development of processes
Robust procedures that ensure compliance with policies and relevant legislationUpdate of existing only
Recruitment
(Up to 15% annually)
3/5
(Up to 25% annually)
4/5
(Unlimited, incl. Sourcing)
5/5
Definition of the position and job ad creation
Job ads that ensure qualified applicants notice the opportunity and become curious about both the role and the companyReceipt of applications
We acknowledge applications and ensure to keep candidates informed throughout the processActive candidate sourcing (excluding search)
We reach out to attractive potential candidates, informing them about this fantastic opportunity before nudging them to applyCandidate selection for interviews
We screen applications and suggest a shortlist of candidates. Then, we discuss the candidates and select those who are invited to interview(s)Training of managers in interview techniques
Tips and tricks for leaders on structure, time management, and communication to ensure the applicant, regardless of the outcome, has a positive experience and remains an ambassador for the companyPsychometric assessments*
If you wish to use personality profiles or test skills or learning capacity, etc.Any costs/licenses for vendors are not included in the subscription
Conducting interviews
We arrange job interviews and participate with youCommunication with candidates
We ensure to communicate with candidates, both those proceeding in the process and those not proceedingNegotiation with final candidate and contract preparation
We assist with references, setting the salary, communication with the final candidate, and ensuring the contract includes everything it shouldOnboarding
2/5
4/5
5/5
Pre-boarding
We help ensure your new colleague is highly motivated and feels part of the company from day oneWelcome and onboarding plan
We ensure everything is ready for your new employee, and onboarding is tailored to both the employee, the role, and the colleaguesTraining and development plan (short-term)
We follow up on onboarding and task-handover to ensure your new colleague has favorable conditions to perform their bestFollow-up with the manager during the first 3 months
Leading a new employee is special. That's why we keep a closer eye on the leaderFeedback to the employee after 4 and 8 weeks (with manager)
The more precise feedback the employee receives, the faster they'll get started well on their tasksPeople Development
3/5
5/5
5/5
Format, process, and deadlines for employee development
Based on your current practices, we help ensure streamlined implementation of employee development activities.Manager training and calibration session
Leaders are trained in the format and process, and we hold a calibration session to ensure leadership is consistent in their communication to employeesMid-term evaluations, incl. manager training
Assisting in ensuring the employee thrives and performs well'Career paths' / Learning & Development
Making the employees' development opportunities and learning paths visibleOffboarding
3/5
5/5
5/5
Resignations and terminations
We ensure a respectful process and adherence to all laws and regulationsExit Interviews
Why do people actually leave the organization? That's what we ask themTask handover
We assist in ensuring an overview of which tasks need to be transferred - to whom, when, and howWell-being
3/5
4/5
5/5
Employee advocate/Ombudsman
We always have time for a chat if your employees have something on their mind. We help with advice and guidance, to de-escalate conflicts and take the role of an impartial party in the event of disagreementsWell-being and work-life balance
Employees who thrive and are in balance are both more enjoyable and better colleaguesConducting an Employee Survey
Design, administration, communication, and implementation of employee surveys, as well as presentation of results.Any costs/licenses for vendors are not included in subscription
(1 annually, only)
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Follow-up on employee survey(s)
What should the results be used for? And how? Don't worry, we'll help with thatPsychological safety
It's about creating a safe and responsive organization where leaders and employees aren't afraid to ask questions, provide input, or admit mistakesCompensation & Benefits
2/5
4/5
5/5
Payroll
We ensure that people are paid their correct salary - every month!+ DKK 50 per employee per month
Salary evaluations and local negotiations
We conduct salary evaluations, assist with external benchmarks, and participate in local negotiations if needed. We ensure salary letters for all employees and proper implementationBonus schemes
We design, implement, and execute bonus and profit-sharing schemesCommunication and training for managers
How do you communicate a significant pay increase? Or an insignificant one? We train the leadersJob Grading
We compare positions with other positions both within and outside the company to establish an appropriate salary range for the role. Any costs/licenses for vendors are not included in subscriptionPension plans & insurances
We help ensure your insurance offerings are relevant and suitable, and that employees understand themCompany cars
We ensure that the car policy is updated and that everything runs smoothly, including the carsFlexible Benefits
If you want to offer your employees gross salary schemes, salary restructuring, or flexible compensation packages, etc. Any costs/licenses for vendors are not included in subscriptionPerformance Management
0/5
3/5
5/5
Individual Objectives
Are individual goals designed and set to be both realistic for the employee and to ensure that the team achieve its overall objectives?Department/team Objectives
What goals must the department/team achieve to have a good year? Is there alignment between the goals, and is everything being done to help the company achieve its annual objectives?Tactical/Strategic Objectives
We participate in defining the goals to be achieved in 2-3 years to reach the strategy and brek them down into annual objectivesOrganisational Development
0/5
3/5
5/5
Organisational architecture
We help to ensure that your organization as well as your competencies and processes are developed and adapted so that they support the strategyJob Descriptions
We ensure that it is clear to everyone who is responsible for what, when and in collaboration with whomWorkforce Planning
Workforce Planning ensures the company has the right employees with the right skills at the right time so the strategy doesn't stallLeadership Development
0/5
4/5
5/5
Individual leadership dialogues
Sometimes even managers need a confidential dialogue about this or that. There is nothing we care not talk about…Leadership Team discussions
We are both a sparring partner with the individual manager and with the entire Leadership teamCulture leadership
Leading a company's culture includes a special commitment on your collective leadership. We help you define and maintain your collective commitmentEmployee Experience
One thing is how you want to lead; another is how employees experience everyday life. An outside-in perspective often used in conjunction with, for example, employee surveys and well-being initiativesHR Strategy
0/5
0/5
5/5
Employer Branding
You have an Employer Brand whether you manage it or not. We ensure that the good stories are told to the right peopleTalent Management
Talent Management includes all the ways you bring employees on board, keep them happy and productive and help them continuously develop themselves and their skills over timeLeadership pipelines
A systematic approach to leadership development and internal leadership recruitment ensuring that the company always has qualified employees to place in vacant leadership positionsSpecialist pipeline
A systematic approach to employee development and internal specialist recruitment ensures the company always has qualified employees to place in vacant specialist positionsMergers & Acquisition
0/5
0/5
5/5
Participation in business case development
We examine the culture and workforce in both organizations to understand how synergies can best be created in the combination of the twoDue Diligence
We identify talents and key employees and scrutinize all HR matters: policies, employment contracts, salary, pension, benefits, and development processes.Post M&A plan
We plan how to best support the significant changes both organizations will experience: cultural integration, organizational changes, harmonized policies, etc.Post M&A Integration
We execute the plans and support leaders and employees in carrying out a smooth integration, focusing on the well-being, engagement, and productivity of both new and existing employees in the new combined organization.Do you need help finding the right subscription?
Let's help you find the perfect solution to fit your needs.
