When
to use HR as a service?
- Core HR processes or policies are missing—for example, standardized onboarding, role descriptions, or a performance management process
- You need temporary HR expertise for a specific project, such as restructuring or employer branding
- HR tasks are handled by other functions, and gaps are visible in selection, onboarding, feedback, documentation, or performance management
- The company is growing rapidly—hiring more people, creating new roles, or expanding teams
- You do not need a full-time HR role, but you regularly need HR expertise
If you recognize one or more of these signals, let’s talk.
HR as a service, provided by Ninety Nine
In our strategic work with companies, we often identify gaps in HR policies, practices, or the structure of the HR function. We support the management team in planning the necessary steps and implementing them in practice.
HR as a service may include:
- Audit of current processes
- Creating a specific action plan
- Development of HR policies, tools, and systems – attraction, selection, and employer brand; onboarding of new employees; performance management; learning and development; recognition and retention; practices related to legal requirements
- Structuring and practical implementation of HR processes
- Mentoring of the internal HR team
- Training related to HR topics
The result: effective HR processes, policies, and practices—and a team equipped to apply them.
Case studies
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FAQ
It depends on the situation. In some companies, HR as a service serves as the primary HR function; in others, it supports an existing HR team during workload peaks, specific projects, or temporary capacity gaps.
An HR consultant often addresses a specific problem or project and provides recommendations. HR as a service is more operational and ongoing: the specialist not only advises, but also carries out HR activities as part of the company’s regular working rhythm.
It usually starts with a diagnosis of the current state – people, processes, documents, needs, and priorities. A work plan is then defined. In urgent cases, such as active recruitment or replacing an HR role, the work can begin almost immediately.
Yes, if this is part of the agreed scope. HR as a service can include meetings with employees, exit interviews, onboarding conversations, internal surveys, meetings with managers, and consultations on specific cases.
The service does not usually include making management decisions on the employer’s behalf, legal representation, accounting, payroll, psychotherapy, or guarantees about employee behavior. The HR specialist supports processes and decisions, while the employer retains ultimate responsibility.
