HR Consulting for Companies 

HR Strategy & Partnership 

In smaller companies, people-related decisions are often fully in the hands of the owner or a single manager. My role is not to replace these decisions, but to support them in areas that have a long-term impact on how the company operates.

I look at people topics from a leadership perspective, in the context of your business reality, goals, and day-to-day decisions, while also bringing in my experience, perspective, and an external point of view. I help identify people-related connections, risks, and opportunities so that owners and managers have clear inputs and space to make decisions calmly and with confidence. I bring my experience, you make the decisions.

The cooperation brings a systematic view of people, teams, and capacity, without the need to build an internal HR function. HR becomes a natural part of company management and a support where day-to-day operations are no longer enough or where it is useful to have a sparring partner in decision-making.

When this service is a good fit:

✓ the company is growing, changing, or going through a more demanding period,
✓ leadership is dealing with key people and team decisions with an impact on the entire business,
✓ people-related decisions have a direct impact on performance, stability, and further development of the company,
✓ internal capacity or a strategic HR perspective is missing,
✓ it is also ideal for companies where the agenda is covered by an Office Manager or another internal role who knows the company well, but whose capacity or HR strategic background has reached its limits. In such cases, I provide temporary expert support.

Recruitment Consulting 

Support for managers
in hiring decisions  

I help companies set up employee recruitment in an effective, systematic, and long-term sustainable way.

I am not a recruitment agency or an employment intermediary. I provide HR consulting and expert input into recruitment so companies can make better hiring decisions, save time, and optimize costs.

With more than 18 years of experience, I have worked in different environments, both internally and externally, and have repeatedly built recruitment models from scratch. This allows me to quickly assess what works in recruitment, what is slowing the company down, and where unnecessary costs arise.

What i help set up in this area:

✓ assessment of the current recruitment and selection approach
✓ clear definition of role requirements, expectations, and competencies
✓ design of a suitable recruitment model and strategy based on the company and role type
✓ setup or simplification of the recruitment and selection process
✓ project management support for the design and implementation of recruitment and HR databases, from an HR perspective

And not only that.... 

I support managers and internal teams so they can run recruitment and selection effectively alongside their other responsibilities.

I provide practical guidance to managers in candidate selection.
I train managers in conducting structured job interviews.
I help set up clear decision-making processes after interviews.
I support internal hiring and the development of internal talent.

 Who is this service for

✓ small and medium-sized companies that are growing
✓ companies where managers handle recruitment alongside other responsibilities and want to use their time effectively
✓ companies that want recruitment to be set up in a systematic and controlled way

The result is a recruitment process that actually works, is clear and transparent, leads to better and more consistent hiring decisions, lowers recruitment costs, and shortens time to fill.  

Are you ready for the new pay transparency legislation?

Do you think this change does not apply to you?

In reality, it affects every company that employs people, whether under permanent employment contracts or other types of working arrangements.

The new requirements for transparent and fair pay, which will come into effect in 7/2026, bring the need for clear principles, processes, and defensible pay decisions.

Together, we will set things up so everything is compliant with the new legislation, clear, and at the same time workable for day-to-day business operations. The preparation includes aligning pay with roles, responsibilities, and performance, as well as defining clear criteria for salaries and salary changes.

An important part is also working with data, processes, and risks that will need to be demonstrable, especially for medium-sized and larger companies, as well as properly setting up job advertisements, so that role content, salary ranges, and criteria reflect reality and the obligations brought by the new rules.

The result is a pay system that makes sense internally, is defensible externally, and prepares the company for the new law in a structured way, without unnecessary pressure.

      External HR Support     

External HR support is designed for companies that do not have or do not need an internal HR manager, but want their people and HR processes to be set up professionally, clearly, and in a way that works in practice.

It is also suitable for companies that have an HR department or administrative HR support, but are missing a strategic perspective or an experienced external partner for consultations. I work as an external consultant for people-related topics and as a partner to management. I look at HR topics from the company and leadership perspective, while also bringing an independent view and practical experience.

The scope of cooperation is always tailored to the company's current needs, from one-off consultations to longer term external support.

How the cooperation works

Cooperation often starts with an HR review, a professional assessment of the current setup of processes, practices, and documentation. Based on this, we define priorities and agree on recommended next steps together with management.

Who is this service for

✓ small and medium-sized companies
✓ foreign companies with representation or a branch in Slovakia
✓ companies without an internal HR manager
✓ companies where HR administration is handled by an Office Manager or administrative staff and expert consultations are needed
✓ companies that want to train an internal employee responsible for HR and set a clear framework for their role
✓ companies in periods of growth, change, or more demanding people-related situations

The result is clarity in HR, clear rules, well-organised documentation, and structured support in handling people-related matters without the need for an internal HR manager.

Development for Managers and People Responsible for HR agenda

I focus on developing practical skills for managers and team members in working with people. These are skills that have a direct impact on how teams operate, employee performance, and the quality of cooperation. This is not about theory or generic training. I work with real situations that managers and individuals deal with in their day-to-day work.

What you gaing through this development

The focus is on building managers' ability to lead effective work-related and development conversations with employees. I work with the setup and facilitation of high-quality one-to-one meetings and with how to use the insights from these conversations in practice, including feedback from employee exits, which is not always easy but, when handled well, brings high value for company performance and decision-making.

I am also available for consultations on more challenging performance-related conversations and on clearly identifying what is working and what is not.

When this service is a good fit

✓ especially when the company is growing and new or less experienced managers are gradually taking on people management responsibilities and need to be prepared to lead teams
✓ when you want to improve communication and collaboration within teams but lack a clear and practical approach to working with people in everyday reality
✓ for companies that want to start working with employees more systematically but are unsure how to lead conversations, how to work with feedback, or how to use these inputs in practice
✓ when the company needs to gather employee feedback, set clear expectations and goals, or improve the way performance and development are discussed, without unnecessary formality or theory

HR Processes and Documentation

I help set up or create HR processes and people-related documentation so they are connected, work in practice, and support day-to-day people management.

Whether the company already has processes that need to be aligned and clarified, or has no formal processes at all, I help create a functional and clear framework for working with employees.

What I support within processes and documentation

✓ creating HR processes and basic HR documentation from scratch where they are missing
✓ reviewing and optimizing existing processes
✓ setting up practical procedures
✓ preparing inputs and draft documents for internal use
✓ helping define clear responsibilities between leadership, managers, and administrative roles

When setting up HR processes and standard HR documentation, I work based on established practice and relevant legal frameworks, and I address these areas within the scope of HR consulting.

Final legal review, approval, and responsibility for legislative compliance always remain with the client or their professional advisors. My role focuses on the HR side.

The result

✓ clear and understandable processes, even when starting from scratch
✓ usable HR documentation for day-to-day practice
✓ less chaos, improvisation, and unclear decisions
✓ access to HR expertise without the need for an internal HR department
✓ confidence for leadership that HR is structured and under control