Marie Van Rillas
YOUR PARTNER FOR PEOPLE & GROWTH
WHAT I BELIEVE
I strongly believe that without the right people foundations, a business simply can't grow.
I've watched good companies stall. Not because the product was wrong or the market wasn't there, but because hiring was chaotic, nobody was quite sure what was expected of them, and the best people quietly left.
None of that shows up on a dashboard until it's already expensive.
I've also seen what happens when the foundations are right. Growth stops feeling like firefighting. Managers make better decisions without asking permission. People stay long enough to get good.
That's the work I care about, and it's why I do this.
Marie.
YOUR PARTNER FOR PEOPLE & GROWTH
WHERE I USUALLY COME IN
The things people say on our first call
There's rarely a crisis. It's usually a quieter sense that the company has outgrown the way it was set up.
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We've doubled in a year and almost nothing is written down.
We keep hiring people who don't stay.
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Nobody actually owns any of this.
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I'm spending my evenings on contracts and admin.
My managers have never managed anyone before.
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Someone has to own this properly, and it can't keep being me
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If any of these sound like your week, that's usually the right moment to talk.
Not because something is broken but because you've already grown.
HOW I CAN SUPPORT YOU
From the everyday to the strategic aspects
Some of it is day-to-day, some of it shapes the next few years.
Most growing companies need a bit of both.
Organisation design
Who does what, who decides what, and how that needs to change as you add people.
Engagement & retention
Understanding why your people stay, why they leave, and what would genuinely change either.
HR admin & compliance
Contracts, policies and the paperwork underneath everything. Rarely interesting, genuinely expensive when it's missing.
Manager Support
Coaching first-time managers through the parts nobody warns them about.
Recruitment
Scoping roles honestly, drafting job description, structuring interviews and running recruitment project end to end.
Onboarding
The stretch from signing to settled. The first three months, which decide more about whether someone stays than anything you do at interview
Performance Management
From feedback culture to annual career conversations built at a scale that suits your business and team size.
Learning & Development
Helping people grow into the roles you'll need them in next year, rather than hiring over the top of them.
TWO WAYS OF SUPPORT
A project, or a pair of hands
Some things need building once, properly. Others need someone alongside you as the business keeps growing. I do both.
HR Projects
A DEFINED PIECE OF WORK
When you already know something needs building or fixing, I take it on and see it through.
We agree together what "done" looks like before anything starts, so you always know what you're getting.
I work on both operational aspects and strategic ones, and honestly, most projects turn out to be a bit of both.
Scope, length and cost depend entirely on what you need.
We work it out together on the first call, and I put it in writing before we begin.
How a project runs
We agree the scope, and what "done" looks like, before anything starts
One clear outcome with a real end point
I do the work; you review at agreed moments, not constantly
You end up with something finished and documented
It keeps working after I've gone, that's the test
How a typical month works
An agreed number of days each month, planned in advance
I work inside your tools and join the meetings that matter
Priorities are set together at the start of each month
You managers, your teams can come to me directly, not only through you
You get continuity rather than a single deliverable
Fractional HR
ON GOING SUPPORT, PART TIME
When you need real HR capability but not a full-time hire, I work with you regularly as part of your team rather than as an outside adviser.
Some months lean heavily on one thing, others are spread across five. It flexes with whatever is actually happening in your business that month
How often, and for how long, depends on your size and what's going on. We agree it together and change it when your needs change.
HOW I WORK
A few things I hold to
I listen before I suggest anything.
I want to understand where you actually are, what's working, what isn't, and what your team really needs right now. Not where a framework says you should be.
I keep it proportionate
You're not a corporate and you don't need corporate processes. I'd rather give you three things you'll genuinely use than a framework that sits in a folder.
I build with you, not just for you
Whatever I leave behind has to keep working once I'm not in the room. That means your team has to understand it and believe in it, not just receive it.
I'll tell you if you don't need me
Sometimes the answer is smaller than bringing in an external help. If that's the case, I'll say so on the first calland point you towards what would actually help.
If any of these sound like your week, that's usually the right moment to talk.
Not because something is broken but because you've already grown.
Let's talk about what's on your plate.
Book a free intro call. Tell me what's taking up your time, and I'll tell you honestly what I'd do about it, even if that turns out not to involve me.