Marie Van Rillas
YOUR PARTNER FOR PEOPLE & GROWTH
Service · HR Consulting
The HR foundations your growth depends on.
Clear roles, simple processes and the right habits built for the stage your company is at today, and ready to grow with it.
Two ways to work together
✓ Strategic Projects — a defined build with a clear scope and end date. One thing, fixed properly.
✓ Fractional HR — ongoing, embedded HR leadership, a set number of days a month.
The problem
Growth breaks the things that used to work.
✓ Onboarding is a different experience every time, it depends who's free that week.
✓ No one is quite sure who decides what any more.
✓ Performance conversations only happen when something has already gone wrong.
✓ The founder is still the HR department. And the founder has a company to run.
How I can support you
From the everyday to the strategic.
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.
Roles and responsibilities, decision rights, team structure, career paths.
➤ Talent Management
The whole employee journey, from the first interview to the day someone grows into a bigger role.
Recruitment, onboarding, performance and feedback, learning and development, engagement and retention..
➤ Processes & policies
The HR basics that keep the company running and protected, without turning it into a bureaucracy.
Contracts, policies, handbook, HR admin and compliance, HR tools.
➤ Leadership
Managers who know how to hire, give feedback and hold the hard conversations, often for the first time.
First-time manager coaching, feedback culture, leadership routines, founder support
Two ways to work together
A project, or a seat at the table
Strategic Projects
A defined build with a clear scope and end date: onboarding programme, performance framework, hiring system.
Best for: one thing is clearly broken and needs fixing properly.
✓ A defined scope, timeline and end date, agreed up front
✓ Built with the people who will use it every day
✓ The steps, documents and templates your team will use
✓ Your managers and teams trained to run it from day on
✓ A handover, so it keeps working on its own
Fractional HR
Ongoing, embedded HR leadership, a set number of days per month.
Best for: you need HR capability but not a full-time hire.
✓ A fixed number of days a month, adjusted as you grow
✓ Embedded in your team: your meetings, your tools, your rhythm
✓ Ownership of hiring, onboarding, performance and engagement
✓ Coaching for your managers as situations come up
✓ A monthly check on what's working and what comes next
Projects are scoped case by case; fractional HR runs on a monthly retainer. No hourly fees.
How it runs
Assess, prioritise, build, embed.
01
Assess
What you have, what's missing, and what's quietly costing you people. No assumptions.
02
Prioritise
Not everything at once. The one or two things that will change the most, first.
03
Build
The system, the ritual, the process built with the people who'll use it.
04
Embed
Until it runs on its own rhythm, without you or me having to push it.
Questions
Things people ask before we start.
Next Step
Let's build the fundations.
A 30-minute strategy call to find out where your HR stands, no commitment, no pitch deck.