Recruiting redesign. L&D transformation. Policy modernisation. From diagnosis, not from a framework.
Currently available for interim and project assignments · karim@united135.nl
You need someone who has done this before.
Employment contracts, CDD frameworks, compliance training, hybrid working policy. Built for your regulatory environment, not lifted from a template. I've built these systems inside a Tier-1 bank. I know what passes muster.
Your people operations run on spreadsheets and goodwill. You're hiring your first Head of HR, but there's nothing for them to land on. I build the foundations before the hire, so they can lead from day one.
Restructuring, culture reset, leadership transition. HR is either leading the change or blocking it. I design the people architecture that makes transformation stick.
Three mandates. Each ends with something built, not a strategy presentation.
Complete screening and selection process: structured interview guides, scoring rubrics, bias-reduced assessment design, GDPR-compliant ATS configuration, and hiring manager enablement. Your team runs it independently after handover. Built to hold up under regulatory scrutiny.
Onboarding architecture that gets people productive and committed past 90 days. Learning tracks are role-specific, built around your actual skill gaps, not generic competency frameworks. Compliance training mapped to regulatory obligations by function: Wft, MiFID II, GDPR. Delivered as tools your team can operate without me.
Audited employment contracts, hybrid working frameworks, codes of conduct, and social media policies against Dutch labour law, your CLA, and AVG/GDPR. Legal exposure surfaced and documented. Corrected, enforceable policy documentation ready for implementation.
Financial services, fund management, Wft compliance, DORA, Dutch labour law, AVG, Arbowet. The specificity that generalist HR consultants either skip or get wrong.
I use guardrailed AI to do in days what used to take a team and several weeks: cross-checking a full policy set for internal contradictions, testing new policies against labour law, CLA agreements, EVP commitments, and tone of voice, and mapping downstream impact on other policies and budgets before anything is signed off.
A decade in creative direction for global brands taught me that if people don't engage with it, it doesn't exist. I design HR systems that people actually use. Developer of the Agent Workforce Framework, a governance model for managing AI agents as a professional team.
Working with intermediaries
If you're an HR agency or interim management firm with a client mandate that matches this profile, get in touch directly. I work with agencies on a day-rate basis for regulated-sector and financial services assignments.