Why hiring the right HR level matters for your business 

Hiring the right level of human resources expertise is one of the most important decisions a business can make. Across the Netherlands, we regularly see employers struggle to determine whether they need an HR Officer, an HR Adviser or an HR Business Partner. 

The complexity of modern HR management means that each HR role delivers a different level of impact across onboarding, performance management, employee relations and company culture. When the level is misaligned, the hiring process becomes inefficient, employee engagement drops and retention becomes harder to manage. 

At Frazer Jones, we work closely with growing businesses, small businesses and established organisations to help them hire HR talent that strengthens their HR function in a sustainable way.  

As HR professionals continue to take on wider responsibilities linked to business goals and people strategy, it’s important to hire the right people at the right level. 

The expanding responsibilities of the modern HR function 

Human resource management has changed dramatically in recent years. HR teams are now responsible for far more than administrative tasks. They support business leaders with data-driven insights, drive initiatives across workplace culture, support talent acquisition and guide managers through performance reviews, development opportunities and employee wellbeing. 

Modern HR departments are also expected to streamline HR processes, introduce tools that automate basic HR tasks and maintain compliance with employment laws. This is particularly important for startups and growing businesses that may not yet have a full-time in-house HR team and depend on effective HR support to stabilise their workforce. 

The evolution of the HR function means job descriptions require more clarity. When businesses underestimate the seniority required, the person hired may struggle with stakeholder expectations or decision-making responsibilities. When businesses overestimate the seniority required, they often pay more than needed and risk disengaging new hires if the role is too operational. 

Why clarity on level improves hiring outcomes 

Clear and realistic job descriptions prevent mismatches between capability and expectations. When businesses define the right HR level from the start, they experience stronger HR performance and smoother recruitment processes. 

1. Over-hiring slows progress 

Hiring a senior HR Business Partner for a role that is mostly operational leads to frustration and higher employee turnover. Senior HR leaders want influence, strategic involvement and the ability to manage talent management initiatives. When they instead spend their time on administrative tasks or basic onboarding processes, engagement drops quickly. 

2. Under-hiring creates risk 

On the other hand, if a business hires someone too junior for strategic work, the HR team cannot support business needs effectively. Junior HR professionals may lack the skills needed for complex employee relations, talent acquisition strategy or stakeholder management. This slows business growth and leaves gaps in HR practices that affect company culture and productivity. 

3. Salary expectations become difficult to manage 

Budget limitations are a reality for many companies. Organisations often want top talent but only have budget for mid-level profiles. By understanding what mid-level HR professionals can deliver, businesses can invest in salaries wisely and support sustainable growth without stretching financial resources. 

The value of mid-level HR professionals 

One of the strongest talent pools in the Netherlands is mid-level HR Generalists. These professionals typically bring a balance of operational experience and early strategic exposure.  

They’re often ready to step into broader projects, influence stakeholders and manage hybrid responsibilities across employee engagement, performance management and people development. 

Businesses benefit from mid-level HR talent because they offer: 

• Cost-effective impact across both operations and strategy 

• Strong adaptability in lean HR teams 

• Motivation to grow into senior roles 

• Long-term commitment and lower hiring risk 

These HR professionals are especially valuable for organisations that need hands-on support alongside strategic thinking. For example, they can support onboarding, performance reviews, employee relations, HR processes improvement and initiatives that strengthen workplace culture. 

How the right HR level supports business goals 

When businesses hire HR talent at the correct level, they build a stronger foundation for long-term success. A well-aligned HR hire directly influences performance, productivity and employee wellbeing. 

Stronger stakeholder support 

The right HR professionals help business leaders navigate difficult conversations, manage team members effectively and strengthen organisational communication. This leads to better decision-making and more cohesive people strategy execution. 

Improved employee engagement and retention 

The right HR hire ensures initiatives around career development, wellbeing, recognition and communication are delivered consistently. This creates a positive work environment that reduces employee turnover and strengthens company culture. 

Better structure for future growth 

When HR tasks are handled at the right level, senior leaders can focus on long-term planning. This helps businesses prepare for future scaling, restructuring or digital transformation. It also ensures the HR department can manage growth without burning out team members. 

Efficient HR operations 

With the right balance of operational and strategic capability, the HR team can streamline processes, improve talent management and ensure compliance with employment laws. This removes bottlenecks and allows the organisation to function smoothly. 

How we help businesses make the right HR hire 

At Frazer Jones, we work closely with organisations across the Netherlands to align HR hiring with real business needs. We regularly support employers by: 

• Advising when HR Business Partner expectations exceed budget or workload 

• Educating stakeholders on the capability of mid-level HR professionals 

• Providing benchmarking to align salary expectations with market reality 

• Shortlisting talent who match hybrid work requirements and commute expectations 

• Highlighting when HR structure or job design limits access to the right people 

• Sharing insights into candidate motivations to support long-term retention 

We also support organisations exploring HR consulting or outsourcing options where interim HR support may fill a short-term gap while maintaining strong HR delivery. 

Hiring the right HR level about building a strong HR foundation that supports sustainable growth, improves workplace culture and helps businesses retain top talent.  

You’ll need clarity on HR level whether you’re a small business hiring your first HR professional, a growing company scaling your HR team or an established organisation refining your people strategy. 

When businesses define what they truly need and select candidates who match those needs, they create stronger HR practices, reduce employee turnover and build a healthier, more productive organisation. 

Get in touch for help refining your job descriptions, structuring your HR team or understanding what level of HR professional your business needs.