“In HR procurement, cost savings mean nothing if people outcomes fail.”
I treat HR and professional services as capability enablers, not spend buckets. My responsibility is to protect the organization legally, ethically, and culturally, while ensuring services genuinely improve workforce effectiveness.
Scope & Negotiation Levers
Category Scope
High-impact, people-sensitive categories where experience outweighs unit cost.
- Recruitment: RPO, agencies, contractors, MSP/VMS.
- HR Tech: HRIS, LMS, payroll SaaS platforms.
- Professional Services: Consulting, legal, audit, advisory.
- EU Lens: GDPR, labor law compliance, ethical sourcing.
Key Negotiation Points
Commercial, Risk, and Flexibility levers.
- Pricing: Outcome-based (e.g., time-to-hire), rate card governance.
- Service Quality: Quality-of-hire guarantees, payroll accuracy SLAs.
- Risk: Co-employment transfer, GDPR data processing agreements.
- Flexibility: Scalability clauses for hiring freezes or surges.
My Strategic Approach
Deep HR Partnership
Shared goals, not transactional sourcing. Aligning procurement strategy with workforce planning and culture.
Risk-First Contracting
Prioritizing compliance, data privacy (GDPR), and correct worker classification over simple rate reduction.
Outcome-Driven Sourcing
Measuring impact (e.g., retention, successful project delivery) rather than just activity or effort.
Digital Enablement
Leveraging HR tech, analytics, and workflow automation to streamline onboarding and approvals.
Mastering HR Services with AI
Using intelligence to predict needs, benchmark quality, and monitor compliance risks.
- Recruitment Intelligence: Benchmark agency performance.
- Risk Scanning: Identify GDPR and liability gaps in contracts.
- Spend Analytics: Detect rate leakage and fragmentation.
Ethical AI Governance
Improved Hiring Outcomes
Compliance & Legal Risk
Stronger Employee Experience
“HR procurement is where commercial decisions meet human impact.”