Practical HR Solutions.

Real Impact.

HR support ranging from advice to seamless implementation. Pragmatica serves as a sounding board for the business owner/entrepeneur for all personnel-related topics, providing pragmatic support in strategic, organizational and operational areas.

Testimonials

Guardiant Cyberdefense

C. Pinto – Co-founder & CEO

I highly recommend Ingrid to startup founders and small-business owners. She understands early-stage constraints—limited time, lean budgets, and non-negotiable compliance—and she shows up when you need her. Meticulous and professional, yet refreshingly pragmatic, she built our HR foundations fast: recruitment process, compensation bands, benefits administration, social secretariat setup, employment contracts, payroll, internships, and employer branding—without adding bureaucracy. Above all, Ingrid is warm, dependable, and genuinely cares about our team’s well-being. If you want fractional HR that actually delivers, talk to Ingrid.

Our tailored HR services

Catering to the individual needs of your organization, our tailored HR services encompass the following topics: legal compliance, strategic & tactical HR management, operational competence management and global activities or expansion plans.

Legal Compliance

Ensure legal compliance for all personnel related matters with EU, national and regional legislation as well as sector specific regulations.

Strategic and Tactical HR Management

Defining a clear HR strategy that co-supports the business strategy and managing the organisational competences to achieve the business objectives.

Operational Competence Management

Managing the individual competences needed to function optimally within a given environment to achieve strategic objectives

Global Activities or Expansion Plans

Understanding local HR needs in international operations or when there are plans to establish new foreign branches.

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HR Misconceptions

Some concrete examples.

Discover common misconception about human resources practices from our work with clients. We'll also give advice on how to tackle these misconceptions and make informed decisions that benefit your organization.

My suggestion would be to have an exit interview with the employee who decides to leave the company, in any situation. Even if it only takes 10 minutes, you get information that can be very useful and can give you insights as a company leader. Even if you are angry and disappointed, show understanding for the employee's choice and don't blow up bridges. In the long run, this is always the best choice. It is not the first time an employee decides to come back after some time. If you are rather satisfied that the employee is leaving because the relationship was not right or performance was below expectations, it is still important to say goodbye respectfully. Your employees and also former employees are ambassadors of your company.