HR SERVICES IN FRANCE
The right level of French HR leadership.
Ongoing, interim or project-based support for international companies employing people in France.
CHOOSE BY BUSINESS SITUATION
Four practical engagement models.
Fractional HR Director
Regular senior HR leadership without a full-time local HR director.
See the model → TRANSITIONInterim HR Management
Hands-on leadership for a launch, growth phase, absence, reorganisation or sensitive project.
See the model → DIAGNOSTIC · FROM €689 PER AUDITED ESTABLISHMENTHR Compliance Audit
A fixed-price factual baseline for each audited French establishment; the bracket follows the total FTE headcount of the employing company under the same SIREN.
See the audit → COORDINATIONPayroll & Benefits Coordination
We help select the client’s payroll provider and manage the monthly process; the chosen platform or accounting firm produces payroll.
See the responsibility split →WHAT STAYS WITH MANAGEMENT
Clear boundaries create reliable execution.
Business decisions
Headcount, budget, organisation, final hiring choices and management accountability.
French HR leadership
Options, risk translation, implementation, local coordination and reporting.
Reserved advice
Payroll production, legal representation, tax, immigration and regulated advice where required.
HR DATA PROTECTION
Make GDPR compliance stronger in daily HR operations.
We help turn data-protection duties into practical HR controls: collect only what is needed, define access, use secure channels, document retention, coordinate employee information and escalate rights requests or incidents.
The employer remains the data controller for its workforce data. When monRH@moi processes that data on documented instructions, we act as processor within the agreed scope and apply the contractual data-processing safeguards. This operational support is not a guarantee of compliance and does not replace a data protection officer, legal counsel or cybersecurity specialist where one is required.
HEADQUARTERS-SENSITIVE DELIVERY
One French framework, different headquarters expectations.
U.S. stakeholders often want decision ownership, budget scenarios and clear risk choices. UK teams need a clean post-Brexit boundary. Irish teams operate inside the EU but still need a distinctly French employment setup. Canadian teams may start from 37.5 or 40-hour norms and province-specific assumptions.
We adapt vocabulary, examples, reporting and decision cadence without inventing different French rules for different audiences.
SCOPE BEFORE SALES PITCH
Start with the outcome and the present operating gap.
We will tell you which engagement model fits — including when a narrower specialist is the better answer.