Grow in HR without working full-time.

The large part-time job is becoming the norm, yet careers still often revolve around hours and presence. And HR itself is under extra pressure. This white paper shows how to combine ambition with fewer hours, with choices for yourself, your team and your organisation.

The part-time reality in figures
Why HR is under extra pressure
Four design principles for your own career
A worksheet and a conversation card for your manager

1.87 millionpeople in the Netherlands work a large part-time job of 28 to 35 hours

28.2 hoursa week is what mothers with a child under 12 work

36%of HR professionals had burnout in the past five years

Sources: Statistics Netherlands (CBS) and Personio

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You get right away:

The figures, four design principles for yourself, five team agreements, what the organisation needs to arrange, a worksheet and a conversation card for your manager.

Where hours and ambition collide.

Part-time is not a lack of ambition. But four mechanisms keep careers built around full-time work:

Mechanism 1.

The presence norm

If you are there, you count. If you are around less, you get noticed less.

Mechanism 2.

Overtime as proof

Commitment and ambition are measured in hours.

Mechanism 3.

Leadership as a full-time role

Management roles at 32 hours are still the exception.

Mechanism 4.

Bad timing

Promotion opportunities and young children often coincide.

What is in the white paper

The part-time reality

How many hours parents work, and how fast the large part-time job is growing.

Where hours and ambition collide

What research says about career progression and part-time work.

Why HR is under extra pressure

Four areas of tension for HR professionals with a family.

You, your team, your organisation

Design principles, team agreements and four levers for senior management.

What works

From job crafting to managing by results, with the strength of the evidence.

Worksheet and conversation card

Prepare the conversation about ambition and hours in fifteen minutes.

White paper: Ambition, part-time

The figures on part-time work and careers
Four design principles for your own career
Five team agreements for HR
What Dutch law already provides
A worksheet and a conversation card

A look inside the white paper

This is what it looks like

Page from the white paper: The part-time reality — The part-time reality

From the white paper

HR carries a heavy load too.

Almost half of HR professionals spend a lot of time on tasks that could be automated, and 4 in 10 are considering leaving the sector. The white paper shows how you can combine ambition with fewer hours.

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What HR professionals say themselves

A lot of time spent on tasks that could be automated49%

Considering leaving the sector within a year40%

Had burnout in the past five years36%

Find their own workload too high29%

Poll among 500 HR professionals in the Netherlands (Censuswide for Personio, December 2024). Read it as a signal

Do we measure ambition in hours, or in what someone contributes?

With Deepler you see per team how employees experience workload, flexibility and career prospects, and whether managers manage by results. What HR arranges for itself becomes a blueprint for the whole organisation.

Workload and flexibility per team
Career prospects at a glance
Leadership that manages by results

Trusted by small and large

Experiences of customers who make a difference with us.

Larren

Recruitment Lead,

De Selectie

“Recently, I used Deepler to arrive at an EVP. Great what they were able to achieve in a short time! In a period of two weeks, we collected information and were able to continue with our AMC plan. In any other situation, it takes weeks, if not months, to get this done. Contact is good, friendly and constructive. Very nice club to work with.”
Douwe

Recruiter,

Securitas

“Ideal tool and company to gain more and better insight into the organization and employees as an organization! And especially with speed! For us, it was also the need to get tools for the topics of retention, to prevent future absenteeism or turnover. I also have experience with other parties and I sincerely value the speed of switching, follow-up and personal contact with Deepler. Absolutely recommended.”
Jolanda

HR Business Partner,

Nedcargo

“Deepler is a great tool for continuously collecting feedback from our employees. This input is then centrally available for us as management, but also for managers who benefit from it.”
Jonathan

Manager,

UWV

“What makes Deepler special is that it doesn’t get stuck in numbers. It helps you immediately understand where it is and what teams need. For us, this ensured that employees themselves came up with areas for improvement and took responsibility for them. The insights were sharp and useful, but most importantly: the conversation that started afterwards made the difference. Thanks to Deepler, we didn’t get a paper plan, but change that was supported by the people themselves.”
Amadeus

COO,

OSRE

“The software has a positive impact on us as a rapidly growing organization. By better understanding what is going on in the workplace and what people offer as solutions for improvements, we can make more effective decisions. The platform helps us to gain real-time insight and to respond directly to it via the tool.”

Part-time is not a lack of ambition.

Download the white paper and discover how to grow without working full-time.

Manage by results instead of hours
Design your rhythm and your boundaries
Make agreements with your HR team
Know what the organisation needs to arrange
Prepare the conversation with your manager

Download the free white paper

Straight to your inbox. No spam. No obligations.