Launching legitnyhr

Today I’m launching legitnyhr — a Polish boutique consultancy I co-founded for wartościowanie stanowisk (job evaluation), pay-gap reporting, and operational compliance with the EU Pay Transparency Directive (2023/970). The marketing site is at www.legitnyhr.com; the consultant tool runs at app.legitnyhr.com. More context on /work/legitnyhr and /projects/legitnyhr-app.

What It Is

Single-team boutique consultancy delivering PDF evidence packages — methodology document, JD scoring matrix, grading bands, worker categories, Article 9 gender pay-gap report, 8-phase Harmonogram. Not multi-tenant SaaS; the tool is the production engine and the engagement is the deliverable. The directive turns previously-optional pay-fairness work into mandatory reporting with sanctions — 2,000–60,000 PLN per the March 2026 Polish PIP-Act amendment (Dz. U. 2026 poz. 473). The first Polish reporting period runs 1 January through 31 December 2027, with reports due 7 June 2028, uniform across all cohort sizes. Boring, mandatory, no-substitute work that needs both legal accuracy and statistical defensibility.

Why This Team

Five co-founders, five contribution areas. I run the methodology side — job-evaluation instruments and pay diagnostics. Dorota Piekarska brings operational HR and Total Rewards depth, including the work with client teams. Magdalena Raniszewska of Kancelaria RBR covers tech-employment law and AI governance — RODO, AI Act, the legal defensibility of methodology choices. Karolina Rychter, also from Kancelaria RBR, covers the tax and cost side of pay policy — transfer pricing, payroll and benefits taxation (PIT/ZUS, employer cost), long-term incentive packages (RSU, ESOP — vesting vs. sale), and cross-border tax residency. Marcin Ostrowski of RubyOnAI handles system architecture, integrations, and AI engineering. Formal role allocation is deliberately TBD until the engagement model has run long enough to settle which titles actually fit the work.