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Driftig Property Services is a one-man HR show, all thanks to Huma

At Driftig Eiendomsservice AS, Ole Eidslott is the managing director. He is also the HR department. The company delivers facility management services for commercial buildings in Oslo, and they decided early on to keep administration lean. Huma is part of that equation. We had a chat with Ole about why.
Written by Mathias Linnerud

Jun 10, 2026 10:11:26 PM

 

In a nutshell


  • Ole Eidslott is the general manager of Driftig Eiendomsservice, an OBOS subsidiary with 26 employees that operates commercial buildings in Oslo. He handles all personnel administration himself - without a dedicated HR person.

  • Huma was chosen from day one to avoid manual routines that had to be cleaned up later. Price, functionality and a good deviation module were decisive.

  • The system acts as an "HR one-stop-shop" - one place for everything HR-related, which is crucial in an operational organization without an internal HR person.

  • The absence module gives employees easy self-service and managers a better overview of resources. The deviation module has led to far more reported deviations. This is not because there are more incidents, but because the threshold for reporting has become much lower.

  • The integrations with NAV/Altinn and Tripletex saves Ole considerable time. His conclusion: Huma makes it possible to run a small administration with confidence and might.

Driftig Eiendomsservice AS is a wholly owned subsidiary of OBOS Eiendom and provides operational services for commercial properties in the Oslo area. Technical services, daily operations, maintenance and assignment-based additional services for tenants - distributed across an operational team of operating technicians, team leaders and supervisors across several buildings.

General Manager Ole Eidslott operated without a dedicated HR person. This means that he handles personnel administration himself. Everything from sickness absence follow-up to NAV documentation, interpersonal processes, new hires, and the rest of the many jobs HR people do. We had a chat about how Huma helps a general manager to also be an entire HR department.

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Starting with an HR system right from the start

"Driftig is a young company, and we've had Huma with us right from the start." That was one of the first things Ole told us when we had a chat. It was an easy choice for Ole and Driftig. They simply wanted to avoid building up a lot of manual routines only to clean them up and digitize them later. "We wanted to get it right from day one."

"Huma basically fills that role for us. An HR one-stop shop, pure and simple."

Ole goes on to describe one of the company's most important ambitions: "It should be easy to be an employee of Driftig, whether you're an operations technician in the field or a team leader with HR responsibility." To achieve this, there needs to be one place where everything HR-related lives, not a hodgepodge of email threads, folders and notepads. "We're an operational company with no internal HR function, so Huma basically fills that role for us. It's an HR one-stop shop, pure and simple," says Ole.

And choosing Huma was a simple choice. A combination of price, functionality and, perhaps most importantly, a good deviation module was the decisive factor. The implementation of the system was not a problem either, if we are to believe Ole. "I would dare to say that Huma is one of the simplest programs on the market," he says.

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"I would dare to say that Huma is one of the simplest programs on the market."

Good overview and traceability

As both a general manager and HR person, Ole gets several benefits from gathering everything HR-related in one HR system. Two of the most important are an overview of what's happening and an easy way to track down what has happened in the past.

"It's as much about legal certainty for the employee as it is about supporting up the company."

One example he mentions is demanding personnel cases, which they sometimes experience. It's crucial to be able to go back in time to see what was done, who did it and when it was done. "It's just as much about legal certainty for the employee as support for the company."

More self-management and easier handling of deviations

Even before Driftig started using Huma and they started their company, they knew that Absence would be an important module. That also turned out to be true. It makes it easier for employees to apply for all types of absence, and for managers to know who is at work and to plan resource allocation.

As a facility management company operating in commercial buildings, errors and mishaps are impossible to avoid. Driftig handles technical errors, HSE deviations, and incidents across several buildings on a daily basis. A good system for managing non-conformities is therefore essential.

"We now receive many more deviations than before we started using the module," says Ole. It may not sound like a positive thing, but it's actually very good. The increase in deviations is not due to more deviations, but to a much lower barrier to reporting them. This means that more nonconformities are now handled correctly, and none are pushed under the carpet. "It's so much easier with Huma's great app," he continues.

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"We're a small team with knowledge and gumption, and Huma helps us make things possible."

It's not just Huma's own features that Driftig saves time and headaches either. "Everything with NAV/Altinn I spend a lot less time on now, simply because the integration works so well." He goes on to mention that they also use the integration with Tripletex.

Ole says it's difficult to quantify exactly how much time they save on different processes since they've been using Huma from the start, but one thing is certain, says Ole: "We are a small team with knowledge and gumption, and Huma helps us make things possible."

Here at Huma, we know that not all small and medium-sized businesses are able to have a dedicated HR department. To get the proof that it is possible, in black and white, from Ole and Driftig Eiendomsservice, is something we really appreciate. Thank you very much for that and for a nice chat, Ole!

Frequently asked questions about running HR without an HR department

Can a CEO manage HR stuff without a dedicated HR person?

Yes, it’s absolutely possible – especially for smaller companies. It does, however, require having solid systems in place to handle the administrative side so you don’t drown in manual routines. An HR system brings everything together in one place: absences, documentation, incident handling, and employee follow-up. That way, managing both roles becomes manageable.

What is the biggest risk of not having an HR system as an SM?

Without a system, it’s easy to lose track of who is at work, what has been agreed, and what has happened in an HR case. That can affect both employees’ legal protection and the company’s ability to protect itself. Manual routines built on emails and spreadsheets also become more time‑consuming to clean up the longer they are allowed to live.

When should a small company start using an HR system?

As early as possible, ideally from day one. Building good routines from the start is far easier than trying to digitalise a chaos of manual processes later. For companies without a dedicated HR function, a solid system is one of the key things that makes it possible to manage HR responsibly -- all with a small admin team.

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