Interim Human Resources Manager and HR Manager for HR & Recruiting

We typically present you with suitable HR candidates within 24 to 36 hours of receiving your request. This applies both to operational assignments—such as filling an HR business partner role on short notice or covering a temporary opening in the HR department—and to specialized project roles, such as HRIS specialists for SAP SuccessFactors, Workday, or Personio. We clarify your specific needs, the scope of responsibility, and the expectations of the relevant stakeholders with you in advance so that the expert we present can hit the ground running and no valuable time is wasted on onboarding.

External HR experts are typically brought in when internal capacity is insufficient or specific expertise is lacking: in the event of unplanned departures among HR leadership, during parental leave or sick leave replacements, during transformation and integration phases following M&A, when introducing new HR systems such as SuccessFactors or Workday, when establishing or professionalizing recruiting structures, and when developing and implementing talent or performance management concepts. We’ll discuss with you which profile and engagement model—project-based or as an interim solution—best suits your situation.

For us, professional qualifications are the starting point, not the sole distinguishing feature. When matching candidates, we also take into account corporate culture, leadership style, team dynamics, and stakeholder expectations. An experienced HR business partner who has succeeded in a corporate environment brings different strengths to the table than someone who has worked in a medium-sized family-owned business or a fast-growing startup. We therefore conduct a structured briefing with you to understand these dimensions and present only profiles that are a good fit for the situation—both professionally and personally.

Yes—the candidates in our network are geared toward taking on real responsibility, not just providing advice. This means: An interim HR manager leads the team, makes decisions, and is accountable to senior management. An HRIS specialist takes on project responsibility for the system rollout. A talent management expert independently develops and implements strategies. During the briefing, we work with you to clarify the desired scope of responsibility and ensure that the expert we present is precisely suited for the role and is granted the necessary decision-making authority.

Both roles involve operational responsibility but differ in their focus: An HR Business Partner typically acts as a strategic sparring partner for executives, supports change processes, and aligns HR initiatives with corporate goals—often within a defined functional area of responsibility. An interim HR manager, on the other hand, usually assumes full managerial responsibility for an HR unit, including responsibility for the team and the budget. We’ll work with you to determine which role best fits your situation—based on your organizational structure, existing HR capacity, and the specific goals of the assignment.

The clearer the briefing, the more precise the match. It’s helpful to provide details about the specific task or vacancy, the desired assignment period and scope, the company culture and team size, the relevant stakeholders and their expectations, the HR systems in use or planned system changes, as well as any existing internal resources. Even if not all details have been finalized yet, we’d be happy to start with a brief initial consultation, during which we’ll work together to clarify your needs and define the next steps—so that you can receive the first suitable profiles within 24 to 36 hours.