Our interim HR managers take on operational and strategic responsibilities in the HR field—from stabilizing ongoing HR processes and managing recruitment pipelines to implementing reorganizations and cultural initiatives. They deliver concrete deliverables: revised job descriptions, compensation structures, onboarding concepts, company agreements, or HR reports for management. Companies benefit from the fact that experienced HR leadership requires no onboarding period but makes an impact from day one.
Typical situations in which companies turn to our profiles include the sudden absence of an HR director, an impending restructuring involving complex labor law issues, or rapid growth that overwhelms the existing HR structure. Short-term needs also arise during M&A processes, the implementation of new HR systems, or the establishment of an HR function in a company without an established HR structure—needs that cannot wait for a permanent position.
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With these profiles, you can ensure HR excellence in day-to-day operations while simultaneously delivering measurable improvements in processes, compliance, and the employee experience.
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We align job responsibilities, seniority, and stakeholder structures with our candidate profiles. In doing so, we take into account the company’s stage of development, employee participation, collective bargaining agreements, and international interfaces. This ensures you receive profiles that not only have HR expertise but also understand your specific environment.
Whether it’s a recruitment boost, employee relations, restructuring, or an HR operating model: We match candidates specifically based on verifiable project references. With these profiles, you’ll receive candidates who have already successfully delivered on deliverables and milestones multiple times. This reduces the onboarding time and accelerates implementation.
Our experts hit the ground running with a 30/60/90-day plan, clear KPIs, and coordinated communication channels. We ensure documented processes, established stakeholder routines, and robust reporting. This quickly creates stability in day-to-day operations and transparency for leadership.
Assignments for Interim HR Manager usually come up in projects around HR Consulting. That page explains what the field covers, when external support makes sense and which roles belong to it. Adjacent field: Change Management Consulting.
We work with you to define the exact scope of the assignment: a leadership vacancy, restructuring, a growth phase, or a special project. In doing so, we clarify the team size, works council structure, relevant interfaces, and the specific success criteria for the interim assignment.
Based on your role specification, we carefully match our qualified candidates—taking into account industry experience, expertise in labor law, and cultural fit. Within 24–36 hours, you’ll receive a curated selection of suitable candidates along with detailed documentation.
What matters to us isn’t whether a profile meets the formal qualifications—but whether they actually deliver results in your specific situation. Our experts are evaluated based on whether they have stabilized HR processes, completed projects, and ensured smooth transitions.
HR Manager focused on stabilizing HR operations and employee relations in dynamic organizations. Areas of expertise: case management, litigation related to labor law, works council communication, separation management, and HR policy development.
HR Manager focused on recruiting performance and scalable HR processes for high-growth teams. Areas of expertise: end-to-end recruiting, KPI and funnel reporting, interview and selection frameworks, ATS optimization, and hiring manager coaching.
HR Manager specializing in HR transformation and operating model design in complex stakeholder environments. Areas of expertise: HR governance, service catalogs and SLAs, shared services transitions, HRIS implementations, and change and communication planning.
HR Manager specializing in restructuring, workforce management initiatives, and legally compliant implementation under time pressure. Areas of expertise: restructuring, termination and disciplinary processes, stakeholder management, documentation standards, and risk minimization in HR operations.
We’ll provide you with a curated selection of suitable candidates within 24–36 hours. To do this, we’ll align requirements such as seniority, HR focus areas (e.g., employee relations, recruiting, transformation), and your stakeholder structure. We then coordinate interviews so that you can make a well-informed decision quickly.
We start with a structured assessment of tasks, priorities, and framework conditions (e.g., employee representation, collective bargaining agreements, international interfaces). We then match our profiles based on specific references and typical deliverables such as process stabilization, KPI setup, or restructuring support. You’ll receive profiles with clear availability, relevant context, and a proposal for the first steps in the mandate.
We assess not only HR generalist knowledge but also the fit for the specific use case: operations, recruiting, employee relations, transformation, or reorganization. With these profiles, we look for a proven track record of implementation in comparable business phases as well as experience working with your stakeholders (leadership, finance, legal, works council). Additionally, we value sound working practices: documentation, clear governance, and a measurable results-oriented approach.
Together, we define a few key metrics at the outset, such as service levels in day-to-day operations, backlog reduction, recruiting funnel KPIs, or case closure rates. Our experts typically work with a 30/60/90-day plan that defines deliverables, stakeholder routines, and reporting. This allows you to see early on whether stability is increasing, risks are decreasing, and the speed of implementation in the HR setup is accelerating.
Our experts begin with a quick baseline assessment: processes, open cases, critical deadlines, roles, and relevant documents. Afterward, work routines are established (regular meetings, escalation paths, decision templates) to ensure stakeholders are reliably involved. Knowledge transfer takes place through documented standards, templates, process descriptions, and a structured handover to internal managers.
The titles differ primarily in terms of the scope of leadership. An interim HR manager works at the operational level, closely with the workforce and executives: employee support, recruitment management, contract administration, works council matters, and payroll coordination. An interim Head of HR is additionally responsible to management for the team, the budget, and the HR agenda—and is typically brought in when, in addition to the vacancy, a restructuring, a location-related issue, or collective bargaining negotiations are pending. The key factors in the selection process are whether the candidate is expected to work alongside the team or lead it, and whether negotiations with the works council are part of the mandate.
The daily rate for our profiles ranges from €800 to €1,300. The specific rate depends primarily on seniority, scope of responsibility, industry context, and the complexity of employee participation and transformation efforts. After the matching process, you’ll receive profiles with transparent terms so you can clearly weigh the costs and benefits.
Typical scenarios include vacancies, rapid growth, high hiring needs, or the need to stabilize employee relations and HR operations. Equally common are restructurings, reorganizations, or HRIS/process transformations that require leadership and execution capabilities on short notice. These profiles provide you with the capacity and experience you need precisely when internal teams reach their limits.
