Our Interim Human Resources Managers take on operational and strategic responsibilities in the HR department from day one. They manage ongoing recruitment processes, ensure the HR team’s operational effectiveness, negotiate with works councils, and deliver concrete results: revised job evaluations, employee development plans, compensation structures, or restructuring concepts. For companies, this means: no gaps in HR governance and no loss of control over sensitive HR processes.
Typically, companies turn to our profiles when a vacancy arises at the executive level, when HR needs to support a restructuring effort, or when a transformation project—such as an HR system replacement or a cultural change program—requires professional leadership. The sooner you act, the more stable your company’s HR operations will remain.
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With these profiles, you’ll gain an HR executive who can quickly combine operational stability with strategic execution.
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Our experts assume overall responsibility for HR and establish structure within the first few days. They prioritize based on risk, business impact, and employee participation, ensuring the organization remains capable of making decisions. This helps you avoid stagnation while sustainable solutions are being developed in parallel.
With these profiles, you ensure compliance with labor laws and maintain a clear approach in your collaboration with the works council. Conflicts are de-escalated, negotiations are prepared, and actions are thoroughly documented. This reduces the risk of escalation and increases the implementation rate.
Our profiles stabilize HR operations, payroll checks, and core processes—from hiring to termination. At the same time, they establish KPIs such as time-to-hire, sick leave rate, turnover, staffing levels, and cost per hire. This makes HR manageable and transparent again for management and finance.
Assignments for Interim Human Resources 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 thoroughly assess your HR situation: the reason for the vacancy, team size, works council structure, ongoing projects, and the success criteria for the mandate. This ensures that the proposed profile is not only a good fit professionally, but also culturally and structurally aligned with your company.
Based on your requirements, we match your profile with our vetted candidates—taking into account industry experience, leadership experience, and relevant project background. Within 24–36 hours, you’ll receive a curated selection of suitable candidates, complete with specific job descriptions rather than generic résumés.
What matters to us isn't whether a candidate's resume looks impressive on paper—but whether they deliver results at your company. We actively support the onboarding process and are available as your point of contact if the scope changes or the assignment needs to be extended.
Human Resources Manager specializing in restructuring and employee participation in corporate and medium-sized company structures. Areas of expertise: negotiations regarding severance plans and reconciliation of interests, separation processes, labor law governance, and stakeholder management involving the works council and management.
HR Manager with a focus on HR operations, payroll compliance, and process standardization. Areas of expertise: establishing HR shared services, control systems and audits, contract and policy frameworks, HRIS interfaces, service KPIs, and SLA management.
HR Manager specializing in recruiting, workforce planning, and scalable people processes in growth environments. Areas of expertise: Talent Acquisition Operating Model, hiring planning in collaboration with Finance, time-to-hire optimization, employer branding programs, and empowering executives in the selection process.
HR Manager specializing in performance management, leadership development, and cultural initiatives during periods of transformation. Areas of expertise: goal-setting and feedback systems, conflict and escalation management, retention strategies, organizational design, change communication, and coaching leadership teams.
You’ll receive suitable profiles within 24–36 hours. We use your requirements, framework conditions, industry, and current situation (e.g., restructuring, vacancy, conflict) as matching criteria. You’ll then receive a curated selection and can schedule interviews right away.
We align your goals, the maturity level of your HR organization, and the critical risks with the candidates’ experience. When selecting these profiles, we explicitly take into account employee participation, the complexity of labor law, team size, payroll setup, and the stakeholder landscape. You’ll receive only profiles that align with the situation both professionally and in terms of leadership experience, including clear areas of focus and availability.
Our experts are evaluated based on specific deliverables, not generic buzzwords. These include, for example, experience with social plans and reconciliation of interests, stabilizing HR operations, managing recruitment, or developing KPI systems. In addition, we consider management span, change management experience, and the ability to work with the works council and management to ensure that implementation runs smoothly in day-to-day operations.
In the first few weeks, clear priorities, a robust action plan, and a stable HR workflow should become apparent. With these profiles, you can define measurable goals such as risk reduction in labor law cases, payroll stability, time-to-hire, the fill rate for critical roles, or progress in negotiations. A brief weekly steering meeting with a KPI review ensures that decisions are made quickly and obstacles are removed.
Our experts begin with a structured assessment of the current situation, including open cases, deadlines, co-determination issues, and process risks. Next, a handover and communication matrix is established to ensure that the HR team, Legal, Finance, and management collaborate effectively. Finally, documentation, playbooks, and a handover plan ensure the knowledge transfer, so that the organization continues to operate seamlessly.
The daily rate for an HR manager ranges from €1,400 to €2,200 and depends primarily on the scope of responsibilities, level of liability and escalation, as well as the required industry and works council experience. Other factors include the duration of the assignment, span of control, travel requirements, and whether the focus is on restructuring or payroll stabilization. You’ll receive transparent terms upfront, tailored to the scope of work and availability.
