HR Interim Management
HR interim management can provide companies with the necessary relief in dicey situations and even open up new perspectives. However, it is not entirely clear to many when exactly interim management really makes sense.
To shed some light on the subject, we asked our HR interim expert Alexander Sepp a few questions. Above all, we wanted to learn more about the relevance of the topic, what advantages and disadvantages can arise from it, what kind of tasks HR interim managers have to deal with and what makes a good HR interim manager.
1. “Is the topic of HR interim management particularly relevant right now?”
Alexander: Well, I have been working in the field of HR interim management for eight years now, and during this period it has actually always been a big topic. The reasons for the short-term need for HR interim managers are ultimately varied and individual, so the topic is basically always relevant.
However, we noticed that until the fourth quarter of last year, a large number of agencies with a focus on recruiting sprouted from the ground. For a long time, recruiting topics in particular were in high demand, which led to a correspondingly high supply.
In the meantime, however, the market has changed again and HR experts are currently being sought for senior positions and strategic projects.
2. “When does HR Interim Management make sense? What are the advantages and disadvantages?”
Alexander: There are always situations in which companies need support in the HR department very quickly. Being able to fall back on a suitable interim management in such moments is of course a great advantage.
In addition, interim managers are usually very experienced and in some cases can look back on over twenty years of experience in sometimes very specific HR specialist areas. This kind of expertise is hard to come by for many companies in any other way.
Another advantage is that HR interim managers do not need a long training period in their specialist area and can start immediately, not only professionally but also in dealing with new colleagues.
However, this combination of experience and short-term deployability also has its price. Assuming an hourly rate of 100 euros, 160 hours of work per month will cost 16,000 euros plus VAT.
3. “What are the tasks of an HR interim manager”
Alexander: Depending on their expertise, interim managers can take on a wide variety of tasks within an HR department. These can be concrete operational topics, but also very strategic challenges.
I am thinking, for example, of the topic of acquisitions, which involves integrating companies into an existing corporate structure from an HR perspective. Such complex issues require professionals with many years of experience in strategy and implementation.
4. “What does a good HR interim manager need to bring to the table?”
Alexander: As already mentioned, HR interim managers need to be both flexible and experienced.
This also includes being able to cope with a lower level of predictability and security. In contrast to a traditional permanent position, the workload for interim management projects is less predictable. From this perspective, life situation and personal preferences must match a career in HR interim management.
In contrast to a normal setting, HR interim managers should also have no problem being perceived as outsiders in their projects – that is simply the nature of their work.
Since interim managers are always consultants to some extent, it is also not unusual for them to identify problems that do not necessarily fall within their remit with an open and analytical eye.
5. Connecting you with HR interim managers
You urgently need an HR Interim Manager to fill operational or strategic gaps in your company? We will be happy to advise you on your available options and find suitable candidates for you.