The future of HR strategyInterim Human Resources Manager
An interim human resources manager offers the ideal solution when companies need expertise quickly and in a targeted manner in times of change or for special challenges. Experienced interim HR managers temporarily take on strategic and operational tasks in order to optimize HR processes, support changes and relieve managers – flexibly, efficiently and always with a focus on success.
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The role of the Interim Human Resources Manager
An Interim Human Resources Manager (HRM) is an HR expert who works temporarily in companies to shape their HR strategy in times of change and transformation. Such changes can include restructuring, mergers, expansions or the introduction of new HR initiatives. In this role, the Interim HRM takes responsibility for developing and implementing HR strategies that meet the company’s new requirements. Their tasks include developing change management strategies, managing personnel development measures and supporting managers in the integration of new structures. In addition, the Interim HRM ensures that the corporate culture is maintained during the change and that staff are optimally guided through the change processes.
Vacancy, change, crisesthe areas of application of interim HR managers
An interim human resources manager is deployed in various situations to support a company’s HR department in the short term or to develop it strategically. Whether to bridge vacancy phases, during restructuring or for the implementation of specific HR projects – their role is diverse and adaptable. The areas in which an interim HR manager can be deployed are as varied as the challenges that companies may face. From ensuring smooth processes to crisis management, the interim HRM has the necessary expertise and experience to act effectively in any situation.
Bridging vacancy phases
An interim HR manager is often used to bridge a vacant HR position at short notice. This can be the case, for example, if the regular HR manager needs to be replaced during a longer absence or a key position needs to be filled at short notice. In such cases, the interim HRM takes on all HR-related tasks and ensures that the HR department continues to work efficiently. They take care of all relevant tasks such as employee support, recruitment and compliance with labor law regulations in order to avoid gaps in the HR department.
Support with corporate restructuring
During organizational changes, such as mergers, acquisitions or extensive restructuring, the interim HR manager takes on a central role. In this function, he ensures the smooth implementation of all HR adjustments. This includes adapting the HR strategy to the new corporate goals, integrating different corporate cultures and communicating and supporting employees through the change process. The interim HRM helps to guide the company through the change both strategically and on a human level, while making optimum use of existing human resources.
Implementation and optimization of HR projects
Another common area of deployment is responsibility for specific HR projects, such as the introduction of new HR systems, the digitalization of HR processes or the optimization of recruitment methods. The interim HRM is able to quickly develop and implement innovative solutions. This may involve the introduction of a new talent management system or the establishment of employee development and retention programs. These projects require not only technical know-how, but also a good understanding of the corporate culture and the needs of employees.
Crisis management and response to emergencies
In times of economic crisis or unforeseen events that place a heavy burden on the company, the interim HR manager plays an important role in crisis management. They ensure that the company reacts quickly and flexibly to the needs of its employees in emergencies such as financial bottlenecks or unexpected market changes. This includes measures such as the introduction of short-time working, support for affected employees or assistance with redundancies and their communication. Interim HRM ensures that operations are maintained even in times of crisis and that human resources are deployed in the best possible way.
Optimization of the HR department
An interim HR manager is also used to analyze existing HR departments and increase their efficiency. In this role, the interim HRM can review and optimize existing processes and bring them up to date. The focus here is on improving workflows, introducing efficient software solutions and implementing best practices in HR management. The aim is to put the HR department on a long-term and future-proof footing so that the company can respond even better to the challenges of the labor market in the future.
Supporting cultural change and employee retention
Another area of activity is promoting a positive corporate culture and ensuring strong employee retention. In this context, the interim HR manager can develop programs that improve the working environment, strengthen communication between teams and increase employee satisfaction. In addition, the interim HRM takes care of the long-term development of talent management strategies in order to attract the best employees and retain them in the company in the long term.
More power in personnelThe unbeatable advantages of interim HRM
The use of an interim HR manager offers numerous advantages for companies, especially in times of change or bottlenecks. One of the biggest advantages is the flexibility that an interim HR manager brings. They can be quickly integrated into the existing structure without a long training period and immediately take on responsibility for HR tasks. This ensures that there are no gaps in the HR department and that all processes continue to run efficiently.
Another advantage is the expertise that an interim HR manager brings to the table. They are often experienced specialists who have broad knowledge in various HR areas such as recruitment, personnel development or change management. This expertise makes it possible to successfully implement strategic HR initiatives that contribute to the long-term success of the company.
An interim HR manager can also help to conserve resources. The temporary assignment eliminates the need to conclude long-term contracts or recruit a permanent HR manager, which saves both time and money. Particularly in times of crisis or during restructuring, the interim HR manager can provide the company with targeted support without affecting long-term planning and personnel structures.
Last but not least, an interim HR manager brings an objective perspective. As they are not firmly anchored in the company, they can initiate changes or improvements independently and without internal reservations. This outside perspective is often valuable for questioning deadlocked processes and finding innovative solutions that move the company forward. Overall, the use of an interim HR manager provides an efficient, short-term solution to many HR challenges.
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What qualifications do interim human resources managers need?
An Interim Human Resources Manager needs a wide range of in-depth qualifications in order to successfully fulfill the various requirements of a temporary assignment. The following points show the requirements for working successfully as an interim HR manager:
Completed studies in relevant fields
An interim HR manager should have a degree in personnel management, economics, psychology or a related field. This academic foundation provides the necessary knowledge in areas such as employment law, personnel development, organizational psychology and business administration.
Several years of professional experience in HR
To be successful in the role of an interim HR manager, several years of experience in human resources is essential. Diverse experience in different industries or companies is ideal, as this provides a broad perspective on different working environments and HR challenges.
Expertise in change management and crisis management
Interim HR managers often have to become involved in change processes, such as restructuring, mergers or crisis situations. Here, sound knowledge of change management is required to steer the HR department and employees through these phases and ensure that HR processes continue to run smoothly.
Experience in the management of HR departments and HR strategies
An interim HR manager should have extensive experience in the management of HR departments and the strategic alignment of HR processes. This also includes the ability to develop and implement long-term HR strategies in order to prepare the company for growth and change.
Abilities for quick familiarization and process optimization
As interim HR managers usually need to be integrated into a company quickly, the ability to quickly familiarize themselves with existing structures and processes is crucial. They should also be able to quickly identify weaknesses in HR processes and implement optimizations.
Strong communication skills
One of the key skills of an interim HR manager is excellent communication skills. As the link between management and employees, the interim HRM must communicate information clearly and transparently in order to build trust and support employees during changes.
Project management skills
The interim HR manager often also takes on the management of specific HR projects, such as the introduction of new HR software or the development of training programs. A good understanding of project management and the ability to implement projects efficiently and in a target-oriented manner are therefore of great importance.
Knowledge of labor law
A sound knowledge of employment law is essential to ensure that all HR processes and decisions are legally compliant. This also includes knowledge of collective agreements, working time regulations and other relevant legal aspects of HR management.
Ability to solve problems quickly and adapt to changes
Interim HR managers must be able to react quickly to unforeseen challenges and find solutions. Their flexibility and ability to adapt quickly to new situations are crucial to operating successfully in dynamic corporate environments.
Knowledge of modern HR technologies and digital tools
Digitalization is also playing an increasingly important role in HR. Interim HR managers should therefore be familiar with modern HR technologies and digital tools, for example to automate processes, manage data efficiently and implement innovative solutions for talent management.
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Interim Human Resources Manager vs. temporary employment: What are the differences?
The main difference between interim human resources management and temporary work lies in the type of employment and the tasks to be performed. Temporary workers are generally used for short-term, less specialized tasks in a company. An interim human resources manager, on the other hand, is a highly qualified specialist who takes on a specialized management position. They are hired for a defined period of time to take on strategic or operational tasks at a higher level, such as managing a department or implementing change processes. The interim HR manager usually works at C-level or management level and has in-depth experience and expertise. In contrast, temporary workers generally work in supportive, operational or less demanding positions that often do not require long-term responsibility. They often work in activities such as production, warehousing or customer service that do not require extensive strategic or managerial expertise. The duration of their assignment is also usually shorter and less precisely defined.
Another key difference is that interim HR managers often have a high level of responsibility, whereas temporary employees often work in a more subordinate role. Interim managers act independently and make decisions that can often have far-reaching effects on the company strategy. Temporary workers, on the other hand, often work under supervision and in a narrower, more clearly defined area of responsibility. The focus of interim management is on overcoming challenges and implementing projects at the highest level, whereas temporary work primarily provides a flexible workforce for short-term, often standardized tasks.
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