What we take on for you
More than simply bridging a vacancy, the interim leader takes responsibility. Together, we define the mandate’s priorities — maintaining stable operations, resolving outstanding decisions or building a new HR function.
From bridging a vacancy to full leadership responsibility for your HR function — we find the right scope.
Book an initial callFrom bridging a vacancy to full leadership responsibility for your HR function — we find the right scope.
Functional and disciplinary leadership, task allocation, prioritization and employee development.
Align people strategy with business planning, set goals and prioritize measures.
Steer headcount needs, personnel costs and forecasts; own the budget and represent it to the executive team.
Reliable collaboration with works council and employee representatives: lead negotiations and conclude works agreements.
Steer compensation systems, salary rounds and benefits; review and evolve pay structures.
A trusted partner to executives and shareholders on people, organizational and conflict matters — focused on practical decisions and action.
Review processes and systems, set standards and drive digitalization.
Professionalize HR for the first time: establish structures, roles and standards for growing organizations.
One way to fill your HR leadership role
Leadership responsibility requires a clear mandate and decision-making authority. We therefore provide this service exclusively through HR interim management — not through ANÜ (temporary staffing under German law) or a service contract.
HR leadership under an interim mandate
Why interim only?
Leadership responsibility requires managerial authority and a clear mandate in relation to the team, employee representatives and the executive team. ANÜ (temporary staffing under German law) cannot provide this framework appropriately.
That is why we fill HR leadership exclusively through an independent interim mandate: full decision authority, a direct reporting line and a defined end point — until permanent succession is in place.
Measurable results from interim HR leadership
Interim leadership delivers tangible results. These figures show what you can expect.
Book an intro callTime from initial request to appointment
Extension rate in leadership mandates
Avg. mandate duration until permanent succession
Avg. leadership experience of our interim managers
Companies that trust us
Frequently asked questions
What does an interim HR leader actually do? +
They assume full responsibility for the HR function: leading the HR team, managing workforce planning and budgets, working with the works council and executive team, and making ongoing people decisions. The focus is on leadership and implementation rather than external consulting.
How is this different from an HR Business Partner? +
HR leadership carries leadership, budget and results responsibility for the entire HR function. An HR Business Partner works strategically and consultatively at the interface to individual business units without overall accountability.
Why do you provide this service exclusively through interim management? +
Leadership responsibility requires managerial authority and a clear mandate in relation to the team, employee representatives and the executive team. An independent interim mandate provides the appropriate framework for this role.
How quickly can you start? +
Often within days, and generally within a few weeks of the initial consultation and profile alignment. Our interim managers are usually available at short notice — a decisive advantage when a vacancy arises unexpectedly.
How long does such a mandate usually last? +
It depends on the reason: parental leave cover is plannable; a succession search typically takes several months. The mandate runs project-based without a defined maximum duration.
What does interim HR leadership cost? +
Costs depend on scope, duration and seniority level. Offset that against the cost of an unfilled leadership role. After the intro call you receive a transparent estimate — no hidden items.
Do you also support the search for permanent succession? +
Yes. The interim HR leader can sharpen the role profile and support the selection process — via our recruiting or together with your existing partner.
What happens when the mandate ends? +
The mandate concludes with a structured handover, including documented topics, outstanding decisions and knowledge transfer to the permanent successor. It ends with a clearly defined, handover-ready status rather than an abrupt break.
How do you ensure data protection for sensitive HR topics? +
Personal data is processed only for defined purposes, limited to what is necessary and documented in accordance with the GDPR. We avoid unnecessary copies and apply clear retention periods.
Leadership alone is rarely enough
Many HR leadership mandates touch neighboring topics — continue here.