What we take on for you
We take the lead rather than simply providing support. Together, we define the scope of the mandate - from target structures and negotiations with employee representatives to full operational implementation.
From a single restructuring project to overall responsibility for the HR workstream of your transformation - we provide the right level of support.
Book an initial callWhether you need support for individual measures or full responsibility for the transformation - we provide the right level of expertise.
Develop the target structure, workforce plans and role design, and determine staffing requirements for each unit.
Plan workforce reductions, transfers and contractual changes, and define packages of measures and timelines.
Prepare and lead negotiations with works councils and employee representatives, including reconciliation of interests, social plans and works agreements.
Prepare separation talks, train managers, steer termination processes and transfer companies.
Develop messages, formats and communication cascades for leaders and employees in coordination with communications and legal teams.
Integrate HR processes, systems, compensation frameworks and cultures following a merger or acquisition.
Rebuild the HR organization, streamline processes, adapt the system landscape to the new structure.
Manage and report on measures, milestones, costs and risks across the HR workstream of the transformation programme.
A focused model for leading transformation
Transformation and restructuring require a clear mandate, independence and the authority to act. We therefore provide this support exclusively through HR interim management - not through ANÜ (temporary staffing under German law) or a service contract.
Responsibility for transformation under an interim mandate
Why interim only?
Permanent employees must continue working within the relationships that the process may place under strain. A fixed-term mandate supports both effective implementation during the change and constructive collaboration afterwards.
That is why we do not offer transformation and restructuring through ANÜ (temporary staffing under German law): this work requires a clear mandate, independence from the organization and the authority to implement decisions even when there is resistance.
Responsibility for transformation under an interim mandate
Measurable results from a transformation mandate
Change delivers tangible results. These figures show what you can expect from our transformation and restructuring support.
Book an intro callTime from initial request to start of mandate
Renewal rate in transformation mandates
Average mandate duration through to handover
Average experience of our interim managers
Companies that trust us
Frequently asked questions
What does an interim manager actually do in transformation and restructuring? +
The interim manager takes responsibility for the people side of the change initiative: defining the target structure, planning measures, leading negotiations with employee representatives, managing implementation and guiding leaders through the process. The focus is on delivery rather than reports and concept papers.
Why do you provide this service exclusively through interim management? +
Transformation requires a clear mandate and independence from the organization. Permanent employees must continue working within the relationships that the process may place under strain. A fixed-term mandate supports both effective implementation during the process and constructive collaboration afterwards.
At what company size does an interim mandate become worthwhile? +
The nature of the initiative matters more than company size. When workforce measures require co-determination or affect several sites, legal entities or systems, the coordination involved can quickly exceed the capacity of day-to-day operations.
Do you also handle negotiations with the works council? +
Yes, within the mandate: preparation, negotiation leadership and documentation for reconciliation of interests, social plan and works agreements. The employment-law assessment stays with your legal counsel - we work closely with them.
How quickly can you start? +
Often within a few days, and generally within a few weeks of the initial consultation and profile alignment. Our interim managers are usually available at short notice, which is a decisive advantage over permanent recruitment in urgent situations.
What does a transformation mandate cost? +
Costs depend on scope, duration and seniority. After the intro call you receive a transparent estimate - no hidden items.
What happens when the mandate ends? +
The mandate concludes with a structured handover, including documented measures, outstanding items and knowledge transfer to an internal successor or HR leadership. It ends with a clearly defined, handover-ready status rather than an abrupt stop.
How do you ensure data protection for sensitive people 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, particularly for lists relating to workforce measures and selection decisions.
Transformation does not end with the decision
Many transformation mandates touch neighboring topics - continue here.