Guide · HR / organisation

Interim HR and interim CHRO: when an organisation needs reliable leadership during change

When the HR Director leaves or the organisation is changing, reliable people leadership is needed quickly. An interim CHRO keeps HR work moving and bridges the gap between uncertainty and a new structure.

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A brief explanation

What are interim HR and interim CHRO?

Interim HR means an experienced HR leader steps in for a defined period and takes responsibility for the organisation and its people.

It is used when the HR Director leaves, during transformation, downsizing, integration, or growth – or when the organisation needs strategic HR leadership, not just capacity. The goal is calm, direction, and confidence for the organisation while a lasting solution is put in place.

Why it is urgent

What is at stake when HR leadership is missing

Decision-making stalls

Initiatives are delayed and momentum is lost.

Uncertainty spreads

Uncertainty spreads throughout the organisation.

A rushed hire

Time pressure increases the risk of poor decisions.

Loss of external value

Customers, partners, and the market notice the instability.

Typical scenarios

When is interim HR the right choice?

The HR Director leaves

The role becomes vacant before a replacement is in place.

Transformation and downsizing

Demanding processes that need reliable leadership.

Post-acquisition integration

Cultures and structures need to be brought together.

Growth

HR needs to professionalise as the company grows.

Strategic HR needs

More than capacity – direction and expertise.

Bridge to a permanent solution

Calm and structure while the search is underway.

The right solution

When is each solution the right choice?

Interim

When interim management is the right choice

The role is vacant now and operations need to be secured immediately. An experienced interim leader takes responsibility from day one while the lasting solution is determined.

Read about interim management →

Executive Search

When executive search is the right choice

A permanent successor needs to be appointed, and the right match is critical. A thorough, confidential process without time pressure.

Read about search →

Board

When the board needs to act

Preparedness, control, and succession planning are the board’s responsibility. The board should ensure a plan is in place before the situation becomes urgent.

Read about the board →

Frequently asked questions

What leaders and boards ask about

What is the difference between interim HR and interim CHRO?

CHRO refers to HR leadership at executive level; interim HR can also cover other HR management roles. We tailor the level to the need and the size of the organisation.

Do we need strategic HR leadership or just capacity?

If the aim is to keep operations running, capacity may be enough. During change, strategic HR leadership is often needed to set direction and build structure.

How quickly can an interim CHRO be in place?

We present candidates within 48 hours, thanks to a large pool of experienced HR leaders.

What happens if we want to hire a permanent HR Director afterward?

We then move on to an executive search. The interim period often provides valuable insight into what the role actually requires, strengthening the permanent recruitment process.

Does the organisation need reliable HR leadership during change?

Assess the situation confidentially with us. We recommend the right approach – interim management, search, a board solution, or a combination.

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