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Interim Head of Human Resources (CHRO)

An interim HR manager (CHRO) comes into play precisely when companies face challenges that require swift, well-informed, and targeted action. Whether it's the sudden departure of an HR executive, a planned restructuring, integration processes following an M&A, or a profound shift in corporate culture – the interim HR manager brings fresh perspectives, extensive experience, and a pragmatic approach.

Since 2003, we have been supporting companies in critical phases with reliable interim HR solutions on equal terms. Our interim HR managers come from practical experience, have a strong consulting background, think entrepreneurially, and act in a solution-oriented manner – with an eye for what is achievable.

Unlike traditional recruitment agencies, we work with a stable, well-established team of experienced top HR executives who have proven their worth over many years. This team stands for continuity, quality, and trust. Our interim managers are not short-term lone wolves – they are part of a robust team of experts who not only identify challenges but also tackle them together.

The interim HR manager ensures the seamless continuation of the HR strategy, structured solutions to complex challenges, and a strengthened team resilience. With a clear focus on the essentials, he quickly brings order to chaos – laying the foundation for a future-proof, motivated workforce.

Our customers trust us because we deliver on our promises: For over 20 years. Fast. Reliable. Effective.

Your contact at IQX:

Reinhold Trummer

+43 676 677 30 85
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Are you looking for an interim HR manager?

An interim HR manager is needed when companies face personnel challenges that require swift decisions and experienced leadership. Whether it's a sudden change in management, a comprehensive restructuring, or the urgent need to resolve a pressing crisis – there are times when pressure mounts and a new course must be set. When the HR department is in the midst of a change process, be it through an acquisition, the merging of departments, or adaptation to new legal requirements, an interim HR manager provides the necessary stability and direction. They bring not only sound expertise but also the necessary objectivity to assess the situation impartially and initiate targeted measures.

In times of change, an interim HR manager is the ideal solution for making crucial decisions quickly and ensuring the strategic direction of the HR department. When the world of work changes, the workforce needs to adapt to new conditions, or new talent is required in key positions, the interim manager bridges the gap between management demands and employee needs. They can act swiftly, streamline processes, and simultaneously ensure the company is perceived as an attractive employer. Their ability to build trust, improve structures, and move forward with a clear focus helps eliminate uncertainty and stabilize the entire organization.

Especially in challenging situations, an interim HR manager brings the calm and composure needed to maintain perspective and set the right priorities. They identify weaknesses, develop pragmatic solutions, and ensure that everyone involved is working towards the same goal. Their experience allows them to maintain balance even in complex negotiations and difficult conversations, finding solutions that are sustainable in the long term. They bring teams together, ensure clear communication, and thus lay the foundation for a culture of trust and collaboration.

An interim HR manager is not just a crisis manager, but also a bridge-builder who strengthens the company's values ​​and culture. In times of uncertainty, they bring the necessary clarity and decisiveness to guide the company safely through change while simultaneously setting the course for a successful future. Whether it's about realigning the HR strategy, implementing change processes, or ensuring compliance – an interim HR manager is precisely what's needed when experience, flexibility, and a cool head are required.

Main tasks of an interim HR manager

Stabilization of the HR department

When unrest or uncertainty prevails in the HR department, whether due to a change in leadership or unexpected events, the interim HR manager provides stability. They establish clear structures, provide the necessary resources, and get the teams back on track. Their focus is on finding rapid solutions that ensure smooth day-to-day operations and restore the department's efficiency.

Strategic realignment and change management

In times of upheaval, his role is to realign the HR strategy and actively shape change processes. Whether it involves restructuring, a merger, or adapting to new market conditions, he develops clear roadmaps together with management and ensures their consistent implementation. He also makes sure that employees are involved and perceive the change as an opportunity.

Optimization of HR processes

The interim HR manager brings fresh impetus to established processes. They critically examine existing procedures, identify areas for improvement, and set new standards for efficiency and transparency. This can include the introduction of modern HR technologies, the improvement of recruiting processes, or the streamlining of administrative procedures. Their goal is to make HR work future-proof and agile.

Strengthening employee retention and development

A key priority for the interim HR manager is to foster employee motivation and satisfaction. He develops employee retention strategies and implements targeted training and development programs. Through his initiatives, he creates an environment where talent is recognized and nurtured, thereby strengthening the company culture sustainably.

Required social skills of an interim HR manager

Empathy and empathy

An interim HR manager often finds themselves in situations of uncertainty – whether after a change in leadership, during restructuring, or in the event of layoffs. Empathy is indispensable in these situations. They must be able to understand the concerns and anxieties of employees and their perspectives. This empathy helps them build trust, foster open communication, and defuse tensions. By doing so, they create a climate in which employees feel heard and supported, even in turbulent times, ultimately improving collaboration and strengthening cohesion within the company.

Communication skills

An interim HR manager must be a skilled communicator who can find the right words to guide the workforce through challenging times. They must be able to deliver clear, honest, and transparent messages that address employee anxieties while also conveying the company's strategic goals. The ability to listen, actively engage with feedback, and communicate effectively at various levels—whether with senior management or in informal hallway conversations—is crucial. Strong communication fosters understanding, reduces resistance, and ensures that everyone involved is on the same page and focused on shared objectives.

Conflict resolution skills

The role of an interim HR manager demands a high degree of flexibility and adaptability. Since they often find themselves in new, challenging situations at short notice, they must be able to quickly assess the situation, evaluate processes, and initiate appropriate measures. They must be able to adapt to different corporate cultures, teams, and management levels, and adjust their strategies as needed. This flexibility helps them to act efficiently and effectively, even when the framework is unclear or the objectives are changing.

Conflict resolution skills

Conflicts are inevitable, especially during times of change. An interim HR manager must be skilled at managing tensions and disagreements. They understand how to identify conflicts early, analyze their causes, and find constructive solutions through moderation and mediation. In doing so, they act as a neutral facilitator, always focusing on a fair and sustainable solution. Their ability to remain calm even in heated discussions and to involve all parties contributes to maintaining a harmonious work environment and fostering team spirit.

Building trust and networking

A successful interim HR manager understands the importance of trust and a strong network. They must quickly build relationships and establish themselves as a reliable partner whom both employees and management can depend on. Through their networks, both internal and external, they can rapidly gather relevant information, mobilize new resources, and initiate the necessary steps. Their ability to gain and maintain trust makes them an indispensable player who not only creates solutions but also fosters stronger team cohesion.

Leadership skills and assertiveness

An interim HR manager must be able to act as a leader who provides security and direction. They should act clearly and decisively, even when the decisions are difficult. Assertiveness is essential to consistently drive necessary changes and overcome resistance. At the same time, they must demonstrate leadership by setting a good example, fostering a positive company culture, and motivating employees to contribute, even in challenging times. Their strength lies in being both tenacious and diplomatic to achieve the best possible results for the company.

Why an interim HR manager from IQX?

We know: Consulting often ends where the actual change begins. That's exactly why we do more than just make smart recommendations - we take responsibility and implement them. From our many years of experience as management consultants, we know the challenges that companies face when it comes to not only developing strategies, but also successfully implementing them.

This is where our unique approach comes in: We not only offer in-depth analyses and tailored concepts, but also support you as interim HR managers throughout the implementation process. As part of your team, we work directly within your company, assume operational responsibility, and ensure that changes truly take effect.

Our advantage? We already know your business from an in-depth analysis, know the details and have an unbiased view of the existing structures. This enables us to act faster and more targeted. While other interim managers still have to understand the context, we are already in the middle of the action - with the knowledge of a consultant and the determination of a manager.

Our combination of consulting expertise and operational leadership ensures that we don't just talk, but act. We create clarity, provide guidance and get things moving while at the same time setting the course for long-term success. The end result is a company that is not only more stable, but also emerges stronger from the change.