Quick access to the right leadership
Swiss Interim Management is providing tailored interim solutions – fast, reliably, and with proven expertise. For your HR challenges, we identify leaders who excel both professionally and personally. Throughout the entire mandate, we support you closely – from defining your needs to successful implementation.
Do you have any further questions? Contact our Team directly.
Leading Provider for
2–3 candidates
shortlisted within
Proposed Interim
Managers hired
17
years
5
days
96
%
Why Choose Our Services
1
Experience and Competence
Our HR-Interim Managers bring a broad range of skills and extensive experience, enabling them to tackle challenges more effectively and routinely.
2
Objectivity and Independence
Our HR Interim Managers are external experts who bring a fresh, outside perspective and thereby support objective and well-considered decision-making.
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3
Flexibility and Cost Efficiency
Our Interim Managers are hired only for the duration of the project, which reduces costs and allows for flexible adjustment to your company’s needs.
4
Quick Availability
Our interim managers can usually be ready to start within a very short time frame (often within a week), allowing your company to respond quickly to changes or crises.
Finding the right
HR Interim Manager or CHRO
Finding the perfect match between company and Interim Manager is crucial. For us, this process is a central aspect of our services - precise, individual, and targeted.
100 + Companys place their trust in us
We have already successfully supported over 100 companies in their search for the best interim managers – for example in digital transformation, operations management, supply chain leadership, and Marketing interim management.
What does an HR Interim Manager do?
HR Interim Managers are crucial in staffing key HR roles temporarily to address urgent needs or lead strategic initiatives. These professionals may serve as interim HR directors, personnel managers, or heads of personnel development, distinguished by their immediate availability and adaptability.
Their expertise spans HR strategy, talent management, employee retention, and organizational development, providing an unbiased perspective that enriches your company’s approach. They oversee project implementations, manage HR teams, handle recruitment processes, and maintain everyday HR operations.
Additionally, they are vital in crafting and leading training initiatives, advising on HR and labor law issues, and collaborating closely with top management. Their responsibilities include refining People & Culture guidelines, addressing HR concerns, resolving conflicts, and shaping personnel development strategies.
Deploying an HR Interim Manager offers a nimble, economical solution for day-to-day operations and strategic challenges.
Flexible Solutions for Short- and Long-Term Challenges
Whether it’s a long-term project or the short-term takeover of daily operations, Swiss Interim Management provides the right HR specialists and executives quickly and efficiently, delivering measurable results in no time. Companies benefit from a flexible and cost-effective solution, as interim professionals are only paid for the duration of their assignment, eliminating long-term commitments for the company.
1
Responsibilities of an HR Interim Manager
Matching the right HR Interim Manager with your company is essential. Our approach is thorough, personalized, and goal-directed, focusing on the increasing demands within HR departments. An adept HR Interim Manager can effectively support your needs in the following areas:
1
Interim CHRO & HR Leadership
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Acting as interim CHRO, HR Director, or Global HRBP during transitions or crises.
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Steering the HR function through periods of change, growth, or restructuring.
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Advising CEOs and boards on people strategy, risk, and succession planning.
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Leading crossfunctional HR teams in multicountry environments.
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Maintaining HR operations and leadership continuity during executive gaps.
3
M&A, CarveOuts & Workforce Integration
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Leading HR due diligence, workforce risk assessment, and integration planning.
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Harmonizing employment terms, compensation frameworks, and benefits postdeal.
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Managing workforce transfers, legal entity alignment, and organizational redesign.
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Supporting TSA exit, Day 1/Day 100 HR readiness, and stakeholder communication.
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Navigating labour law complexities across regions.
5
HR Technology, Data & Digitalization
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Implementing or upgrading HRIS (SAP SuccessFactors, Workday, Oracle, etc.).
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Automating workflows in recruitment, onboarding, payroll, and performance cycles.
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Improving selfservice capabilities and manager enablement tools.
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Supporting People Analytics, dashboards, and predictive talent insights.
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Acting as business lead or Product Owner in HR Tech programs.
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Total Rewards, Compensation & Benefits
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Reviewing and redesigning compensation strategy aligned with business goals.
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Overseeing payroll consolidation, equity schemes, and global mobility policies.
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Managing compensation and benefits harmonization postM&A or geographic expansion.
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Conducting benchmarking, salary reviews, and costeffectiveness analysis.
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Ensuring compliance with labour, tax, and regulatory requirements.
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HR Strategy & Transformation
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Designing and executing global HR transformation programs.
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Aligning people strategy with evolving business models and growth goals.
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Leading cultural change initiatives tied to M&A, digitalization, or restructuring.
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Embedding DEI, wellbeing, and sustainability into workforce strategy.
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Establishing HR metrics, dashboards, and datadriven decision frameworks.
4
Talent Acquisition & Employer Branding
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Leading largescale hiring rampups or restructuringrelated redeployment.
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Overseeing executive search, talent mapping, and pipeline building.
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Modernizing recruitment through AI, ATS platforms, and data insights.
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Enhancing employer branding, EVP, and candidate experience.
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Managing outsourced RPO or internal TA transformation initiatives.
6
Organizational Design & Operating Model Redefinition
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Redesigning organizational structures to support strategic shifts.
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Building or realigning HR operating models (e.g., Centers of Excellence, shared services, HRBPs).
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Supporting role clarity, and governance model improvements.
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Managing leadership transitions and succession planning.
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Advising on hybrid work and workforce planning strategies.
8
Employee Relations, Legal & Compliance
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Resolving complex labour disputes, grievances, and misconduct cases.
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Ensuring HR compliance with labour law, GDPR, and local regulations.
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Supporting union negotiations, works councils, and stakeholder engagement.
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Managing disciplinary frameworks, investigations, and whistleblower protocols.
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Acting as escalation point for critical employeerelations topics during sensitive periods.
Interim Management – All the Answers to Your Questions
Why choose Swiss Interim Management
We understand that each project is unique, calling for extensive experience, expertise, and adaptability. Here’s why we stand out:
Personal Touch
Our emphasis on personal interaction with clients and candidates is crucial. We listen attentively, understand your unique needs, and deliver tailored solutions.
Engagement
We believe that success is the product of consistent, proactive engagement.
Independence
Our commitment is to provide unbiased, objective advice, focusing solely on your interests to secure the best possible outcomes.
Proactivity
We anticipate challenges, take preemptive actions, and actively craft solutions to propel your company forward.
Persistence
Leveraging our extensive experience and unwavering dedication, we ensure reliable and enduring solutions that contribute significantly to the long-term success of your organization.
Forward-Thinking
We uphold responsible action as the cornerstone of long-term success, positively influencing not just businesses but also the wider society.
Icons: The Noun Project, credits to: factor, webtechops, warhammer, wbcreative, supeni, bejoun
