Många bolag känner igen situationen: man behöver HR-kompetens, men inte på heltid. Antingen för att man befinner sig i en fas där volymen inte motiverar en fast tjänst, eller för att ett specifikt behov har uppstått – en rekryteringsprocess, en omorganisation, en vakans som måste täckas.
Då är interim HR ett alternativ värt att känna till.
Vad interim HR innebär
An interim HR consultant joins an organization for a defined period and takes operational responsibility — not just advisory but hands-on delivery. That may mean leading recruitment processes, building HR structure, supporting change processes, or managing the salary review cycle.
The difference from a standard consulting engagement is the degree of integration. An interim consultant is not an external adviser who comes and goes — they work from within the organization, often closely with leadership.
When does it fit?
When the HR manager is on sick leave, parental leave, or has left and someone is needed who can step in immediately.
When the company is growing quickly and needs to build an HR structure but is not yet ready to hire a full-time HR manager.
When a specific process — such as a larger recruitment campaign or a reorganization — requires dedicated expertise over a defined period.
What to expect
A good interim HR consultant delivers quickly and requires minimal introduction. They are accustomed to stepping into unfamiliar organizations and rapidly gaining an understanding of the culture, structure, and priorities.
Clarity about the assignment — what is to be delivered, within what timeframe, and with what mandate — is critical to making it work well. It is worth investing time in that conversation before the assignment begins.
If you have thoughts, questions, or simply want to talk something through — feel free to get in touch. I am happy to have an initial conversation with no agenda.
Right person. Right place. Everything changes.