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Interim Mangement
Benefits of using an interim manager?
Disadvantages in the assignment of an interim manager?
Compensation of the Interim Manager
Typical tasks / Which specific problems can be solved by us?
Recruitment process improvement
In our mind, this is specifically the improvement of skills, knowledge and practices in the area of recruitment and selection of candidates for vacant positions in the company.
Effective recruitment is critical to a company's success, ensuring that qualified and competent employees are hired who can contribute to the company's success. This includes
setting up effective and efficient processes and methods to ensure that the company identifies and hires the best candidates for open job opportunities.
- Identifying and assessing the company's business requirements precisely.
- Digitization of job descriptions and job profiles
- Selection of the most successful recruitment channels and methods
- Identification and assessment of the company's business requirements
- Measurable implementation of structured recruitment methods
- Establishment of quality standards and monitoring of performance and results
- Leveraging of technology and automation of processes such as application management, screening and interview planning to improve efficiency.
In our understanding, this is specifically the improvement of skills, knowledge and procedures in the area of recruitment and selection of candidates for vacant positions in the company.
Restructuring
Restructuring is the process of reorganizing your company with a focus on involving all employees to improve efficiency, reduce costs and align the perspective with the modernized business model. This could include changes to the management structure, operations, business processes, products and services offered but always with the mandatory involvement of the employees and the HR management related to them. We support the process with professional expertise not from the labor law services, but more in terms of implementation in dialog with the organization and the people for an efficient execution.
Transformation
Transformation is the change of traditional people management to a modern and service-oriented work culture in the HR department, adapting it to the requirements of the ever-changing work environment and world of work. Flexibility, innovation and high adaptability should replace the traditional human resources administration. Nowadays, it is about motivating the organization as well as the employees to change consistently, acquiring new employees and retaining them in the long term with excellent service by developing employees according to their skills, interests and needs. However, this includes, first of all, a greater use of technology
Covering Leadership Challenges
The origin of interim management is the use of an experienced executive on a temporary basis. As an operational human resources manager, director of human resources or member of the executive board, we take responsibility for an important leadership position in your company to cover a vacancy and ensure that the company continues to function smoothly until a permanent solution is found. Interim managers often bring a very diverse set of skills and experience, based on previous leadership positions, to quickly and effectively address an urgent business crisis or day-to-day business challenges.
Support in special projects
This relates to a wide range of activities within your HR organization. For example, the implementation of a new human capital management (HCM) system, the transition to a new compensation model, the execution of various recruiting campaigns, or the launch of an executive development program. In such projects, people in charge of personnel have to perform a variety of tasks at a high level in direct cooperation with the HR department,rather than simply "administering" a project. Professional, controlled project management involves experienced service provider management, monitoring of deadlines, monitoring of budgets, coordination of internal and external resources, and communication. We do not position ourselves as an external Project Management Office (PMO), but rather empower your own human resources organization to be progressively responsible for projects in addition to the operational " craziness".
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