When an HR role suddenly opens up or a period calls for temporary reinforcement, interim HR helps keep things on track without disruption. It is a flexible solution that ensures the continuity of your activities for as long as needed, without a permanent hire. Here is what interim HR involves, when to use it and how to get the most out of it.
What is interim HR?
Interim HR means temporarily entrusting a human resources role to an external professional who joins your team and ensures continuity of operations. Unlike a consulting mandate focused on a specific project or deliverable, interim aims to hold a position day to day for a set period: managing current files, maintaining processes and supporting managers as a person in the role would.
When to use interim HR?
Several situations call for it:
- an extended absence, such as a parental leave or illness;
- the sudden departure of a key HR person, the time it takes to recruit a replacement;
- a peak period or a temporary workload surge;
- a restructuring or transition that calls for steady support;
- a period of rapid growth to accompany before structuring the function;
- a hiring freeze that rules out a permanent position but leaves a real need;
- the absence of a full-time HR role, filled by a part-time HR role.
In an SME, interim can even take the form of an HR leadership role held occasionally, the time it takes to stabilize the organization.
How an interim HR mandate works
An interim mandate generally starts quickly, since the need is often immediate. The person joins the team, takes the files in hand and ensures continuity for the agreed period. At the end of the mandate, a careful handover passes the information to the person resuming the role or to the new hire, so nothing is lost. The duration can range from a few weeks to several months, depending on the situation.
Interim, consulting or hiring: telling them apart
Interim differs from a consulting mandate, which targets a project with a defined scope, and from a permanent hire, which meets a lasting need. You choose interim when a role must be held day to day, for a limited period, without a long-term commitment. To sort through these formulas, see our complete guide to HR consulting.
The benefits of interim HR
Interim offers several benefits: the continuity of your HR operations without interruption, immediately operational expertise, great flexibility on duration and scope, and the absence of the commitments tied to a permanent position. It is a way to get through a delicate period while maintaining a high level of quality in people management.
How to make an interim mandate a success
A few reflexes make success easier: clearly define the scope of the role, give quick access to tools and information, introduce the person to the teams as a full temporary member, and plan the end-of-mandate handover from the start. The better the framework is set, the smoother the integration.
Interim HR at Leduc HR
At Leduc HR, our interim HR services let you quickly add an experienced resource to your teams, during an absence, a transition or a project. Our consultants integrate quickly and ensure continuity, with a focus on leaving you a solid organization. Talk with an expert about your need.
Frequently asked questions
What is the difference between interim HR and HR consulting?
Interim means temporarily holding a role day to day to ensure continuity. Consulting targets a project or advisory mandate with a defined scope and a specific deliverable.
How long does an interim HR mandate last?
From a few weeks to several months, depending on the situation: the time of an absence, a transition or the recruitment of a permanent position.
Is interim HR suitable for SMEs?
Yes. An SME can fill a one-off HR need or a part-time role without creating a permanent position, while keeping professional management.
What happens at the end of the mandate?
A careful handover passes the files and information to the person resuming the role or to the new hire, ensuring a transition without loss.
