Making a senior hire in any part of your organisation is a big strategic decision, and there are many factors at play when it comes to hiring your most senior HR employee.
Is it because your organisation is growing, or because you want to consider a merger or acquisition with all the related complexities of bringing two employee groups together? Maybe your previous HR Director or people lead is leaving, and you want to re-evaluate how HR is working before committing to another permanent post. Or maybe you’ve never had senior HR in your organisation, and you need the skill and expertise of an HR Director for a defined period of time to show the opportunity and value HR can bring.
In all those cases, choosing to hire an Interim HR Director or senior people lead has multiple benefits for an organisation.
Immediate support and expertise
One of the main advantages of hiring an interim HR Director is that they can provide immediate support and expertise. This is particularly important when a company is going through a transition or experiencing a sudden change, such as a merger or acquisition. An interim HR director can step in and provide guidance and support to the organisation, ensuring that critical HR functions are not disrupted and the complexity of bringing different organisational cultures together is prioritised.
Cost-effective solution
Hiring a permanent HR Director may be the right option for the future, so in the meantime opting for an interim gives you the time and space to make the right hiring decision. Incorporating the judgement of your interim HR Director into the interviewing process will also give you extra depth of assessment to ensure your permanent position is offered to exactly the right candidate.
Objective perspective
An Interim HR Director can provide an objective perspective on the organisation’s HR functions. They are not influenced by the company’s culture or politics, and can provide unbiased feedback on processes and policies. This can be particularly valuable in identifying areas for improvement and recommending changes that can enhance the company’s HR practices.
Flexibility
An Interim HR Director can be engaged on a short-term or long-term basis, depending on the company’s needs. This flexibility allows the company to adapt to changing circumstances, such as a sudden increase in workload or a shift in priorities.
Knowledge and experience
Interim HR Directors, particularly those who specialise in interim assignments, have knowledge and experience in a wide range of industries, company sizes and organisations priorities. This expertise can be invaluable in providing guidance and support to the organisation as they are likely to have the strong commercial and project-management abilities needed to achieve objectives in a short time frame.
Seamless transition
When a permanent HR Director leaves the company, there can be a gap in leadership and a potential disruption to the HR function. Hiring an Interim HR Director can help ensure a seamless transition. They can step in and provide continuity to the HR function, ensuring that critical functions continue without interruption.
In conclusion, hiring an interim HR Director isn’t about hedging your bets about HR. There are points in the lifecycle of a company when it is the right strategic option to achieve the best outcome for both your organisation and your employees.
Talk to us about Interim HR Leadership and let us help find the ideal interim support for you.
Contact Eithne Sanders on eithne.sanders@waddingtonbrown.co.uk