Mandate 01
Acting HR leadership
We take over HR leadership during a vacancy, a longer absence or an ongoing search. Executive-capable, with decision authority within a defined scope and reporting to the executive board.
HRM mandate field
HRM ad interim in Switzerland
We take over HR leadership on a temporary basis when the function has to hold now. Executive-capable, with decision authority within a defined scope.
Starting point
When the function has to hold now.
A vacant HR leadership costs momentum every day: stalled decisions, unsettled teams, halted projects. We fill the role with a senior profile that leads from day one rather than first settling in.
Whether a vacancy, a longer absence, a restructuring or an HR project without an owner: we bring experience and outside distance, take the necessary decisions and hand over cleanly to your permanent successor at the end of the mandate.
Mandate types
Four ways we fill HR on a temporary basis.
Mandate 02
HR through phases of change
Restructuring, carve-out, site relocation, cultural change. We run the sensitive HR processes with experience and distance, from social-plan logic to communication with the workforce.
Mandate 03
HR project management
HRIS rollout, talent and performance processes, compensation review, employer branding. A clearly defined mandate, a measurable target picture, a documented handover to the line.
Mandate 04
HR maturity and audit
A structured assessment of your HR organisation. Gaps, risks, priorities and an actionable roadmap. In six to eight weeks, without sugar-coating.
Starting point
When an HRM interim mandate makes sense
- HR leadership is unexpectedly vacant and finding a successor takes time.
- A transformation needs an experienced hand not entangled in the organisation.
- An HR project lacks clear leadership and has to be brought to a close.
- Before a permanent hire you want to know how mature your HR organisation really is.
Scope
What the mandate includes
- Operational leadership of the HR function from day one, within the agreed decision scope.
- Weekly cadence and transparent reporting to the executive board or board of directors.
- Stakeholder mapping and involvement of the key roles.
- A documented handover to the permanent successor at the end of the mandate.
Frequent questions
HRM ad interim, briefly explained.
How quickly is interim HR leadership available?
First conversation within 48 hours, mandate start usually within two weeks of signing. Faster for urgent vacancies when a profile is available internally.
Does the interim HR leadership lead with decision authority?
Yes. The decision scope is set in the mandate contract. Within that scope the interim leadership acts independently and reports to the executive board or board of directors.
How does this differ from adinterimhr.ch?
adinterimmanagement.ch fills HR mandates at executive and line level. For classic HR business partner and HR operations mandates, see the sister brand adinterimhr.ch. Both belong to HRIT.ch GmbH.
Do you handle payroll?
No. Pure payroll processing is not our business. We recommend fiduciary firms and payroll software providers and are glad to refer you. On request we guide the selection of a payroll partner and define the interface between HR, finance and the payroll office.
Next step
Describe the situation. We tell you whether we fit.
First conversation within 48 hours, confidential and with no obligation.
Looking for a classic HR business partner or HR operations mandate? That is covered by our sister brand adinterimhr.ch.