HR responsibility,
on an interim basis.
When you're short on HR capacity, we step in. As interim managers in line leadership, in HR administration, in talent management or in organisational development. Clear role, clear end, documented handover.
- Swiss law
- 3 / 6 / 12 months
- Onsite or remote
- DE / EN
- Acting HR lead6 months
- HR administration bridge4 months
- Build a talent programme9 months
- Culture and OD support12 months
Four types of mandate in HR leadership.
We take on HR responsibility on an interim basis, with a clearly defined role and a clean handover at the end.
Acting HR lead
Full line responsibility with reporting to the executive board, strategic steering and leadership of the HR team.
HR business partner on demand
Operational and strategic support for individual business units when the permanent HRBP position needs to be bridged.
HR project leadership
Classic project leadership with a brief, scope, deliverables and handover. From an HRIS migration to culture work.
Team lead cover
Leading an HR team or sub-team until the permanent person takes over. With coaching of the successor built in.
Which HR leadership position do you need to bridge?
Briefly describe the situation to us. On business days we reply within 24 hours with an assessment of fit and our availability.
Day-to-day operations that simply run.
HR administration is the invisible layer nobody thinks about until it tears. We take it on as an interim assignment, centralise templates, automate routines and introduce self-service, so your people don't have to queue in the HR lobby for every change-of-contract request.
We deliberately leave payroll processing itself to specialists, but we stay active at the interface.
- HR administration and master-data maintenance
- Contracts, contract amendments, supplementary agreements
- Working time, holiday and absence management
- Certificates and references
- Withholding-tax registrations and permit processing
- Self-service rollout and user support
- Interface to the payroll office and the fiduciary
Develop talent, don't just administer it.
Talent management often has many building blocks and little impact. We build it so that it produces a decision, not yet another dashboard.
Talent reviews and succession planning
Structured talent reviews with leadership. Perception becomes decision, and decision becomes action.
Career paths and competency models
Clear paths for specialist and leadership tracks, competency models as the basis for recruiting, development and compensation.
Leadership programmes
Curriculum for new and experienced leaders. A mix of modules, sparring and 1:1 coaching.
Compensation and benefits strategy
Market-aligned compensation with clear logic. Bonus, equity and benefits properly tuned to one another.
Structure and culture are two sides of the same coin.
We support organisational development and culture work as an interim or project mandate. With methods that actually change how people work day to day.
Organisational development
Structures, roles and responsibilities cut so that growth doesn't turn into chaos and standstill doesn't turn into rigidity.
Company culture
Culture takes effect in everyday work. We help leaders translate values into daily decisions, rather than printing them on posters.
Change and transformation
Change with people, not over their heads. Support for restructurings, mergers and new working models.
Employee survey and pulse
Methodically sound, anonymity guaranteed, results on day one, clear measures on day thirty.
Is your organisation facing a change?
A fresh, neutral outside view helps especially in delicate phases. Let's talk for 30 minutes, no obligation.
When interim fits.
Maternity, illness, sabbatical
An important HR person is out and the mandate has to be bridged. We take over for a defined period, cleanly documented.
New organisation, new function
HR is being newly built, a function newly defined. We take on the build-up phase and hand over to the permanent person.
Special task or transformation
An HR project is time-limited and line capacity is missing. We lead operationally, deliver results and document the status.
Sensitive phase, neutral head
In a difficult phase HR needs an external, unencumbered head. We are the bridge and conduct delicate conversations professionally.
Four steps, no learning curve at your expense.
- 01 · REQUEST24h first response
You briefly describe the gap and the timeframe. On business days we reply within 24 hours.
- 02 · SCOPE CALLClarify the need
A 60-minute call, no sales pitch. We check fit and availability and say honestly if we're not the right ones.
- 03 · STARTOn board in days
If it's a fit, the mandate starts within a few days. Clear role description, documented handover.
- 04 · HANDOVERClean closure
At the end we hand over to the permanent person or the next phase, with a documented status and open items.
Which HR position do you need to bridge?
Fill in the form and we'll get back to you within 24 hours on business days with an honest assessment and next steps.