Executive search
HR Professionals
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters starts with the work behind this request: HR work divides into general support, specific disciplines and data. An interim HR manager runs the function and advises leaders.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
You have a business to run.
Hiring a senior person yourself takes time you do not have. Here is what we hear from owners and hiring managers every week.
Not sure if you need interim or fractional? Use the decision helper
- The seat is open and the work is piling up on you.
- A job posting brings in hundreds of resumes and none of them have done the job.
- You do not have weeks to screen, chase and schedule.
- You need to know the person can do it before they start, not after.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
HR Professionals titles we fill
Titles with a page link through to it. The rest are titles we also fill; choose one and we pass it to the form with your request.
- Interim HR ManagerSpecialist search for Interim HR Manager. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Contract HR GeneralistSpecialist search for Contract HR Generalist. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Contract HR CoordinatorEngage a Contract HR Coordinator to manage essential administrative workflows, benefit records, and compliance documentation for your organization.
- HR CoordinatorEngage a Contract HR Coordinator to manage essential administrative workflows, benefit records, and compliance documentation for your organization.
- Contract Employee Relations InvestigatorSpecialist search for Contract Employee Relations Investigator. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Contract Benefits SpecialistFind a Contract Benefits Specialist to manage open enrollment, plan data, compliance and vendor reconciliation for your organization.
- Benefits SpecialistFind a Contract Benefits Specialist to manage open enrollment, plan data, compliance and vendor reconciliation for your organization.
- Contract Compensation AnalystCompensation analysts handle salary benchmarking, incentive program design and pay equity audits to support organizational budgeting and retention.
- Compensation AnalystCompensation analysts handle salary benchmarking, incentive program design and pay equity audits to support organizational budgeting and retention.
- Contract HRIS AnalystSpecialist search for Contract HRIS Analyst. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Learning & Development ManagerAn interim Learning and Development manager designs training programs, manages software stacks and aligns employee skill growth with business goals.
- Site HR ManagerHire a Site HR Manager to own localized employee relations, manage site-specific compliance and oversee on-site administrative staff.
- HR LeadFind an HR Lead to manage daily compliance, employee relations, and onboarding. No upfront fee. You pay only if you hire.
- People ManagerFind a manager who runs your HR functions, manages multistate compliance, and supervises coordinators to ensure daily operational stability.
- Interim People Operations ManagerAn Interim People Operations Manager maintains employee records, ensures multistate compliance, and supervises HR staff during periods of transition.
- HR AdministratorHire an HR Administrator to manage essential personnel data, compliance records and daily employee support tasks with precision and reliability.
- HR administratorHire an HR Administrator to manage essential personnel data, compliance records and daily employee support tasks with precision and reliability.
- HR SpecialistHire an HR Specialist to manage specialized human resources functions like leave, I-9 compliance, or data entry with high accuracy and minimal oversight.
- Leave of Absence SpecialistHire a skilled Leave of Absence Specialist to handle FMLA, ADA, and state-specific leave requirements, ensuring accurate documentation and timely employee communication.
- leave of absence specialistHire a skilled Leave of Absence Specialist to handle FMLA, ADA, and state-specific leave requirements, ensuring accurate documentation and timely employee communication.
- Workplace InvestigatorEngage an expert workplace investigator to handle neutral fact-finding, deliver evidence-based reports and ensure compliance without internal bias.
- ER SpecialistAn ER Specialist manages internal policy execution, document accuracy and conflict resolution for the HR function.
- Employee Relations ConsultantHire a specialist Employee Relations Consultant to perform objective investigations and resolve policy disputes. Get impartial findings without internal bias.
- HRIS SpecialistEngage an HRIS Specialist to manage system configuration, payroll integrations, and data audits. No upfront fee. You pay only if you hire.
- HRIS AdministratorHire an HRIS Administrator to manage system configuration, payroll integrations, and open enrollment cycles with technical precision.
- HR Systems AnalystAn HR Systems Analyst ensures data flows between payroll, benefits and HRIS modules while maintaining audit compliance and system configuration standards.
- Workday HCM AnalystHire a Workday HCM Analyst to configure business processes, clean integration data, and maintain system integrity for your HR operations.
- People Analytics AnalystFind an expert People Analytics Analyst to audit, configure, and report on your workforce data. We connect you with verified specialists for your HRIS.
- people analytics analystFind an expert People Analytics Analyst to audit, configure, and report on your workforce data. We connect you with verified specialists for your HRIS.
- HR compliance specialistHire an HR compliance specialist to manage multistate regulatory requirements, internal policy enforcement, and complex personnel record keeping.
- instructional designerFind an instructional designer who turns your internal technical requirements into structured training content, measurable learning outcomes and effective onboarding modules.
- corporate trainerA corporate trainer designs and delivers instruction to align staff skills with business requirements, focusing on software usage, compliance, and process adherence.
- HR project managerHire a skilled HR project manager to handle discrete compliance projects, system implementations, or policy rollouts for your organization.
- Fractional HR ManagerHire a fractional HR manager to oversee policies, employee relations, and multistate compliance on a recurring, limited-hour basis for your organization.
Hiring guides
Not sure which title fits? Describe the seat in the form and we will match it.
Related roles
Executive roles above this family
Manager, generalist, specialist or analyst
HR work divides into general support, specific disciplines and data. An interim HR manager runs the function and advises leaders. A generalist supports a population of employees across the whole cycle. A coordinator handles administration. An employee relations investigator looks into complaints. Benefits and compensation specialists handle their areas. An HRIS analyst manages the data and system. A learning and development manager builds training.
Choose by asking whether you need ownership or capacity. If the HR leader has left and managers have nobody to call, an interim manager provides ownership. If the team is overloaded, a generalist or coordinator provides capacity. If you have a specific problem such as a complaint, an investigator is the answer.
Be careful with sensitive matters. Some tasks need confidentiality and judgement. Mention them early so we look at suitable people.
Scope and boundaries
A generalist can be responsible for hiring, onboarding, performance conversations, leave and employee relations, or only for some of these. Compensation work can be job evaluation, market review or administration. Benefits work can be enrolment support or plan design. Say which piece applies.
Investigations need clear boundaries. Who is the client, what is the question, who sees the result? An investigator must be neutral, document carefully and write a report that stands up. A brief that expects them to reach a particular conclusion is a problem.
Learning roles vary from classroom delivery to designing material to managing a learning system. Tell us whether you need content, delivery or administration.
Technical differences
HRIS analysts configure and maintain systems, run reports, manage data and support users. Experience in a specific system matters, especially if a migration is planned. Analytics roles require statistics and a talent for explaining results to non specialists.
Compliance work includes records, eligibility verification, reporting and plans required for certain employers. Leave administration needs careful handling of rules that vary by place. These tasks are exacting and unforgiving of mistakes.
Employee relations needs knowledge of employment rules in your location, and often a comfort with legal counsel. Not every generalist has that, so ask for it if it applies.
Who we look at and how we screen
We consider experienced HR leaders between roles, contract generalists who have worked across industries, specialists in benefits and compensation, and system analysts. For investigations we look for people with a track record of formal inquiries and written reports.
Screening uses scenarios. We ask what they did when a manager and an employee disagreed, how they documented an investigation, how they handled a system error that affected pay or benefits. We listen for judgement, fairness and clarity.
We also check discretion. HR people hold sensitive information, and we only present those we believe can be trusted with it.
Dependencies across functions
HR depends on managers to carry out policy and on leaders to back decisions. It depends on payroll for accuracy, on finance for budgets and on legal advisers for complex matters. It also depends on recruiting for hiring volume.
A generalist who has no support from leaders will struggle to enforce anything. An analyst with no access to payroll data cannot reconcile records. State who will support and who might block.
This also helps us advise on whether your request should include payroll or recruiting help alongside HR.
Mistakes in the brief
A frequent mistake is to say HR person without defining the level, the population served or the issues. Another is to underplay a sensitive situation. A third is to ask for a strategic partner when the real need is administrative backup.
Briefs often omit the location and the number of sites, which decide compliance needs. They also omit the system in use and the state of the records.
Describe the culture of the workforce honestly. A population spread across several sites, or one with many long serving employees, needs a different manner from a small, young team. A generalist who has handled one setting well may need a different approach in the other, and good candidates will tell you how they would adapt.
Mention any pending change as well, such as a reorganization, a system change or a change in ownership. People work best when they know what is coming, and HR people more than most.
Finally, be clear about authority. Can the person make decisions on discipline, pay changes or hiring? If not, say who can. Candidates can accept limits. They cannot accept surprises.
Questions
How do you identify HR candidates?
We search for experts with verified track records in your specific HR discipline. We prioritize individuals who understand the regulatory and operational requirements of your location.
Can an HR consultant handle sensitive investigations?
Yes, we source professionals who specialize in objective, documented employee relations inquiries. They are prepared to provide impartial reports that meet internal standards.
Do candidates have experience with our systems?
We confirm technical proficiency in HRIS or payroll software during the screening phase. You will receive candidates who are ready to perform system maintenance and reporting immediately.
How quickly can we start an interim search?
We clarify your reporting line and scope requirements during an initial discussion. We then identify available candidates who can manage your HR functions without delay.
What if our HR needs change during the search?
You can adjust the scope or functional requirements as we review potential matches together. We update our outreach to ensure the selected person fits your current priorities.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.