Role search
Get an Interim Head of HR who can own human capital transition management. Also called Interim Head of Human Resources
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: Managers need a decision on people issues, not another route to an external adviser.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- Interim Head of HR
- Interim Head of Human Resources
The judgment call
What this hire really comes down to
This role requires an executive who functions immediately. You need someone who executes complex human capital transitions without needing time to acclimatize to corporate processes. They must bring a verified history of stabilizing HR departments during intense organizational pivots. We prioritize individuals who act as a direct liaison between operational management and the board of directors.
Judgment is the primary asset. You are not hiring for standard payroll administration or benefits oversight. You need a partner who evaluates your current talent architecture to identify and neutralize immediate structural risks. This person acts as a decisive voice in meetings regarding organizational changes. They possess the capacity to manage internal conflict while remaining focused on financial and legal thresholds.
What should the brief settle before we search?
Managers need a decision on people issues, not another route to an external adviser. Define whether the head of HR owns the function or supports an executive who keeps final authority. Ask how they would handle conflicting instructions from a site leader and the central HR team. Evidence of managing those relationships matters alongside policy knowledge. Include open investigations and sensitive transitions in the confidential brief. Agree access restrictions so the person can do the work without circulating employee information unnecessarily.
What we check
What we check before you see anyone
- We verify that the candidate has previously managed an HR department at a similar scale, focusing on their direct experience with rapid operational scaling or contraction rather than just broad oversight. We confirm they have personally led teams through headcount changes that required granular legal coordination.
- We audit their specific track record in handling high complexity restructuring, particularly their practical experience with legal notice requirements, severance design, and the tactical execution of workforce reductions. They must show how they handled notification meetings and ensured that exit documentation was signed without dispute.
- We examine their past participation in compensation committee meetings, verifying their ability to design executive incentive programs and present sensitive compensation data to board members without ambiguity. We check if they can defend specific metrics and benchmarks used to calculate performance based awards.
- We confirm their availability for immediate deployment, ensuring they are not tied up in long term transition periods or restricted by non compete clauses that would prevent them from engaging in your specific sector. We prioritize those who can physically or virtually appear and assume control of the systems on day one.
Sourcing
Where we find them
Our search pools consist of accomplished human resources leaders currently embedded in private equity portfolio firms and growth focused enterprises. These individuals are often the first resource deployed when a company faces a major exit or merger. They operate in environments where speed and precision are the primary performance indicators. They answer to investors who require immediate results and have little patience for operational drift or administrative errors.
We focus on practitioners currently active in their field. These professionals are already doing the work you need, meaning they do not require training on contemporary employment law or complex compensation structures. They are familiar with the specific reporting requirements of board committees and audit teams.
Where searches go wrong
Mistakes we see
- Hiring someone from a massive, bureaucratic organization to run HR at a smaller, nimble firm often fails because they rely on corporate infrastructure that you do not possess. These leaders often spend weeks trying to recreate existing support layers rather than executing the direct labor management you require.
- Mistaking a long term HR Generalist for an executive interim leader leads to paralysis, as the generalist often lacks the authority or experience to handle board level compensation decisions. They often try to build culture when the immediate need is tactical compliance and headcount alignment.
- Ignoring the need for immediate, hands on experience with legal restructuring leads to expensive errors in documentation and compliance that create liability for the company. A candidate without direct experience in high-risk terminations often creates gaps in protection that surface only after a claim is filed.
The search
How the Interim Head of HR search runs
- First, we perform a technical audit of the candidate's history to ensure they have handled the exact type of workforce change you face. We verify that their past restructuring work involved the specific legal or regional compliance steps relevant to your headcount, confirming they have successfully handled the documentation for such events.
- Second, we conduct an executive check to confirm their competence with the board of directors. We assess how they present sensitive data regarding executive pay or layoffs to ensure they have the presence required to gain trust from your leadership team. We confirm they have defended these figures before skeptical committees.
- Third, we move to engagement logistics. We confirm the start date and ensure no scheduling conflicts interfere with the immediate launch of your project. We ensure the candidate understands the temporary nature of their authority and remains focused on your exit criteria, finalizing the scope of their deliverables.
Questions
What is the core difference between an Interim Head of HR and a permanent CHRO?
The interim role focuses on executing specific, immediate change or bridging a vacancy. A permanent CHRO manages the long term development of culture and employee retention programs.
Can this person manage board-level compensation?
Yes, we prioritize candidates who have successfully managed compensation committees. They are prepared to defend incentive structures and executive pay data before a board.
What should we discuss before requesting Interim Head of HR candidates?
Define whether the head of HR owns the function or supports an executive who keeps final authority. Ask how they would handle conflicting instructions from a site leader and the central HR team.
Do I pay extra if the person starts tomorrow?
No. You pay only for the service provided at the agreed upon rate. There are no upfront fees or additional costs for urgent starts.
Does this role include recruiting new staff?
It depends on your current need. An interim leader primarily focuses on restructuring and stabilization, but they can oversee your recruiting function if required by the assignment.
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.
Interim Head of HR by industry and related roles
Need the team under this role?
All industries
- Private Equity & Portfolio Companies
- Healthcare Services & Providers
- Life Sciences
- Manufacturing & Industrial
- Technology, SaaS & Software
- Professional & Business Services
- Nonprofit, Foundations & Associations
- Education
- Family-Owned & Owner-Led Businesses
- Venture-Backed & High-Growth Companies
More People & HR roles
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.