For Employers
HR Interim Management
Interim HR Business Partner · HR Manager
I take on HR responsibility on an interim basis: during restructurings, growth phases and to bridge vacancies, as an HR Business Partner or HR Manager. Ran HR for a region with EUR 650m in revenue, compliance across more than 12 jurisdictions, career stations at Procter & Gamble, DekaBank, and SharkNinja.
Available from September 2026 · up to 5 days per week
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Book a call directly
I’ve carried HR leadership myself, in corporates and scale-ups
Over 7 years of HR experience as HR Manager and Head of People, including at Procter & Gamble, DekaBank, and SharkNinja, most recently in an interim mandate at Rail-Flow in Frankfurt.
Results instead of buzzwords
Every one of these numbers comes from a real role, not from an agency brochure. Project details below.
EUR 650m
regional revenue covered
HR for a region with EUR 650m in annual revenue across 3 countries, 150+ FTE.
EUR 300k
recruiting costs saved
Through an internalized talent acquisition campaign at a consumer goods group.
85%
less HR admin
Manual HR administration reduced from 30 to 5 hours per week.
Double-digit
revenue growth
Restructured EMEA revenue teams: double-digit revenue growth at a lower cost base.
3 months
for 150+ separations
150+ separations and 30 strategic transfers across 6 countries delivered.
4,400
employees reached
Work-from-abroad framework introduced for 4,400 employees at a major bank.
What I take on
Three typical mandate profiles. Which of these fits your case, we clarify in the initial conversation, including scope and terms.
Scaling & HR Infrastructure
When your growth has outpaced your HR structures: I build the infrastructure that scales with you.
- Process modernization: digitize legacy workflows, up to 85% less admin effort
- Performance architecture: scalable talent assessment cycles and global career paths
- Entity setup: HR and legal rollout of new international subsidiaries
Restructuring & Transformation
When the organization has to change fundamentally: I deliver, cleanly and in line with co-determination.
- Executive reset: rebuilding entire top management layers (VP/GM)
- Global reach: HR operations and compliance across more than 12 jurisdictions
- Entity launch: new legal entities built, including Norway and Poland
Strategic HR Partnership
When HR leadership is missing or headquarters is far away: I hold the operation together.
- Executive sparring: supporting GMs and VPs through management resets and culture realignment
- Operational continuity: day-to-day HR keeps running through the vacancy without a break
- Global sync: connecting global CoE standards with local execution speed
Mandates I’m interested in
Selected projects
Four projects that show how I work: in the portfolio, together with all career stations.
Problems I solve
Three starting situations in which an interim mandate typically begins.
The strategic bridge
Your HR leadership is out or the position is vacant. That creates a risk vacuum and ties up your C-level in day-to-day operations.
I bring immediate stability, lead the search for the permanent hire if you want, and hand over in a structured 4-week transition, without an operational break.
Scaling without friction
Manual, spreadsheet-based HR processes are slowing your growth. Every new hire makes it worse instead of better.
I digitize legacy workflows and introduce scalable performance and HRIS tools, with up to 85% less administrative effort in reference projects.
Global meets local
The distance between global headquarters and local execution slows down your international organization. The centers of excellence deliver standards, but little happens on the ground.
I connect global standards with local speed, with experience across more than 12 jurisdictions, without compliance falling by the wayside.
One mandate, three phases
Takeover in days
No months of onboarding: after the initial conversation I take over running topics and responsibility at short notice.
Stabilize & deliver
Day-to-day HR keeps running while I deliver the agreed mandate: restructuring, processes, structures.
Structured handover
Documented handover to your permanent hire, including onboarding your successor if you want.
How a typical interim mandate runs: fast start, clear mandate, clean ending without an operational break.
Frequently Asked Questions
From when and at what capacity are you available?
I'm available from September 2026, with up to 5 days per week for your company. How many days fit your mandate, we clarify in the initial conversation.
Do you work remotely or on-site?
Both. In the Rhine-Main area I work on-site regularly if you want, beyond that remotely or hybrid, across Germany. In all my previous roles I led international teams mostly remotely.
What is the contractual setup?
Freelance, on a daily or hourly basis, with a clearly defined mandate, duration, and scope. We discuss terms in the initial conversation, depending on mandate, responsibility, and length.
How confident are you in German labour law and works council relations?
Confident in German labour law, co-determination and works council relations: separation processes in close coordination with the works council at Procter & Gamble, more than 150 separations in an EMEA reorganization, and the Rail-Flow restructuring delivered in full compliance with local labour law and local co-determination.
Why interim instead of a permanent hire?
An interim manager is productive in days instead of months, only costs for the agreed duration, and brings experience from several companies. Especially for restructurings, vacancies, and build-up phases, that is often the more economical solution. For the permanent hire afterwards, I can lead the search if you want.
How quickly can you start?
From September 2026, typically within a few days of engagement. As an individual without agency overhead there are no long internal coordination loops, you speak with me directly.
How do you ensure a clean handover?
Every mandate ends with a structured handover: documented processes, open topics with status and recommendation, and, if you want, onboarding of your permanent hire. I plan for this from day one, not in the final week.
Book an initial conversation
Free and non-binding: we clarify your starting situation and I’ll tell you honestly whether an interim mandate is the right solution, or whether you need something else right now. A detailed portfolio PDF is available on request.
Prefer to talk right away? Book a call directly, or reach out by email: nick@nicksadvisory.com