EXECUTIVE LEADERSHIP · INTERIM HR DIRECTOR
An Interim HR Director with the standing to execute the decision.
CE Interim appoints proven Interim HR Directors to lead restructuring, integration and workforce decisions where the negotiation is difficult, the timetable is legal rather than commercial, and internal leadership is too exposed to execute it.
Az első kapcsolatfelvételtől kezdve bizalmas kezelés. Alaposan átvilágított, a megbízás követelményeinek megfelelő vezetői jelölt, aki a megbízási leírás véglegesítésétől számított 72 órán belül munkába állhat.
A jelentési lánc
BOARD · GROUP HR · MANAGING DIRECTOR
INTERIM HR DIRECTOR
ORGANISATION DESIGN · EMPLOYEE RELATIONS · COMPENSATION · TALENT
1,500+
A szövetség keretében évente teljesített megbízások száma
90+
Működési partnerek világszerte
30+
A felmérésbe bevont országok
95%
Határokon átnyúló megbízások
72 óra
A megbízás átvételétől a küldetés megkezdéséig
Meghatározás
What is an Interim HR Director?
An Interim HR Director is an experienced HR executive appointed for a defined period to lead the people side of a business decision that has already been taken: a restructuring, an integration, a closure, a downsizing or a leadership gap. The mandate covers organisation design, employee representation, compensation structures and the HR function itself.
CHRO is more common in group and United States contexts, HR Director across much of Europe. The titles often describe the same mandate, but not always: what determines equivalence is the scope of the role and the reporting line rather than the label.
The appointment is made because the decision is difficult, the timetable is set by law rather than by the business, and the person who has to execute it should not be the person who will still be sitting in the room a year later.
Kinevezési feltételek
When businesses appoint an Interim HR Director
01
A restructuring has been decided and nobody can execute it
The commercial decision is made. What remains is the negotiation, the documentation and the sequence, and the internal team is either stretched, inexperienced in collective procedures, or too close to the people affected.
02
An acquisition has left two workforces and one company
Two compensation structures, two cultures, duplicated roles, and a mid-management layer nobody has assessed. Integration has stalled at the point where the organisations should have become one.
03
Headcount has to come down and the alternatives have not been examined
Redundancy has been proposed as the only option, before short-time working, internal transfers, role sharing or cross-training
have been properly assessed. The cheapest decision and the fastest decision are not always the same one.
04
The works council or union relationship has broken down
Negotiation has stalled or never opened. Change that has been agreed commercially cannot be implemented because the employee representation route has not been managed.
05
A site is closing and the workforce has to be treated properly
End of production is decided. Severance, redeployment, notice periods and collective consultation all have to be handled lawfully and in the right sequence, while the plant keeps running.
06
The HR director has gone at the worst possible moment
Departure or extended absence during a restructuring, an integration or an audit cycle. The obligations continue regardless of who is in the seat.
07
The management layer beneath the board is unknown
Nobody can say with confidence who in mid-management is capable of more, who is holding the business back, and where the succession gaps sit. Decisions are being taken on impression
08
A new site is being staffed from nothing
Greenfield or brownfield, where the first wave of hiring establishes the culture, the pay structure and the employee-relations model that the site will inherit as it grows.
Ez a megfelelő ülés?
Does the situation require an Interim HR Director?
The determining question is whether the people dimension is the execution risk, or whether it is a consequence of a business decision that someone else needs to own.
Appoint an Interim HR Director when:
- A restructuring, integration or closure has to be executed and the negotiation is the hard part.
- Employee representation has to be engaged formally and the relationship needs someone with standing.
- Compensation, organisation design and talent all have to move together under one mandate.
- The legal timetable is fixed and the business is behind it.
- The decision is politically exposed for the internal team.
Döntési szabály
When the business decision is settled and the execution risk sits in the people dimension, this is the appropriate appointment.
Amikor egy másik szerep a megfelelő
Where the business itself lacks a decision-maker, an Interim CEO is the appointment and HR follows from it.
Where liquidity is the constraint and the workforce decision is one part of a wider restructuring, an Interim Chief Restructuring Officer carries the mandate and works with HR rather than through it.
Where the requirement is genuinely recruitment, this is not the right service and CE Interim will say so.
A CE Interim először a megbízatást határozza meg, majd ezt követően javaslatot tesz a szerepkörre.
Szerepkörök összehasonlítása
Which role does the business need?
Görgess oldalra a táblázatban →
| Ideiglenes HR igazgató | Interim CEO | Ideiglenes szerkezetátalakítási vezető | Permanent HR Director | |
|---|---|---|---|---|
| Hatály | Organisation, employee relations, compensation | Az egész ügy | Liquidity and restructuring | The function, long term |
| Elsődleges felület | Works council, unions, group HR, management | Board, shareholders, lenders | Lenders and creditors | A szervezet |
| Executes | The people side of a decided change | The decision itself | The financial restructuring | Végül minden |
| Kinevezés ideje: | Execution risk is in the negotiation | The business lacks a leader | A túlélés a kérdés | Van még idő |
| Independence | Deliberate, and the point of the appointment | Situational | Deliberate | Not the role’s purpose |
| Ideje kezdeni | A tájékoztató kézhezvételétől számított 72 órán belül | A tájékoztató kézhezvételétől számított 72 órán belül | A tájékoztató kézhezvételétől számított 72 órán belül | Two to three months to appoint in CE Interim’s experience, plus notice |
Ideiglenes HR igazgató
Interim CEO
Ideiglenes szerkezetátalakítási vezető
Permanent HR Director
Meghibásodási módok
Miért buknak meg ezek a kinevezések?
The internal HR director runs the redundancy programme.
They are competent, and they are also the person who negotiated with the same works council last year and will negotiate with it again next year. They know the people on the list personally and they will still be in the building afterwards. The programme can end up executed slowly, softly, or with a conflict that damages relationships the business needs to keep. An executive who leaves at the end of the mandate can conclude it without carrying that cost forward.
Redundancy is chosen before the alternatives are tested.
Short-time working, internal transfer between sites, role sharing and cross-training can cost less than severance and are easier to reverse when demand returns, though availability and cost depend on the jurisdiction and the situation. Businesses that skip the assessment can pay twice: once in severance, and again when demand returns and capability has to be rebuilt.
The negotiation is treated as a formality.
The commercial decision is taken and communicated before employee representation has been engaged. In several European jurisdictions that sequence is not merely bad practice, it delays or invalidates the process, and the recovery takes longer than doing it properly would have.
A hatáskör hatálya
What an Interim HR Director mandate should include
A munkakezdés előtt egyeztetett, név szerint meghatározott jelentési hierarchia.
Whether the executive reports to the Managing Director, to group HR, or to the board determines what can be committed in a negotiation. Employee representatives establish this quickly, and a mandate that has to refer upward mid-conversation loses standing.
Standing with employee representation.
Where works councils, unions or other employee-representation bodies are involved, the mandate defines how the Interim HR Director engages with them, what negotiating authority the executive holds and what consultation or notification requirements apply. Those arrangements vary by jurisdiction and are agreed before the process starts.
Negotiating authority with defined limits.
What can be offered, what requires approval, and where the line is. Set in writing, because the pressure to move it arrives during the negotiation rather than before it.
Authority over organisation design.
The ability to change structure, consolidate roles and assess the management layer, rather than to recommend those changes to someone who will decide later.
Compensation authority within agreed bands.
Where two structures have to be harmonised after an acquisition, or where severance frameworks have to be built, the executive needs to set terms rather than to model options.
Authority over the HR function.
The ability to reallocate responsibility within the team and to hold local HR to a group standard during the mandate.
Kiadói megjegyzés
Authority must be proportional to the decisions the mandate requires in its first thirty days. In a collective process the legal timetable does not pause while approval is sought.
Törvényes felelősség, hatály és fedezet
Törvényes felelősség.
Where a mandate requires it, the executive can be registered as a statutory representative of the local entity and take full legal responsibility for it. On an HR mandate this is scoped to the specific situation rather than assumed. Where registration is not required, the executive holds defined signature authority instead, agreed before the start rather than assumed.
A feladatkörről a megbízás megkezdése előtt állapodnak meg.
The client, CE Interim and the executive define duties, boundaries and signature limits in writing.
A biztosítást megbízásonként kötik meg.
Executives carry their own professional liability and directors’ and officers’ cover. On some mandates the client provides or contributes to it. CE Interim and every member of the Valtus Alliance carries its own cover as well.
Mandátumív
How an Interim HR Director mandate unfolds
A collective process runs to a legal timetable, not a calendar.
01
Before the process opens
Establish the ground
Understand the legal framework in this jurisdiction, the history with employee representation, and what has already been said internally. Assess the alternatives to the proposed decision. Build the documentation the process will require before it is needed rather than during it.
02
Through the negotiation
Hold the line and the relationship
Engage employee representation formally and early. Negotiate to the agreed limits. Keep management, group headquarters and the affected workforce informed on a single consistent account, because inconsistency between them is what turns a difficult process into a disputed one.
03
After the decision
Rebuild what remains
Implement the structure, support the people leaving, and stabilise the people staying. The organisation that continues is the one the business depends on, and it will have watched closely how the process was handled.
PROCESS MANDATE · 6 TO 12 MONTHS
Longer where an integration follows the restructuring. In CE Interim’s experience, three months is the minimum period in which meaningful change can usually be demonstrated, and a collective process cannot move faster than the applicable legal timetable allows.
VACANCY COVER · TO THE PERMANENT APPOINTMENT
Where the mandate bridges an empty seat during a process that cannot pause.
Beszéljen egy partnerrel a megbízásról, mielőtt a helyzet kényszerítené Önt arra, hogy meghatározza azt.
Eredmények és átadás
What effective interim HR leadership should achieve
A lawful process
The sequence, the documentation and the consultation stand up to scrutiny afterwards.
A workable relationship
Employee representation has been dealt with straight, which matters because the business has to negotiate with them again.
The right structure.
The organisation that remains is designed for what the business now is, not trimmed from what it was.
Retention where it counts.
The people the business could not afford to lose are still there when the process ends.
One account.
Management, headquarters and the workforce heard the same thing, which is what prevents a difficult process becoming a disputed one.
Átadás
The structure, the agreements and the employee relations position sit with named people inside the business. Continuity without dependency.
Kiket küldünk
The Interim HR Directors we appoint
Has run collective procedures repeatedly, not once.
A record of reorganisations, transfers and carve-outs rather than a single programme. Prior experience changes how confidently the executive can manage the negotiation and its sequencing.
Knows the local framework, not the European principle.
Consultation periods, notice, severance formulas and documentation differ materially between jurisdictions. CE Interim therefore matches executives to the local framework as well as to the situation.
Has harmonised two compensation structures.
Post-acquisition, where two workforces doing similar work are paid on different terms and the correction has to be affordable, defensible and implemented without prolonging uncertainty.
Has assessed a management layer they inherited.
Not reviewed performance data, but formed a judgement about who in mid-management is capable of more and who is holding the business back, and acted on it.
Can hold the room when the news is bad.
Announcement meetings, works council sessions and individual conversations on the same day. The people who stay judge the business on how the process was conducted, and that is decided by whoever is standing at the front.
CE Interim works through more than 90 operating partners across the Valtus Alliance, in over 30 countries. That reach is what makes it possible to match jurisdiction, sector and the specific process within 72 hours.
A kinevezési modell
From confidential briefing to appointment
01
Helyzetjelentés
A Partner conversation under NDA. What has been decided, what has been communicated, where the legal timetable stands, and what authority can be delegated.
02
Mandate definition and challenge-specific assessment
CE Interim defines the situation, the scope, the reporting line and the negotiating limits, then interviews each executive for this jurisdiction and this process rather than against a generic HR profile.
03
Presentation, appointment and governance
You receive a small number of genuinely relevant executives, not a CV list. The appointment decision is yours, and a CE Interim Partner stays involved through delivery.
Határokon átnyúló feszültség
Why cross-border HR mandates are harder to govern
What headquarters needs
- A group standard applied without creating legal exposure
- To be told when its timetable is not legally available
- One consistent account of what is being done and why
What the local organisation needs
- Someone who knows what is actually enforceable here
- A counterparty employee representatives will negotiate with seriously
- Recognition that resistance is sometimes a legal fact, not an attitude
A group decision taken in one country has to be executed under the labour framework of another, by someone credible to both. The executive in this seat has to tell headquarters when its timetable is not available, and tell the local organisation when its resistance is not a reason to stop.
Azok a területek, ahol leggyakrabban dolgozunk
Helyzetmodulok
Typical Interim HR Director mandates
Válság és szerkezetátalakítás
Headcount has to reduce and the negotiation is the execution risk. The mandate covers alternatives assessment, collective consultation, severance design and the structure that remains.
Fúziót követő integráció és kiválasztás
Two workforces, two compensation structures and an unassessed management layer. The mandate is to make one organisation
without losing the people the business depends on.
Business Closure and Controlled Wind-Down
A site is closing and the workforce has to be treated properly while production continues. The mandate covers the sequence, the consultation and the redeployment.
Kritikus vezetői pozíció betöltése
The HR seat is empty during a process that cannot pause. The mandate is to hold the obligations and the relationships through the gap.
Ágazati környezetek
Where CE Interim appoints Interim HR Directors
Elsődleges ágazatok
Ezenkívül felszolgálták
Tulajdonosi környezetek
Fontos, hogy megértsük az adott szektort. A döntő kiválasztási kritérium az, hogy a jelölt hasonló helyzetben, hasonló tulajdonosi környezetben hasonló vezetői felelősséget viselt-e.
Tárgyi bizonyítékok
Where this mandate applies
Global safety technology group · Nearly a century of history · More than 40,000 employees worldwide · Intervention in Poland
Post-acquisition HR migration at a Polish operation
Helyzet
Following an acquisition in Poland, two workforces had to come onto one set of terms, structures and processes without disrupting what the business was delivering.
Felhatalmazás
Interim HR leadership to run the post-merger migration. Integration work of this kind can fail on the people dimension as readily as on the commercial one, which is why it is scoped as an executive mandate rather than a project.
Eredmény
The post-acquisition people integration was brought under one operating cadence, aligning employment structures, HR processes and management responsibilities across the two workforces. The transition was executed without disrupting ongoing operations, giving the combined business a more consistent organisational platform after the acquisition.
International logistics group · More than 1,000 employees in Poland · Private equity owned · International management board
HR leadership through accelerated growth and transformation, Poland
Helyzet
A business under private equity ownership was absorbing rapid recruitment, substantial investment and internal transformation at the same time.
Felhatalmazás
An Interim HR Director to lead the people side of that change, at a pace and scale the existing function had not been built for.
Eredmény
The business gained senior HR leadership during a period when recruitment, investment and internal transformation were all accelerating at once. The mandate brought the people agenda under clearer executive ownership and created a more structured basis for scaling the organisation alongside operational growth.
Költség és időtartam
What an Interim HR Director mandate costs and how long it runs
A megbízások díját a feladatkör, a hatáskör és az időtartam alapján napi díjszabás szerint határozzuk meg. Nincs fizetésből számított százalékos díj, nincs közvetítői díj és nincs előzetes befektetés. A megállapodás szerinti megbízás keretében ledolgozott napok után fizet, és a díjat még a vezető munkába állása előtt rögzítjük.
Irányadó napi árfolyam
1 000 – 3 000 euró
Magasabb, ha a megbízás törvényben előírt tisztséget vagy határokon átnyúló összetettséget jelent.
Időtartam és mérföldkövek
Process mandate
Hat–tizenkét hónap
Helyettesítés
To the permanent appointment
Process opens
Once the ground is prepared, not before
Helyszíni vezető
A feladatleírás elkészítésétől számított 72 órán belül
Mi befolyásolja az értéket?.
The jurisdiction and the complexity of its collective procedures. The number of entities, sites and representative bodies involved. Whether an integration follows the restructuring. The language the negotiation is conducted in. Every mandate is delivered on site.
Mivel kell összehasonlítani?.
Not the cost of the mandate, but the cost of the situation continuing without an accountable executive while decisions are deferred.
Amit ténylegesen fizetni fog.
A partner az első bizalmas beszélgetés során megad egy összeget. Nincs díj, nincs kötelezettség.
Kérdések
Questions boards and group HR leaders ask
Ez megegyezik az ideiglenes CHRO-val?
Gyakran, de nem feltétlenül. A „CHRO” kifejezés inkább vállalatcsoportoknál és az Egyesült Államokban elterjedt, míg az „HR Director” megnevezést Európában széles körben használják. Az egyenértékűséget nem csupán a cím határozza meg, hanem a feladatkör, a jelentési hierarchia és a döntéshozatali jogkör is. A CE Interim az „HR Director” megnevezést használja, mert az európai ügyfelek ezt keresik.
Miért ne bízhatnánk a szerkezetátalakítás irányítását a saját HR-igazgatónkra?
Nem azért, mert nem lennének rá képesek. Tavaly is ugyanazzal a munkavállalói tanáccsal tárgyaltak, és jövőre is ezt fogják tenni; ismerik az érintett személyeket, és a folyamat után is ott maradnak. Egy olyan vezető, aki a megbízatása lejártával távozik, lezárhatja a folyamatot anélkül, hogy tovább kellene viselnie a kapcsolattartásból adódó terheket.
Ideiglenes HR-igazgató vagy ideiglenes CRO?
CRO-pozíció, ahol a likviditás jelenti a korlátot, és a munkaerővel kapcsolatos döntés egy szélesebb körű pénzügyi átszervezés egyik eleme. HR-igazgatói pozíció, ahol az üzleti döntés már megszületett, és a végrehajtás kockázata a tárgyalásokban rejlik.
Az, hogy egy kívülállót vonunk be, rontja-e a kapcsolatunkat az üzemi tanáccsal?
Megfelelő kezelés mellett éppen ellenkező hatást is elérhet. Egy olyan szerződő féllel, aki jogosult az ügyletek rendezésére, könnyebb tárgyalni, mint olyannal, akinek minden kérdést feljebb kell utalnia. A kapcsolatot nem egy külsős által irányított folyamat rontja el, hanem a rosszul lebonyolított folyamat.
Megvizsgálhatja-e az ideiglenes vezetőség a lehetséges alternatívákat, mielőtt eldöntenénk a létszámleépítést?
Igen. A létszámleépítés véglegesítését megelőzően az alternatívák felmérése a megbízás fontos részét képezheti. A rövidített munkaidő, a telephelyek közötti belső áthelyezések, a munkakör-megosztás és a több területre kiterjedő képzés – a joghatóságtól és az üzleti helyzettől függően – megvalósítható alternatívák lehetnek a létszámleépítés helyett.
Milyen hatáskörrel rendelkezik az ideiglenes vezető?
A megbízás meghatározza a vezető tárgyalási jogosultságait, a szervezeti felépítés kialakítására vonatkozó jogosultságait, a javadalmazás felső határait, valamint a munkavállalói képviselettel való együttműködés módját, még mielőtt a vezető megkezdené munkáját. A konzultáció és a képviselet pontos keretei a joghatóságtól függnek, és a jogi határidők nem állnak meg a jóváhagyás megszerzésének ideje alatt.
Ismerniük kell az országunk munkaügyi jogszabályait?
Igen, pontosan. A kollektív konzultáció, az értesítés, a végkielégítés és a dokumentáció Európában országonként jelentősen eltér, és egy tárgyalás során hamar kiderül, hogy mi az általános európai gyakorlat. A CE Interim összehangolja a joghatóságot és a konkrét helyzetet.
Ki veszi igénybe a végrehajtó szolgáltatásait, és mit visel az ügyfél?
A CE az ideiglenes vezetői megbízásokat vállalatok közötti alapon szervezi, és az ideiglenes vezető nem állandó alkalmazottként csatlakozik az ügyfélhez. A szerződő fél – a beavatkozás helyszínéül szolgáló országtól függően – egy helyi szervezet vagy regionális központ, amely a Valtus Alliance több mint harminc szervezetéből kerül ki. A foglalkoztatási jogállás, az adó-, társadalombiztosítási és kapcsolódó kötelezettségek a joghatóságtól, a szerződéses struktúrától és a megbízás körülményeitől függenek, ezért a megbízás szerkezetét annak az országnak a szabályai szerint alakítják ki, amelyben a munkát végzik.
Ki viseli a kockázatot abban az esetben, ha a vezető tisztséget tölt be?
Insurance is arranged per mandate. The executive carries their own directors’ and officers’ and professional liability cover, and on some mandates the client provides or contributes to it. CE Interim and every member of the Valtus Alliance carries its own
cover as well. The scope of responsibility, the boundaries and the signature limits are agreed in writing by the client, CE Interim and the executive before the executive starts.
Hogyan biztosítják a titoktartást?
Confidentiality is covered by NDA with both the client and the executive from first contact. Workforce decisions are sensitive long before they are public, and the process is built for that.
How long does a collective process actually take?
The legal timetable sets it, not the business. Consultation periods, notice and documentation requirements differ by country, and a process started before the ground is prepared takes longer than one that opens properly. In CE Interim’s experience, process mandates commonly run six to twelve months, and longer where integration follows.
Can the interim also handle the individual exits at senior level?
Where the mandate and the local employment framework allow it, yes. Senior terminations conducted by someone who will remain in the business can create precedents and resentments that outlast the process, and an executive leaving at the end of the mandate can conclude them without that consequence.
Mi történik a végén?
A deliberate handover. The structure, the agreements and the employee relations position move to named people inside the business, briefed before the executive leaves.
A workforce decision handled badly is remembered by everyone who stays.
Beszéljen közvetlenül egy CE Interim Partnerrel a vezetői helyzetről, a megbízásról és a szükséges hatáskörről. A beszélgetés bizalmas, és nem kötelezi Önt semmilyen kinevezésre.
A partner 24 órán belül válaszol. A sürgős vezetői ügyeket elsőbbségi sorrendbe soroljuk.
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