Thinking about engaging an Executive Interim?
In this article, Emma outlines the main benefits to this approach versus using
a Consulting firm.
These days, the corporate world is seemingly always in a rush and can be impatient
to reach an outcome to the problem they are trying to solve. Understandbly this
translates to a lot of pressure on Leaders to address HR challenges. If the resources
do not exist internally then they are faced with either hiring a Senior HR Interim or
engaging a consulting firm. There are good reasons to consider both options, but for
many organisations a Senior HR Interim provides unique benefits that can address
specific needs more effectively. Here’s a closer look at why we believe opting for a
Senior HR Interim can be more advantageous to you.
Immediate and Personalised Expertise
A Senior HR Interim professional brings immediate, hands-on expertise directly into
the organisation. This individual is typically a seasoned HR leader or specialist with
extensive experience, allowing them to quickly assess and address HR issues,
implement strategies, and drive change. The personalised nature of their
involvement ensures that solutions are tailored specifically to the organisation’s
culture and operational needs. Most importantly, an individual Interim specialist can
be given a very bespoke piece of work to do whereas a Consulting firm might often
look to broaden the scope of the immediate project if they see the need.
Cost-Effectiveness and Flexibility
Hiring a Senior HR Interim can be more cost-effective than engaging a consulting
firm, particularly for specific, time-bound projects. Interims are usually hired on a
short-term basis with clear deliverables, allowing organisations to control costs and
avoid long-term commitments. Their fees are typically more straightforward and
transparent compared to the often complex pricing structures of consulting firms.
Integration and Implementation
One of the major advantages of a Senior HR Interim is their ability to integrate
seamlessly into the organisation. They work alongside existing HR teams ensuring
that their recommendations are implemented effectively. This hands-on involvement
helps bridge gaps between strategy and execution, leading to more successful
outcomes.
Rapid Adaptation and Decision-Making
Senior HR Interims are adept at making swift decisions and adapting to changing
circumstances. Their extensive experience allows them to navigate complex HR
issues and make adjustments as needed. This agility can be particularly beneficial
during times of organisational change, crisis management, or transitional periods.
Building Internal Capacity
By working closely with the internal HR team, a Senior HR Interim can mentor and
develop existing staff. This knowledge transfer helps build internal capacity and
strengthens the HR function long after the interim has completed their tenure. The
interim professional’s presence often leaves a lasting impact on the team’s
capabilities and practices.
To conclude, I believe that hiring an Executive Interim professional will allow you the
Client more control on cost, speed and execution of the work compared to engaging
a Consulting firm.
Emma Dundas – Parter Interim & Contracting
