Interim HR Management Support

The lag time between the exit of a senior HR resource and the commencement of the new hire can often result in HR programmes coming to a halt, with a negative impact on the business and engagement.  We provide Interim HR Management Support to cover handover, business as usual, team leadership and project management whilst you (or we) are recruiting and waiting for your new hire to commence.

Case Studies

Head of HR – Financial Services


Donna acted as the Head of HR for three months whilst she was recruiting the permanent replacement.
This organisation has a headcount of approximately 1000 employees located across 22 locations in New Zealand and has global ownership.

She worked on site half a day every day, providing leadership to the HR & L&D teams as well as executing process improvement initiatives and managing projects that were in progress.  She was on call outside of this as and when required.


A successful outcome was achieved in recruiting the Head of Human Resources position and downstream Donna recruited the full team of HR Advisors, Learning and Development Specialists and Remuneration and Benefits Consultants for them.

Senior HR Business Partner – Manufacturing


Donna was initially tasked with recruiting the inaugural Senior HR Business Partner this organisation.  The successful candidate was required to provide extended notice to her current employer, so for six weeks between the appointment being confirmed and the start date she provided interim HR support.

Donna worked two full days per week in the office and provided remote support when required.

In addition to generalist HR tasks, she worked specifically on their Performance Management programme design which was implemented by the new HR Business Partner.

General Manager HR – Insurance

This was an organisation where Donna was engaged to recruit their General Manager Human Resources, which was a newly created role in a start-up that had experienced rapid growth.   Whilst she was recruiting and until the GM commenced, she active as their HR Specialist.  This was approximately 5-10 hours per week and a mix of onsite and remote support. As much as possible, this was just keeping operational fires burning and providing specialist HR advice on matters of urgency, such as disciplinary processes and an employee well being issue that required external support.