Interim HR

An HR manager / HR director leads the HR team, both in the day-to-day operations and in the strategic HR work.

• An interim HR manager or HR director leads the HR teams’ work based on the needs of the business, both strategically and operationally. Someone in this role often has personnel responsibility for an HR team, is responsible for the day-to-day HR work as well as the more strategic HR work in the company.
• An interim HR manager or HR director has broad HR competence where you stand firm in the entire HR agenda and, in addition, have the habit of leading teams and shouldering both the day-to-day and the more strategic HR work. An interim HR manager or HR director also acts as an important support and sounding board for management in all HR matters.
• An interim HR manager or HR director leads the work with all the company’s HR processes and activities and is responsible for ensuring that it all supports the business goals.

An HRBP / HR Partner supports your organization when you need support in the broad HR work and acts a competent sounding board for the managers.. 

• An interim Human Resources Business Partner (HRBP) or an interim HR Partner is an experienced person with knowledge of the entire breadth of possible HR issues and a good understanding of business-related HR work.
• An interim HRBP works closely with the managers as a support, coach and sounding board for them in their daily challenges and also acts as a strategic sounding board in HR matters.
• An interim HRBP drives, and is a support in, the entire breadth of HR issues and through all of the yearly HR processes such as performance reviews, work environment issues, development interviews, salary audits, difficult interviews, rehab, etc. An HRBP is often also part of the management team.

An HR generalist provides broad support within HR alongside people with more senior skills.

• A senior HR consultant is not always needed for an assignment. Instead, a HR team sometimes needs to be strengthened with an HR generalist who has a little less experience, who can work more HR administratively or support in various HR projects.
• In our assignments there are often different types of needs; some need to be shouldered by a more senior HR consultant with solid HR manager experience, while for other tasks, more of an HR generalist is needed. Often the combination of these two creates tremendous value.
• Intenco’s HR generalists are digitally strong and often contribute to projects around digitizing HR for our clients.

An HR Specialist brings deep expertise in specific HR areas and supports organizations with targeted knowledge.

• Sometimes, broad HR competence is not enough—certain challenges require a specialist with in-depth knowledge in a specific field. An HR specialist can complement the HR team by providing expertise in areas such as compensation and benefits, labor law, recruitment, employer branding, onboarding and offboarding, talent development, or organizational development.
• At Intenco, our HR specialists often work on projects where specific expertise is needed to drive change, develop processes, or ensure regulatory compliance.
• Intenco’s HR specialists also have strong digital expertise, contributing to HR system implementations, process automation, and data-driven insights for HR strategies.

An HR Administrator supports the HR team by managing daily administrative processes.

• Whether it involves providing HR support to the organization and managers, handling personnel administration, coordinating onboarding and offboarding, assisting in recruitment processes, or ensuring that HR systems are up to date, an HR administrator plays a key role in maintaining an efficient HR team.
• With a structured and service-oriented approach, Intenco’s HR Administrators help streamline HR operations and create smooth workflows within the organization.