The HR Interim Manager was commissioned by a US biotechnology company to provide HR support for the revision and creation of job descriptions. The HR Interim Manager quickly found her way into the organization and felt very comfortable in the medical and dynamic environment.
The upcoming audit required a complete and seamless submission of the job descriptions of all employees. The project had been started shortly before by an employee who had left the company. There was no documentation and no transparency regarding the progress of the project to date. The HR interim manager first gained an overview and created standard templates from the information she had gathered herself. Due to her communicative nature, she preferred to meet with the respective managers in person to have them describe the position and the job requirements. She then inserted the information into the standard template. Only a few changes needed to be made in a second interview. This enabled the HR interim manager to complete her project on time and ensure a successful audit.
Because of her wealth of experience and good understanding of the process, she was able to convince HR management to consider the job descriptions for other HR-relevant topics. The contents of the job description were related to the topics of job leveling, certificate creation, recruiting and promotions.
Analysis and optimization of existing processes
Due to the international assignment of an HR employee, the HR interim manager also took over the operational and strategic HR work as well as its structuring and professionalization. This included, in particular, advising and coaching the managers. This included, for example, the implementation of operational HR work in accordance with statutory and legal provisions as well as the recruitment of medical staff in the office and in the field and in the commercial area. She also took on the supervision of apprentices and trainees and advised on the reorganization of junior staff support.
Thanks to her wide-ranging expertise, her coaching skills and her skilled way of ensuring knowledge transfer, the HR Interim Manager was able to pass on a high level of HR know-how to the team.
The organisation, which was in the process of growing, also commissioned the HR Interim Manager to analyse and optimize existing processes. With the involvement of the interfaces and the HR Shared Service Center located abroad, the HR interim manager made it possible to optimize the processes in a meaningful way. The new structure is characterized by the fact that it can be implemented sustainably and is "liveable" in day-to-day business. The HR interim manager attached great importance to the transparency and traceability of her work. Not least because of her regular communication, she was able to make the interim mandate very successful.
The HR interim manager's other tasks in this project assignment also included:
- Development and introduction of HR standard processes for feedback, performance and orientation meetings as well as for probationary period assessments
- Implementation of a reference tool with HR Shared Service in Switzerland
