More about the interim manager
The interim manager supports companies and investors in complex personnel restructuring measures as a consultant, project manager and interim manager (CHRO). As an expert and sparring partner for management, he offers security and stability in all phases of personnel restructuring. He regularly ensures that budgets and schedules are adhered to.
Whether strategic realignment, transformation of business models or restructuring: as a certified change leader, the interim manager develops the right approach and ensures stability in the process. This also applies to special challenges such as the development and expansion of business areas while simultaneously scaling back other units.
In order to promote clarity and identification among employees and ensure loyalty and motivation, the interim manager develops target group-oriented communication strategies. If necessary, he supports managers in maintaining focus, acting in a targeted manner and reacting in an optimal and motivating manner when dealing with obstacles. In doing so, he draws on his training in the St. Gallen leadership model.
Building up and expanding locations is a particular challenge. The interim manager ensures mass recruitment and qualification by planning and managing all activities - from employer branding to onboarding - in line with the situation, thus achieving the planned go-live.
In the case of acquisitions, the interim manager has repeatedly contributed to successful bidding processes by gaining the trust of the seller and employee representatives through balanced HR concepts and post-merger integration measures - a prerequisite for ensuring the transition of the workforce. Carve-outs, on the other hand, are only successful if the affected workforce transfers to the acquirer. Through intensive dialog with the works council and, above all, the affected workforce, he regularly achieves objection rates of less than five percent.
If company goals and strategies change, employee skills and qualifications must be reviewed and developed further. As a licensed consultant for skills diagnostics and development, the interim manager guides the management team through this process. He sets up systematic skills management and develops individual measures to strengthen skills and entrust employees with the right tasks. As a result, employees and teams work more proactively and develop better solutions.
As a salaried HR manager in family and group companies and for over 15 years as a consultant and interim manager, he has been responsible for and operationally implemented dozens of different organizational changes, takeovers and carve-outs. He is adept at dealing and negotiating with works councils and trade union representatives. His trusting, appreciative and cooperative management and negotiation style regularly ensures swift implementation. This also applies to highly conflictual situations, in which he gives managers additional security and support thanks to his extensive experience.
It goes without saying that the interim manager has all the procedural and employment law knowledge required. His extensive experience and further training form the basis of his assertiveness.
His way of working is systematically structured, strategically forward-looking, solution-oriented and, last but not least, hands-on. Clients also describe his way of working as creative in the sense of "out of the box thinking". If necessary, he can also carry out almost every step of the work personally and thus effectively support the (HR) project team when things get tight.
