How long does an interim assignment usually run?

Most run for the length of a specific gap — a search, a restructure or a change programme — and we agree an expected end date at the start. If the need changes, we extend or hand over early by agreement.

Is the interim leader your employee or ours?

The assignment sits with Career Management Centre. We stand behind the individual, and you deal with one firm rather than a contractor you have to manage alone.

How quickly can someone start?

We draw on a close network of experienced interim leaders, so a placement is usually a matter of weeks rather than months. Tell us the situation and we will tell you what is realistic.

What happens when our permanent HR head arrives?

Handover is part of the assignment: documented processes, a list of open matters and a structured onboarding of the incoming leader, so nothing is lost in the change.

01 · Interim HR Leadership

The HR seat never has to sit empty.

When your HR head leaves, a search drags on, or a change programme needs senior hands, we place an experienced interim HR leader who takes ownership from day one and hands over cleanly when the permanent hire arrives.

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Is this you?

When this is the right call.

Your head of HR has resigned and the search is still running
A restructure, merger or change programme needs senior HR leadership
You need director-level capability for a season, not a permanent salary

An independent view

An interim leader arrives without history or internal politics, so difficult calls are made on merit and in the organisation's interest.

Senior capability, only for as long as you need it

You get director-level HR leadership for the length of the transition instead of carrying the cost of a permanent role you may not need yet.

Quick deployment and a clean transition

We draw on a close network of experienced interim leaders, so the right person can be in place within a matter of weeks, with a structured handover at the end.

Governance that makes outcomes predictable

Every assignment runs under our engagement governance: agreed objectives, regular reporting and a firm that stands behind the individual.

Scope

What an interim leader takes on

Run the function

Day-to-day leadership of the HR team
Employee relations and disciplinary matters
Statutory and policy compliance

Lead the change

Restructures and organisation redesign
Performance and reward reviews
Communication with staff and the board

Hand over well

Support for the permanent search
Documented processes and open issues
Onboarding of the incoming HR head

How it works

Four steps, in this order.

1
Scoping conversation
We agree what the assignment has to achieve, how long it is likely to run and who the interim leader reports to.
2
Candidate match
We propose a leader from our network whose experience fits your sector and the stage you are at, and you meet them before anything is agreed.
3
Deployment and handover
They take the seat, pick up the open issues and are introduced to the team, the board and the statutory obligations in the first fortnight.
4
Review against agreed outcomes
Progress is reported on an agreed rhythm, and the assignment ends with a documented handover to your permanent hire.

Questions

What clients ask first.

Something else? Call +254 799 031 601.

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