Interim managers are a short-term solution bringing long-term results.
The beauty of a good interim should be that they manage themselves resulting in less work for you and taking a weight off your mind.
Chiara Consultancy has a proven, successful track record in HR interim management. Joining your team or acting as a standalone function for as long as you need me (from six weeks to 12 months or longer), I will understand your business, assess the situation and the brief and deliver what you need, making a positive impact quickly.
- Expert help to deliver a specific, people project which you cannot deliver with your existing team?
- To manage change or bring in skills without adding to your permanent headcount?
- A skilled HR professional with years of experience and a depth and breadth of specialist expertise in learning and development?
- Someone who uses a strategic, consultancy approach with a focus on practical, cost-effective delivery and speedy implementation?
Recent projects include:
Project management for a major transformation change project
This was a complex, large-scale change project bringing six separate Learning and Development functions into a new business structure for a blue chip, FTSE company. The brief included responsibility for bringing together the IT technical requirments of the function, the L&D finance and budgetary needs as well as the training service provision for 12,000 employees using an outsourced HR Shared Service model.
Setting up a Learning & Development function following a business restructure
A financial services client wanted to invest in employee development and retention following a business restructure and change of ownership. Outputs included: the introduction and roll-out of a new performance management /appraisal system, delivering FSA/FCA compliance-based, business-critical training to tight deadlines and using learning technology to maximise staff training opportunities to increase business knowledge and improve employee engagement.
The brief was to manage a large team perceived by the business to be underperforming and lacking direction and focus. Outputs included: improved provision of HR services, accurate financial and management reporting, the set up of an efficient recruitment function and recruitment of the new, permanent team head.
Recruitment drive and delivering HR
The MD of this fast-growing consultancy wanted to have an in-house HR function without increasing their headcount. The function managed and successfully recruited 45 new hires. New practical HR processes on: induction, training, appraisals, objective setting and on-going performance management were brought in. These enabled the directors and line managers to manage people themselves and resulted in the achievement of Investors in People; a badge of their commitment to people management and development.