Services

HR interim management: experience for a defined time.

Our HR specialists bring best-practice processes from companies such as Hilti, Vattenfall, Novartis and IKEA straight to you – goal-oriented and project-based. Proven globally, tested locally.

Arrange a conversation See client stories

Good reasons

When interim management is the right lever.

  • Foreseeable vacancy

    Vacancies from absences you can plan for.

    Parental leave, a sabbatical or the gap until a new HR specialist starts – our HR interim managers fill it conscientiously.

  • Unforeseen

    Sudden staffing gaps.

    A resignation, illness or another unforeseen absence puts HR work at risk. Our interim managers absorb those uncertainties.

  • Project-based

    External expertise for your HR projects.

    It is not always about gaps: often our expertise is needed for a project – as reinforcement exactly where your project needs it.

  • Change of provider

    A change of provider or system that needs guiding.

    Selecting a service provider, running a tender, managing the transition: doing that alongside daily business costs time. We have run such procedures – and we see the transition through into operation.

Describe your situation

Two kinds of assignment

Close a gap or reinforce a project.

Bridge a vacancy

An HR position is unfilled – through parental leave, a resignation, illness or the wait for a replacement. Our interim manager takes on the running tasks, keeps operations stable and documents what should remain afterwards.

  • Fits when day-to-day HR has to keep running
  • Planned and unforeseen absences alike
  • Knowledge transfer instead of knowledge loss

Reinforce a project

This is not about a gap but about expertise the company does not have: reorganisation, system selection, rollout or choosing a service provider. Our HR managers bring the experience and work on it with you.

  • Fits when experience is missing, not capacity
  • From design through to implementation
  • Hands-on rather than a slide deck

It often starts as one and becomes the other: whoever bridges a vacancy sees the processes from the inside – and knows what is worth changing.

Discuss an assignment

RfP & transition of HR admin BPO
„We were looking for an outsourcing provider for all HR admin functions at European level. PAROGO supported us in the selection with their know-how and helped us not only to run the RfP, but also with the transition afterwards."
VattenfallSelection process and transition of all HR admin functions at European level

Two of the companies our best-practice experience comes from also appear in our client stories: Hilti and Vattenfall.

Fields of work

These are the areas we step into for you.

Building, growing & reorganising
Whether fundamental changes in staffing, digitalisation strategies or other challenges – we accompany you through building and rebuilding structures.
Change management
From digitalisation strategies to extensive restructuring of the workforce – we guide the change.
Process design and improvement
There is always resistance when processes change – the hands-on attitude of our HR managers is what gets things implemented reliably.
HR strategy
Strategic direction for HR work – with a view of the whole and an eye for what matters.
Project and programme management
Whether a worldwide rollout or a smaller project: support with initiation, planning, monitoring and steering.
Recruiting projects
Temporary operational support or consulting projects, for example to analyse your recruiting processes.
HR outsourcing
We support large companies in selecting suitable service providers and guide the transition that follows.
HR administration
Best-practice approaches to free up HR resources for work that adds value and to deploy them efficiently.

How an assignment begins

On board in three steps.

  1. Clarify the task

    We look at what is actually needed: operational cover or project expertise, what scope, what period, and who inside the company is the point of contact.

  2. Assign the right manager

    You do not receive a pile of CVs but the specialist from our team whose experience fits the task – with a clear brief and a defined scope.

  3. Hand over what stays

    An interim assignment ends as planned. That is why documentation starts on day one, so that processes, decisions and knowledge stay in the company – not in the manager's head.

Discuss what you need

Plain words

What you get – and what you do not.

What you get

  • Specialists from our team, not from a database
  • Best-practice experience from international companies
  • A hands-on attitude that reaches into implementation
  • Handover as part of the brief, not as an afterthought
  • Payroll operations from the same house if you need them

What you do not get

  • CV placement without any responsibility of our own
  • Concepts that stay on the shelf after the presentation
  • A dependency that remains once the assignment ends

Frequent questions

What you want to know before an assignment.

What makes you different from a recruitment agency?
We do not send profiles, we do the work ourselves: the interim managers are our own HR specialists with best-practice experience from companies such as Hilti, Vattenfall, Novartis and IKEA. Responsibility for the outcome therefore stays with us, not with a CV that was passed on.
How quickly can an assignment start?
That depends on the profile you need and on the scope – a blanket promise about timing would not be serious. What we do commit to: after the first conversation you will know whether we can fill the task, and with whom.
What size of company do you work for?
In HR outsourcing we mainly support smaller companies with 10 to 1,000 employees. In interim management and HR consulting we also work for large companies – for example on selecting service providers and on the transition that follows.
What happens at the end of the assignment?
The handover is part of the brief, not an afterthought: processes and decisions are documented so that the knowledge stays in the company. A good interim assignment makes itself unnecessary.
Can you take on operational tasks as well?
Yes. If an assignment shows that payroll accounting or HR administration would be better outsourced permanently, we take that on from the same house – see Payroll for smaller companies and HR administration.
What does HR interim management cost?
That depends on the task, the profile and the duration. We name the specific range after a short conversation about your requirements – with no surprises about modules and no hidden costs.

Our promise

Software supports. People take responsibility.

Let us talk about your payroll – no strings attached, specific, and with a dedicated contact from day one.

Schedule a conversation +49 30 166 389 700
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More than interim

Complementary services for your success.

Interim management is the way in – these building blocks fit into it seamlessly as your needs grow.