The current HR interim market
There’s an on-going trend for HR interims to have niche and/or specialist skills these days. The need for generalists or even straightforward business partners covering ‘business as usual’ HR roles seems to be diminishing. In our view this is a consequence of two factors: organisations becoming more cost-conscious in tough economic times; clients filling these roles internally through better talent and succession planning. HR aside, there’s also demand for executives in the business-critical areas of finance, operations and general management.
HR skills in demand include:
- Reward, and within this area specific project skills, for example exposure to certain pay and grading models/systems
- HR project and programme management skills – having proven programme methodology experience such as Prince2 or MSP
- HRIS – including cloud-based HR systems such as Workday, or add-on systems around applicant tracking or learning management systems
- Organisation design: as businesses undergo large change programs there is a demand to bring in specific organisational design skills to fill a gap between the strategic work, that large consulting practices such as Bain or McKinsey do, and the tactical implementation of these new operating models
- Employee relations: the consequent changes to structures following operating model changes ultimately require high levels of ER skills to assist in running consultation processes