Interim HR managers.
Swiss. Effective from day one.

An interim HR manager takes on a key HR role for a clearly time-limited mandate inside a company. Unlike a consultancy, they step in operationally, lead the HR team or part of it and are accountable for the agreed topics. adinterim HR applies this model for Swiss SMEs and the Mittelstand, typically between three and twelve months.

After a short briefing we usually take over within a few days. We say openly when a mandate doesn't fit our schedule rather than forcing a slot.

We work in three models: 3, 6 or 12 months, or on a project basis. Mandates have a defined end point with a handover to the internal successor.

The fee is agreed on a day rate, monthly retainer or project basis in CHF and set out transparently in the briefing. It depends on the role, scope and responsibility.

No, we don't run a payroll office. Monthly payroll is done better, faster and more cheaply by fiduciary firms and specialist payroll software than by us. We recommend providers openly, review offers and contracts and implement the chosen system within a mandate or project — from data migration through interfaces to cutover. The payroll run itself is always triggered by the payroll function, not by us.

We recommend and compare providers, sharpen requirements, run tenders, review contracts and SLAs, implement the chosen payroll system within a project or mandate, look after the HR/finance interface, the withholding-tax setup and the social-insurance logic, and act as a bridge function to keep things running if the payroll function drops out.

A consultancy supplies profiles; an interim HR manager takes on responsibility inside the business. We don't act as intermediaries but as a hands-on HR professional in the mandate — with our own hand on the wheel and a clean handover at the end.

Yes. Our registered office is in St. Gallen and our office is in Winterthur. We run mandates across Switzerland, on site and remotely, depending on the role and the arrangement.

German is the standard. Mandates in English are possible. French and Italian on request.

Whenever the need is time-limited or urgent: a gap in a key role, building an HR function, a project with an end point or a restructuring. You get immediate impact without creating a permanent position you won't need afterwards. If the role is needed long term, we often help build it and hand over to the permanent successor.

In four steps: an enquiry with a short outline of the situation, one or two briefing meetings on the assignment and success picture, taking over in the business with a weekly status rhythm, and finally a handover to the internal successor with documentation. The end point is set from the start.

Both, depending on the role and the arrangement. Operational HR mandates need on-site presence, especially during onboarding and with sensitive personnel matters. Project work and reporting often run remotely. We agree the rhythm in the briefing.