Rol · Interim Management
Talent Management – Human Resources (CHRO)
Hablar con un partnerOur Chief Human Resources Officer (CHRO) service
Talent and culture to transform the business.
At times of critical change, people management ceases to be a support function and becomes the determining factor in success or failure. A merger, an operational restructuring or an accelerated growth plan cannot be executed using spreadsheets alone; they are executed by people.
When corporate culture hinders strategy or workplace conflict threatens operations, decisive senior leadership is required.
EPUNTO’s Interim CHRO (Chief Human Resources Officer) service brings a top-level executive onto the Executive Committee. Their role goes beyond talent management; they act as a strategic partner to the CEO, aligning the organisation’s structure, culture and labour relations with the company’s financial objectives, whilst managing sensitive situations with firmness and empathy.
How does an interim CHRO differ from a traditional HR Director or a headhunter?
The headhunter seeks out candidates; the interim CHRO manages the function. They take on the role of executive management for the department, sit on the Management Committee and make decisions. Unlike a traditional director focused on continuity, the Interim CHRO is a specialist in change management, stepping in to resolve a specific challenge (restructuring, professionalisation, integration) within a limited timeframe.
Is this a management- or strategy-oriented role?
Our Interim CHROs are business-minded professionals. They understand the profit and loss account. Although they oversee HR administration, their focus is strategic: aligning the workforce with operational needs, managing complex labour relations (redundancy schemes, trade union negotiations), leading cultural integration following a merger (PMI) or implementing variable remuneration schemes linked to EBITDA.
How do you handle situations involving restructuring or industrial disputes?
Objectivity is their greatest asset. As they have no pre-existing emotional ties or internal career ambitions, the Interim CHRO can tackle difficult negotiations and restructuring with a professional, technical and balanced perspective. Their aim is to safeguard the company’s viability and minimise the social and reputational impact.
Can you help to professionalise a family business or a start-up?
It is one of his most common tasks. He transforms ‘human resources’ departments into ‘talent management’ units. He implements clear policies, well-defined organisational charts, performance appraisal systems and succession plans, leaving the structure in place so that the company can scale up without organisational chaos.
What happens once the situation has stabilised?
The Interim CHRO begins preparing for their departure from day one. Once the crisis has been overcome, the new culture has been established or the integration process has been completed, they help to define the profile of the ideal permanent HR Director for the new phase, participate in the selection process and ensure a smooth handover to guarantee continuity.
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