The interim HR Director occupies a strategic position within an organization, playing a crucial role in the management and development of human capital. Here are some of its key missions:

• HR strategy: the interim HRD develops and implements the human resources strategy, which includes workforce planning, skills development and performance management;
• Recruitment and selection: the interim HR Director oversees the recruitment process, from defining staffing needs to selecting candidates, ensuring that the company has the talent it needs to achieve its objectives;
• Training and development: the interim HRD designs training programs to develop employees' skills and promote their professional advancement;
• Managing labor relations: the interim HRD plays an essential role in resolving conflicts, managing collective negotiations and promoting a favorable social climate;
• HR policies and compliance: the interim HR Director implements HR policies and procedures that comply with current regulations, including the management of issues related to legal compliance in human resources matters;
• Change management: the interim HR Director guides the organization through periods of change, anticipating the impact on human resources, implementing support programs and fostering organizational resilience;
• Corporate culture: the interim HR Manager reinforces corporate culture by defining values, fostering employee commitment and embodying organizational principles.

In short, the interim HR Director is a key player in creating a work environment conducive to the company's growth and success, ensuring that human resources are aligned with the organization's strategic objectives and values.

• Restructuring teams and optimizing HR processes: rethinking the company's organizational structure in line with strategic objectives. For example, analyze existing skills, future needs and operational inefficiencies. The professional will then work on redefining roles, reallocating human resources, and implementing more efficient HR processes to maximize productivity and minimize costs.
• Support during mergers and acquisitions to harmonize HR policy: ensure, during a merger or acquisition, that employees understand the changes, that benefits are fair and harmonized, and that HR policy is aligned to create a smooth transition.
• Managing redundancy plans and maintaining team motivation: managing difficult periods, such as mass lay-offs or redundancy plans, in an ethical and humane way. This involves transparent communication with affected employees, the provision of outplacement resources, and the implementation of programs to maintain the motivation and commitment of remaining employees despite organizational changes.
• Crisis intervention to stabilize social relations: intervene quickly to ease tensions in the event of internal conflicts, strikes or communication problems. This could involve negotiations with union representatives, mediation between conflicting parties, and the implementation of corrective measures to restore a positive and productive working climate.