HR Interim Consulting
Interim HR consultants. Quickly and flexibly at your service.
Are you looking for HR personnel? Our interim HR services help you when there is an increased workload, if you need additional support, a substitute, or additional HR expertise.
Our HR consultants can help you with a wide range of tasks, full-time or part-time, for operational matters, strategic planning, development, recruitment and much more.
HR Consulting experts certified in skills-first hiring
Clevry’s consultants are experienced in HR and recruitment, and they’ve all earned the official Soft Skills certification. This professional qualification, designed by Dr. Alan Redman, helps understand how personality and skills affect performance and how to measure and evaluate what correlates with success.
Each consultant brings the best practices in recruitment, assessment, and talent management. They understand how to get the best results from all interview formats, including structured interviews, video interviews, and other virtual tools.
In-house HR
On-going services, part or full-time, is ideal when starting your HR operations and there is no need for a full-time HR resource yet, or when you want to build and complement your current HR team’s skills and resources.
Temporary need
Outsourcing
HR Interim Consulting solutions
HR Interim consulting
What kind of HR experts do we have?
All of our HR consultants are highly ranked professionals with experience from various industries and organisations. They are accustomed to mastering various HR tasks within your organisation even with short onboarding periods.
Our consultants have high-level HR consulting skills, and we continuously develop their expertise.
An HR manager oversees the human resources department of an organisation, responsible for managing all aspects related to its employees.
This role encompasses various functions, including recruitment, hiring, onboarding, training and development, performance management, employee relations, and compliance with employment laws and regulations.
An HR director leads the human resources department of a company, overseeing tasks such as recruitment, training, employee relations, and compliance with employment laws. They play a key role in shaping workplace culture and ensuring that the organisation’s HR policies align with its strategic objectives.
An HR supervisor is responsible for overseeing the day-to-day operations of the human resources department, including tasks such as coordinating recruitment efforts, managing employee records, and handling employee inquiries.
They provide guidance to HR staff, ensure compliance with company policies and legal regulations, and support the implementation of HR programs and initiatives aimed at enhancing employee satisfaction and productivity.
An HR business partner works closely with business leaders to align human resources strategies with organisational objectives. They serve as a liaison between management and employees, providing guidance on HR matters such as talent management, organisational development, employee engagement, and change management.
A Talent Acquisition Manager is tasked with leading the recruitment and hiring efforts within an organisation. They develop and implement strategies to attract top talent, oversee the entire recruitment process from job posting to offer negotiation, and build relationships with external recruitment agencies or partners.
An HRD (Human Resource Development) Manager is responsible for designing, implementing, and overseeing training and development programs within an organisation. They assess the skills and training needs of employees, develop strategies to address those needs, and deliver or facilitate training sessions.
An Employment Relations Manager oversees the relationship between an organization and its employees, focusing on maintaining positive and productive interactions. They handle matters related to employment laws, regulations, and policies, ensuring compliance and fairness in all employee-related issues.
An HR Specialist is responsible for managing specific functions within the human resources department, such as recruitment, benefits administration, employee relations, or training and development. They possess expertise in their designated area and provide support to HR managers and other staff members.
HR Interim consulting
FAQs
Interim HR refers to the temporary provision of experienced HR professionals who step into an organisation to manage or support HR functions for a defined period. This may be to cover a vacancy, support during periods of change, or provide specialist expertise for specific projects. Interim HR professionals typically operate with full accountability, integrating into the business quickly and delivering immediate impact without the long-term commitment of a permanent hire.
Interim HR consulting services provide on-demand HR expertise to support organisations through short-term or transitional needs. This can include managing employee relations cases, overseeing recruitment processes, supporting organisational restructuring, implementing HR systems, or providing strategic HR leadership.
Services such as Clevry’s HR Interim Consulting service allow organisations to outsource either part or all of their HR process. This flexibility enables businesses to scale HR capability up or down depending on demand, while maintaining access to specialist knowledge and structured HR delivery.
Yes, HR can be fully or partially outsourced depending on your organisation’s needs. Many businesses choose to outsource specific HR functions such as recruitment, payroll, compliance, or employee relations, while others outsource the entire HR function.
Clevry’s HR Interim Consulting service is designed specifically for this purpose, enabling organisations to outsource either individual HR activities or the full HR function to experienced consultants who operate as an extension of your internal team.
Outsourcing HR means delegating some or all human resources responsibilities to an external provider rather than managing them internally. This can include operational tasks such as onboarding and payroll, as well as more strategic areas like workforce planning, performance management, and organisational development.
The aim is to access specialist expertise, improve efficiency, and reduce internal workload while maintaining compliance and consistency across HR processes.
Outsourcing your HR provides several practical and strategic benefits. It allows organisations to access specialist expertise without the cost of full-time senior hires. It also improves scalability, enabling HR support to flex in line with business demand.
Additional benefits include improved compliance, reduced administrative burden, and faster implementation of HR processes and systems. Businesses can also gain immediate access to experienced HR professionals who can step into complex situations and deliver structured outcomes quickly.
The cost of outsourcing HR varies depending on the scope of services required, the complexity of the organisation, and the level of expertise needed. Some providers charge monthly retainers, while others operate on daily or project-based rates.
For interim or consultancy-based HR support, costs are typically more flexible than permanent hiring and can be scaled up or down depending on workload. This makes outsourcing a cost-efficient option for businesses that require senior HR capability without long-term fixed overheads.
Please contact us for more details.
In the UK, HR consultants typically charge anywhere from £50 to £250+ per hour depending on experience, specialism, and seniority. Junior consultants or generalist HR support tend to sit at the lower end of this range, while senior HR directors or specialists in areas such as employment law or organisational design command higher rates.
Many organisations opt for day rates or project fees instead of hourly billing, particularly when using services such as interim HR consulting.
Please contact us for more information and one of the team would be happy to discuss your options and pricing.
HR is not being replaced by AI, but it is being reshaped by it. AI is increasingly used to automate administrative tasks such as CV screening, scheduling, and data analysis, which allows HR professionals to focus more on strategic and people-focused work.
However, areas such as employee relations, leadership development, organisational culture, and complex decision-making still require human judgement. The most effective HR models combine AI efficiency with human expertise rather than replacing one with the other.
Yes, we are finding that HR consultants are in increasing demand. Organisations are increasingly seeking flexible access to HR expertise without committing to permanent hires, particularly in areas such as compliance, restructuring, talent strategy, and workforce planning.
Demand is also driven by change within organisations, including hybrid working models, regulatory updates, and the need for more agile HR functions. Interim and consultancy-based HR support has become a practical solution for bridging capability gaps quickly.
HR outsourcing is neither inherently good nor bad. Its effectiveness depends on how it is implemented and the quality of the provider. When done well, outsourcing can improve efficiency, reduce costs, and provide access to specialist expertise that may not exist internally.
However, poor outsourcing arrangements can lead to a lack of alignment with company culture or inconsistent employee experience. This is why many organisations choose structured providers such as Clevry’s HR Interim Consulting service, which integrates closely with internal teams rather than operating as a detached external function.
The most commonly outsourced HR activities include payroll processing, recruitment, employee onboarding, and HR administration. These functions are often process-driven and can be efficiently managed by external providers.
Increasingly, organisations are also outsourcing more complex areas such as talent assessment, psychometric testing, and interim HR leadership. This allows internal HR teams to focus on strategic priorities while ensuring operational consistency is maintained by specialists.
