What is an Interim CHRO?

Explore the role of an interim CHRO, including responsibilities, benefits, key steps to hire an interim HR leader.

Last Updated
July 4th, 2025

Businesses across the globe are facing human resources challenges like talent shortages, employee burnout, and the emergence of AI technologies. Basically, navigating HR responsibilities is tough as it is. So when a sudden HR crisis or organizational change pops up, businesses must know where to find skilled leaders who can fill in the gaps and take charge.

Enter interim CHROs. If you're between executives, these temporary Chief Human Resources Officers are prepared to step in and provide strategic direction to keep the business moving forward.

Here, we'll dive into the core responsibilities of CHROs, their unique use cases, and actionable steps for hiring your own interim HR leaders.

The definition of an interim CHRO

An interim CHRO is a highly experienced human resources executive who temporarily steps into the top HR role to guide an organization through a period of change or uncertainty. Unlike a permanent CHRO, this leader is brought in for a defined period---often a few months to a year---to oversee HR operations, drive strategic initiatives, and ensure continuity until a long-term solution is found.

Interim CHROs typically provide the same services as permanent, full-time CHROs. However, depending on the company's needs, they may bring a particular focus on stabilizing HR processes and helping teams navigate a major transformation.

Key responsibilities of an interim CHRO

The interim CHRO's role is multifaceted, requiring both strategic vision and operational expertise in their field. As temporary leaders, they're expected to make an immediate impact by addressing urgent needs while also laying the groundwork for long-term success.

Here's a closer look at the core responsibilities of an interim CHRO:

Guiding through change or crisis: Interim CHROs are often brought in during turbulent times, such as after an unexpected departure or in the midst of a merger. They provide steady leadership, helping the HR function and organization as a whole maintain momentum.
Stabilizing HR operations: When leadership is in flux, HR operations can suffer. Interim CHROs ensure that payroll, benefits, compliance, and employee relations continue to run smoothly, minimizing disruptions.
Supporting executive search and succession: These leaders often play a central role in recruiting and onboarding the next permanent CHRO. They may help participate in interviews and facilitate a seamless transition once a new executive is chosen.
Strategic workforce planning: Interim CHROs develop and implement workforce strategies to align with business objectives. This can include talent acquisition, succession planning, and organizational design to ensure the company has the right people in the right roles.
Risk and compliance oversight: Interim leaders can ensure the organization remains compliant with changing labor laws and HR regulations. They also address issues related to employee relations and workplace safety to help reduce risk and legal ramifications.
Leadership development and employee engagement: Temporary CHROs may design and implement development programs and performance initiatives to boost morale and retention. Their focus is on building a resilient, high-performing workforce that can adapt to change.
Objective assessment and process improvement: As outsiders, interim CHROs can objectively review existing HR practices, identify inefficiencies, and introduce new processes or technologies to enhance the department's impact.

Why hire an interim CHRO

Interim CHROs are typically brought in during special circumstances to provide both immediate relief and strategic direction. For example, businesses might seek the help of temporary HR leaders when faced with:

Sudden leadership gaps: If the previous CHRO leaves unexpectedly, an interim leader can keep projects and processes running without interruption---at least until a new HR executive is hired.
Mergers, acquisitions, or restructuring: Major organizational changes often require specialized HR leadership. Interim CHROs can oversee workforce integration, cultural alignment, and change management, ensuring a smooth transition for employees and leaders.
Periods of rapid growth or downsizing: When a company scales quickly or reduces its workforce, interim CHROs can step in to manage talent pipelines and support teams through these transitions.
Crisis situations: In the face of compliance issues, labor disputes, or cultural crises, an interim CHRO can use their expertise to resolve problems and protect the organization's reputation.
Strategic projects or transformations: Sometimes, a company needs to overhaul its HR function or prepare for a major initiative. Interim CHROs provide the specialized skills and bandwidth to execute these projects without overburdening the existing team.

Interim vs. fractional CHRO: What's the difference?

While both interim and fractional CHROs offer flexible, on-demand HR leadership, they're usually brought into the fold for different reasons.

An interim CHRO, for example, typically works full-time or nearly full-time for a set period, often during a transition or leadership gap. They become deeply involved in day-to-day HR leadership, making them ideal for situations that require crisis response or change management.

A fractional CHRO, on the other hand, works with one or more organizations on a part-time basis, usually to oversee a specific initiative or address a certain challenge. They provide ongoing strategic guidance and support, often on an hourly, weekly, or monthly basis. Fractional CHROs are best suited for companies that need high-level HR expertise but do not require a full-time executive.

What to look for in an interim CHRO

Selecting the right interim CHRO is critical to ensuring a smooth transition and effective, ongoing HR leadership. That's why companies should seek candidates who not only have the technical knowledge but also the leadership qualities to thrive in a temporary role.

Key attributes to consider include:

Proven HR leadership experience: Look for a track record of success in senior HR roles, especially during times of change or crisis.
Ability to adapt quickly: The interim CHRO must be able to understand your company's culture, systems, and challenges almost immediately, and start making an impact from day one.
Strategic and operational knowledge: The best candidates balance big-picture thinking with hands-on execution to meet both immediate needs and long-term goals.
Strong communication and influence: Interim leaders should be able to communicate clearly with executives, managers, and employees, creating trust and alignment across the organization.
Objective perspective: As external leaders, interim CHROs should offer unbiased assessments and recommend improvements without being influenced by internal politics.
Cultural sensitivity: Even in a short-term role, the interim CHRO must fit with your company's values and working style to ensure a positive impact.

How to hire an interim CHRO

Finding a CHRO who checks all your boxes shouldn't take months. After all, if you're seeking temporary leadership, you probably need to hire and onboard new talent quickly.

To speed up this process, follow these steps:

Define your needs: Clearly outline the challenges you're facing, the outcomes you expect, and the skills required for the interim CHRO role.
Leverage a specialized network: Work with platforms or firms that specialize in interim executive placements, such as Go Fractional, to access a curated pool of experienced HR leaders.
Screen for relevant experience: Evaluate candidates based on their track record in similar situations, technical expertise, and leadership style.
Interview for cultural and strategic fit: Make sure each candidate's approach aligns with your company's values and goals, and that they can work effectively with your existing team.
Onboard efficiently: Provide your interim CHRO with all the information, resources, and access they need to make an immediate impact.

Find your interim CHRO or fractional CHRO now.

"I can't think of projects or initiatives that didn't get done because we had a big gap on the leadership team. I think what working with Go Fractional has really done is allowed us to have a high level of continuity at the executive level, even if there is attrition or certain situations where there's a gap".
Victoria Ashton, Senior VP of People at Lob

How much does an interim CHRO cost?

Even though interim CHROs provide temporary leadership, their compensation is often on par with permanent CHROs. Like any hire, however, their pay will depend on their specific experience, the complexity of your needs, and the duration of your contract. According to ZipRecruiter, for example, interim CHROs in California earn an average salary of $159,000 per year.

Interim CHRO FAQs

How many hours do interim CHROs typically work?

Most interim CHROs work between 20 and 40 hours per week depending on the organization's needs and the complexity of the assignment.

How long does an interim CHRO placement last?

Interim CHRO placements usually range from three to 12 months, but can vary according to the company's goals and the time required to find a permanent replacement.

Can an interim CHRO become a permanent full-time hire?

Yes. Many organizations find that their interim leader is an excellent long-term fit and choose to offer them a permanent position. That's why, at Go Fractional, we can help identify candidates open to full-time opportunities if the interim arrangement proves successful.

How does Go Fractional source and select interim CHRO candidates?

The Go Fractional community is over 1,200 strong but is highly selective, including vetted executives from companies like Google, Uber, Compass, and more. We rigorously interview and screen each leader to ensure their relevant experience and HR expertise. If the ideal candidate isn't already in our network, we can conduct a targeted executive search to find the right interim CHRO for your needs, including contract-to-hire options if you're open to a permanent placement.

With Go Fractional, your organization can access a select group of proven HR leaders who are ready to step in and deliver results---exactly when you need them most.