Interim VP, Human Resources (Strategic Overhire)

Context

LHH’s client was dealing with an underperforming HR function and had just parted ways with their VP HR. Rather than quickly hiring a mid‑scale replacement, they opted for a strategic overhire: an Interim VP HR with a wealth of enterprise‑level experience who could tackle the “big hairy problems” with speed and grace, while coaching the team and rebuilding trust.

What Worked — and Why

The interim arrived with immediate credibility and VP‑level breadth. Because they were not a candidate for the permanent role, they brought objectivity and could make difficult calls without political baggage. They set a crisp 90‑day plan, clarified accountabilities, and established a cadence of operating reviews aligned to business outcomes.

Tangible Improvements

• Enterprise impact, fast: identified the highest‑leverage opportunities to improve HR’s impact (talent acquisition throughput, manager enablement, leadership capability).
  • Technology & data: stabilized the HRIS/ATS stack, cleaned critical data, and introduced pragmatic dashboards for executives.
  • Process redesign: shortened cycle times in recruitment, onboarding, and employee relations; introduced SLAs and a tiered service model.
  • Operating model & org design: reorganized the function (COE/HRBP/Shared Services), clarified roles, and filled key gaps.
  • Credibility & partnership: re‑established HR as a trusted partner to the ELT and people leaders.

Exit & Handover

The interim scoped the permanent VP HR role, supported the hiring process, and completed a two‑week structured handover—including a 90‑day success plan, a risk register with mitigations already actioned, and live walkthroughs of core HR operating mechanisms—so the new leader could focus on the future, not the past.

Bottom Line

This strategic overhire de‑risked a critical transition, delivered operational lift and leadership credibility, and ensured a smooth landing for the permanent VP HR—without compromising speed.

Outcomes at a Glance

Outcome	Result
HR reputation & partnership	Executive trust restored; HR re‑positioned as a proactive business partner
Talent & onboarding	Time‑to‑hire reduced; manager and new‑hire satisfaction up
Core processes	Standard SLAs; fewer escalations and faster case resolution
Technology & data	Stabilized HRIS/ATS; executive dashboards with reliable people metrics
Org design & capacity	Clear COE/HRBP/Shared Services model; critical roles filled
Leadership transition	Permanent VP HR hired; two‑week handover with 90‑day plan and risks addressed

Chief Executive Officer, Health Service Provider (name withheld for confidentiality)

Contact us to learn more about LHH Recruitment Solutions or connect with our lead recruiter in Canada on LinkedIn, Stephen Bell.