Key Traits to Look for in a Great Interim HR Professional

For hiring managers, bringing in an interim HR professional is often a strategic move, especially when managing transitions, scaling operations, or covering a key vacancy. However, finding the right candidate can be challenging—especially when you’re pressed for time and looking for a “plug-and-play” solution.

The right interim HR professional not only ensures that daily operations remain seamless but also provides valuable insights to enhance your HR strategies. To make the process easier, it’s essential to focus on key competencies during the hiring process. This guide will walk you through the critical skills to look for in your next interim HR hire and ensure they can hit the ground running.

For those of you looking for a staffing firm alternative, these skills can serve as your checklist to simplify the selection process. 

Essential Skills Every Interim HR Professional Should Bring to the Table 

When evaluating candidates for an interim HR role, these six skills become non-negotiables. They can set apart a good HR consultant from a great one who can manage operations effectively while aligning employees with your company’s vision and goals. 

1. Strong Communication Skills 
2. Adaptability and Flexibility 
3. Compliance and Legal Knowledge 
4. Strategic Thinking and Problem-Solving 
5. Organizational Skills 
6. Technology Proficiency

Below, we’ll take a closer look at each skill, why it matters, and how to assess it in potential hires. 

1. Great Communicator 

Human Resources is the core of employee interaction. A strong interim HR professional must be capable of clearly articulating HR policies, explaining changes to employees, and mediating conversations across all levels. 

Great communication goes beyond listening and speaking—it’s also about building trust. A candidate who can establish rapport with team members quickly ensures smoother collaboration and faster adaptation to the interim role. 

How to Assess: During the interview, try asking open-ended questions like, "Can you describe a time when you had to communicate a difficult policy to employees?" Assess not just their verbal response but their confidence, conciseness, and empathy. 

2. Adaptability and Flexibility 

Businesses today operate in unpredictable environments—and so do HR departments. Whether it’s managing staff restructuring or resolving a culture shift, an interim HR professional must be adaptable enough to handle the unexpected. 

Adaptability ensures they can thrive in unfamiliar situations, evaluate a company’s unique culture quickly, and offer actionable solutions tailored to that workplace. 

How to Assess: Pose situational questions like, "How do you handle implementing new processes in a short timeframe?" or "Describe a situation when you had to adapt to a completely different work environment." 

3. Compliance and Legal Knowledge 

An HR professional must serve as the gatekeeper of your company’s compliance. Interim or not, they should have a thorough understanding of employment laws, regulations, and best practices to ensure the company adheres to all legal requirements. Noncompliance, even temporarily, can result in significant consequences, including financial penalties or reputational damage. 

Why this matters: When onboarding an interim HR candidate, you need assurance that they can safeguard your company’s interests and seamlessly manage compliance, regardless of how new or unfamiliar the environment is to them. 

How to Assess: Explore their knowledge by asking how they've applied processes in the past to ensure compliance across payroll, employee relations, or international workforces. Verification through certifications (like PHR, SHRM-CP, or CIPD) can also help measure expertise. 

4. Strategic Thinking and Problem-Solving 

Interim HR professionals aren’t just there for administrative tasks—they should also bring a consultative, strategic perspective to your business. Whether it’s providing insights that support decision-making or solving process bottlenecks, high-level problem-solving is crucial for driving HR effectiveness. 

How to Assess: During the interview, ask behavioral questions like, "Tell us about a time when you identified an inefficiency in a company’s HR process. What solution did you recommend, and what was the outcome?" Look for clarity in how they evaluated the situation and the impact that resulted from their decision. 

5. Organizational Skills

Managing HR operations involves juggling tasks like employee onboarding, policy updates, recruiting, and training—all while adhering to deadlines and maintaining efficiency. The ability to organize, prioritize, and ensure all moving pieces are accounted for is a critical requirement. 

A stellar interim HR professional will not just “do the job” but will proactively ensure your HR processes run like clockwork. 

How to Assess: Look for real-world examples of their previous workload management. Pose questions such as, "How do you prioritize conflicting HR projects during peak hiring seasons?" Clear and specific answers often indicate how strong their organizational skills are under pressure. 

6. Technology Proficiency 

More than ever, HR departments rely on technology to stay efficient—from managing payroll to tracking employee performance and engagement. Proficiency in HR management systems (HRMS) and adaptability to new tools are non-negotiable in today’s tech-driven workforce.

Whether you use SAP SuccessFactors, BambooHR, or any other software, an interim HR professional should quickly get up to speed—or better yet, introduce you to tools that can further optimize your processes. 

How to Assess: During the selection process, ask candidates about the HR platforms they’ve previously used and their level of expertise with each.

Wrapping Up 

Hiring the right interim HR professional is vital to ensure continuity and success within your team. These essential skills—communication, adaptability, compliance knowledge, strategic thinking, organization, and technology proficiency—should form the backbone of your candidate evaluation process. 

If you’re looking for a staffing firm alternative that gets you access to top-tier, pre-vetted HR professionals, focus your efforts on these competencies as a checklist. Doing so will not only reduce the time spent searching but will also give you the confidence that the candidate you select will deliver from day one. 

Are you ready to enhance your HR team in the most efficient way? Start now by refining your hiring strategy or exploring expert-curated options that align with your company’s goals!