Guiver Freeman - Interim management

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Interim management and secondment

Guiver Freeman has a number of independent interim managers with broad experience available for the temporary general or HR management of large and small companies, societies, foundations and institutions in The Netherlands and abroad. Our interim managers are particularly good high-level general managers, but are not averse to also carrying out the operational work. The temporary people management of line departments is also possible. We can also supply interim managers as temporary board members of a foundation or institution, for instance in healthcare or education.

Interim management
Extensive change processes in organisations are often guided by an interim manager. His task includes ensuring that a permanent manager continues to monitor and manage the process after the interim manager has left. If required the interim manager can continue to coach the permanent manager for a while afterwards (in the background).
Another possibility is the temporary replacement of a manager or supervisor suffering from a long term illness, or the filling of a temporary vacancy. Sometimes the requirement is for a 'heavy' interim manager to bring the part of the organisation concerned 'under control' so that it can be taken over by a 'normal' manager after the interim period.

Interim managers of Guiver Freeman usually prefer not to spend more than three days per week and a maximum of twelve months on an interim assignment. If more time is required for the assignment, the possibility should be considered of dividing the assignment into two parts, whereby the second interim manager can often have the profile of a 'second in command' (and therefore a somewhat lower fee). If the assignment needs to continue after twelve months, Guiver Freeman will ensure there is a replacement who is 'up to speed'.

One of the characteristics of a good interim manager is that he or she can very quickly become familiar with their new function. They are accustomed to analysing a department or organisation rapidly and to seeing through the most important elements. However, the interim manager also needs a sparring partner. Our interim managers therefore always have a 'shadow' interim manager available with whom they can discuss their assignment. This shadow supplies 'exchange views', but also a form of guarantee for the client: there is always someone who can be brought in in an emergency.
Examples of interim assignments successfully completed by us
Client: International professional organisation
Role of Guiver Freeman: Interim HR at strategic level
Result: Company strategy streamlined, worked out in plans and achieved. HR policy and instruments streamlined and integrated

Client: Professional organisation
Role of Guiver Freeman: Interim HR at tactical level
Result: Head of the company's HR department, who was temporarily unable to work, was 'seamlessly' replaced and assisted in getting to grips with current situation on return to work

Client: Production organisation
Role of Guiver Freeman: Interim HR at operational level
Result: Management advised and supported, policy implemented

Client: Professional organisation
Role of Guiver Freeman: Interim HR Director, strategic level
Result: Salary and benefits harmonised, functional departments (including HR) integrated and streamlined following a merger

Client: Production organisation
Role of Guiver Freeman: Interim head of department, tactical level
Result: Replaced Head of department who was ill for a long period, in particular regarding direction and guidance of department's employees, regular contact with the sick employee to keep them up to date with developments to avoid any estrangement, and coached in the background for some time following return to work regarding aspects of people management

Clients: Various
Role of Guiver Freeman: Interim manager or Managing Director
Result: Decision making and work processes streamlined, improved the quality of management, professionalised the supporting departments, new functionaries hired

Clients: Various
Role of Guiver Freeman: Interim HR Director
Result: Strategic advice concerning merger and takeover, implementation of merger and takeover, harmonisation of salary and benefits policies and regulations, streamlining and reorganisation of the HR department

Secondment
Clients don't always need a high-level interim manager for a temporary vacancy. Sometimes there is a need for a functionary at a more operational level and for four or five days per week. We can supply employees for such cases who enjoy working on varied projects. These men and women are in salaried employment with Guiver Freeman, or are hired-in as independent persons for the duration of the project with the client. The seconded persons are always well educated, to at least BA-equivalent (Dutch HBO level). The level of experience varies, from starter in the employment market to up to thirty years or so experience and regularly trained. That says something about the ages: from early twenties to (almost or even over) pensionable age.
A very experienced interim functionary works mostly independently, but can - just as the interim managers - fall back on a 'shadow' functionary in our organisation. Starters in an area of expertise receive specific personal guidance from within Guiver Freeman. In this way the customer pays an interesting starters tariff and receives the background advice of the mentor for free!
Examples of interim assignments successfully completed by us
Client: Many examples
Role of Guiver Freeman: Interim HR functionary
Result: Management advised and supported, policy carried out

Client: Healthcare
Role of Guiver Freeman: Interim salary administrator
Result: Replaced salary administrator on sick leave for several months

Client: Various examples
Role of Guiver Freeman: Project co-worker
Result: Approximately 40 job profiles constructed for in total circa 120 employees

Client: Various examples
Role of Guiver Freeman: Recruiter
Result: Successful recruitment activities

Client: Research bureau
Role of Guiver Freeman: Researchers
Result: Research data provided in agreed format

Client: Various examples
Role of Guiver Freeman: Training advisor
Result: Training policy carried out, in some cases by setting up a complete internal training center

And with/via our partners we have been able to help even more customers with (not HR related) temporary functions. See also 'Partnerships'.

Subscriptions: employees, advisors or a non-executive board member
The services of Guiver Freeman may be on an hourly, project or interim basis, or via a subscription. Subscriptions are possible for as little as one day per month for support at a particular level. You decide the level of expertise employed to fulfil your subscription, of course within the possibilities of the disciplines we have available.
In this way you could choose a subscription at the level of a professional. This would imply that within the subscription you could request a general personnel functionary on one occasion and a communication worker the next time. Maybe a couple of months later a recruiter and a personnel functionary. Or a salary administrator.
The more days per month your subscription covers the cheaper it becomes, relatively. And if you then need an advisor of a 'heavier' category you will receive a discount on the tariff for this person.

You may also choose a somewhat heavier subscription, for instance at the level of
‘expert’ or ‘top advisor’. In this way you get a sort of non-executive board member in house - but then one that is exceptionally at home in finance on one occasion and the next time in the area of subsidies, or in human resources. And of course in-between levels are also possible.
Guiver Freeman has six levels of employees:

general support
junior (starting) professional
professional
senior professional
expert
top advisor

Ask for the conditions and tariffs.

Work with or for Guiver Freeman?
Are you a professional and does the above appeal to you? Would you like to work with or for Guiver Freeman in secondment or interim projects by organisations that are frequently undergoing change? Go to Working with or for us.

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