Interim HR management remains a relatively new concept in Estonia. While common in other parts of the world, in Estonia it is referred to by several terms—such as “temporary HR manager” or “mobile HR management”—all pointing to the same principle: a company hires an external HR expert to address specific HR needs or manage HR responsibilities temporarily, ensuring flexibility and efficiency.

Interim HR vs. In-House HR: Key Differences

1. Profile: An in-house HR manager is a long-term, dedicated employee, while an interim HR manager is a highly skilled expert engaged for an agreed duration.
2. Contract Type: In-house HR managers are hired on employment contracts under the Estonian Employment Law, whereas interim HR managers work under a service agreement that can cover confidentiality, intellectual property, competition restrictions, and other terms.
3. Costs: In-house HR costs include salary, benefits, sick leave, training, tools and much more. In contrast, an interim HR manager’s costs are defined by contract, often billed hourly, per project, or monthly.
4. Workload and Contract Duration: In-house HR managers typically work full-time, but an interim HR manager’s workload is highly flexible (from 20% to 100% of a full-time role) with a set duration ranging from weeks to years.
5. Termination and Probation: Employment contracts follow statutory regulations, including probation periods. Interim HR contracts may not have probationary periods and can be ended per the contract’s terms.
6. Focus and Onboarding: In-house HR focuses on long-term strategy and culture, while interim HR managers often handle targeted projects like change management. Interim HR onboarding is also faster, allowing for an immediate start if needed.

Benefits of Interim HR Management

Hiring an interim HR manager offers companies a flexible, cost-effective way to address urgent HR needs without a long-term commitment. Ideal for companies in growth or transition phases, interim HR provides industry expertise for a set period, avoiding permanent staffing costs while ensuring quality support.

An interim HR manager suits companies with short-term projects needing HR expertise, seasonal HR needs, or those preferring a cost-efficient, flexible solution over a permanent role. However, if long-term strategy and continuity are priorities, an in-house HR manager may be the better option.