Our Founder and Managing Director, Elina Liehu, wrote a guest blog post for HR viesti - a Finnish media organisation focused on personnel and management.
Read a machine-generated translation of the article below. The original article is published in Finnish in HR viesti's digital magazine and as a blog post on their website.
Forget the emergency fix – an interim manager is HR's strategic weapon in the face of change
When a company faces change, HR is often left with the thankless role of holding all the strings together—even when they’re burning at both ends. A leadership gap, a new system, a cultural transformation, or cost-cutting pressures—all demand rapid responses, yet few HR leaders have ready-made solutions in their back pocket. Unless, of course, they have the number of an interim executive provider on speed dial.
It’s time to stop thinking of an interim executive or independent expert as merely a “temporary stand-in.” In reality, they are enablers of change who bring experience, objectivity, and the ability to act immediately. They don’t come to fill a gap—they come to solve a problem, often in ways an internal organisation cannot achieve alone.
Internationally, interim leadership is already the norm – why not in Finland?
In many parts of Europe and the United States, interim leadership is an established part of organisations’ change strategies. Interim executives, fractional leaders, independent consultants—these roles are part of the normal leadership toolkit. In Finland, interim leadership is still too often seen as an emergency solution, when in fact it can be a proactive and strategic choice.
I have supported clients in situations where an external interim executive has rescued a project, brought credibility to the management team and helped restore teams to full performance. Through customer experiences, I have seen how experienced independent experts can bring exactly the expertise and energy an organisation needs during change.
Teams are stretching thin – who carries the responsibility for well-being?
In transformation initiatives, days grow longer—and teams stretch along with them. On HR’s desk pile not only project responsibilities but also concern for employee well-being. Often teams are operating at the limits of their competence and capacity, yet still expected to deliver more. At this point, an external expert is not a luxury—they are a necessity.
An interim executive or independent expert can take responsibility for key areas that would otherwise burden permanent staff. They bring clarity, rhythm and an outside perspective that helps teams focus on what truly matters. Often, simply knowing that an experienced external leader is guiding the change process relieves pressure and creates space to breathe.
HR’s strategic role – not just a recruiter
It has long been recognised that HR’s role is not merely to recruit, but to build the organisation’s capability for change. This means HR must have tools to quickly bring in professionals who can operate effectively—and leave when the job is done. Interim executives and independent experts are precisely this kind of talent.
More and more experienced leaders are choosing project-based work as their career path. They are not a “backup option” or consultants who merely deliver analytical recommendations. They become part of the operational organisation, roll up their sleeves and get to work. HR should view them as part of a strategic talent pool—not just temporary resources.
Faster impact than traditional recruitment
An interim executive doesn’t require months of onboarding. They step straight into action, deliver results and move on when the work is complete. This saves HR time and resources—and above all, delivers outcomes. Often, the impact of an interim executive is visible more quickly than bringing in a new hire through traditional recruitment.
HR’s invisible ROI from interim leadership is real. It can be seen in successful projects, stronger employee engagement, and the company's ability to respond to change. And it shows in the fact that teams don’t burn out, but receive support precisely when they need it most.
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Elina Liehu
The author is the founder and CEO of Ferovalo and Best Best Talent Platform. She has extensive experience in change management, various resourcing services, serving as CEO of growth companies, and board work. Elina believes that the role of HR is evolving—and that interim executives and independent experts are part of that transformation.
elina.liehu@ferovalo.com
+358 40 564 7441