Wichita home base · Kansas employers
Interim HR Support and Transition Planning
Keep workforce priorities visible while you navigate an HR departure, leave, or organizational transition.
Cover a transition with an explicit plan
An HR resignation, extended absence, new location, or ownership transition can leave routine tasks without an owner. Interim support begins with an inventory of urgent obligations and recurring processes, followed by a defined coverage and handoff plan.
Holt can scope HR coordination, manager guidance, documentation, project stabilization, and successor preparation. Availability and start dates are confirmed during discovery. This is not a promise of immediate placement or full-time temporary staffing.
Move from continuity to handoff
| Stage | Work to define | Useful output |
|---|---|---|
| Stabilize | Identify upcoming deadlines, approvals, system owners, open projects, and unresolved exceptions | Priority register and ownership map |
| Maintain | Agree which recurring tasks and manager questions Holt supports | Task calendar, decision log, and agreed status reporting |
| Prepare | Document processes, organize references, and identify successor access requirements | Process inventory and handoff notes |
| Transfer | Walk through recurring work with the designated successor | Handoff meeting, open-items list, and agreed closure criteria |
What to bring to the first conversation
Share the reason for the transition, expected duration, approximate headcount, locations, current systems, next critical deadlines, and who can approve work. Start with a description rather than sending personnel records through an inquiry form.
The employer retains decision authority and designates an executive sponsor. Open complaints, payroll deadlines, benefits matters, or legal proceedings need explicit ownership and specialist coordination. The agreement defines who acts, who reviews, and who receives escalation.
Pricing: interim coverage and transition projects are quoted to scope. Duration, capacity, onsite requirements, urgency, and documentation quality affect the fee. Established fractional tiers are listed on the fractional HR page, but interim work requires its own capacity confirmation.
Questions about this support
Can you help while we recruit an HR employee?
Yes, subject to availability and agreed responsibilities. Interim support can preserve continuity and prepare processes for a new employee.
Can this become ongoing support?
Yes. Before the interim period ends, review the remaining need and choose a handoff, focused project, or separately scoped recurring arrangement.
Will you become our full-time HR manager?
An interim consulting engagement provides only the hours, workstreams, and authority described in the agreement. It should not be assumed to replace a full-time position.
Choose a practical starting point
Start with a free introductory conversation. When the need is clear, request a focused project. When several systems need diagnosis, the $1,500 HR and Workforce Infrastructure Assessment can establish priorities. Your written proposal confirms deliverables, participating locations, timing, responsibilities, revisions, and fees.
Review services and published pricing · Explore Kansas delivery