ABTF Area of Expertise:
Human Resources & Legal Affairs

Skills Shortages and Succession Planning Issues

The ongoing shortage of skilled workers calls for quick, sustainable solutions. Interim managers step into critical roles immediately while simultaneously developing sustainable recruitment, retention, and succession planning strategies.

Transformation of the Workplace

New work models, flexible hours, remote work, and internationally diverse teams: All of these require clear structures, modern leadership approaches, and HR management that continuously adapts to new conditions. Many companies face significant implementation and communication challenges in this regard.

During times of upheaval, it is not only labor law issues that gain importance. Corporate law, contract law, data protection law, compliance, and, to some extent, co-determination law are also closely linked to human resources issues.

Labor Law Challenges

• Requirements for time tracking and documentation obligations
• Complexities surrounding fixed-term contracts, transfers, and notices of change
• Implementation of new legal requirements, e.g., regarding whistleblower protection
• Legally compliant policies for remote work, hybrid work, and international assignments

For many companies, implementing these requirements is time-sensitive and risky—especially during dynamic transformation processes.

Additional legal considerations in the HR context

• Review and optimization of employment contracts, consulting agreements, and executive contracts
• Interactions with corporate law in the context of structural changes
• Compliance requirements, particularly for executives
• Data protection in the handling of employee data

An interim manager brings not only strong implementation skills to the table, but also the ability to closely integrate legal departments, HR, and leadership.

Few areas illustrate the interconnection between HR and legal issues as clearly as restructuring. Restructuring is rarely purely organizational—it has a profound impact on the workforce, corporate culture, and the legal framework.

Typical challenges in restructuring

Organizational Analysis and Realignment

Restructuring begins with the question: What skills will the company truly need in the future? Job descriptions, organizational structures, and responsibilities often need to be redefined.

Implementation under Labor Law

This is where the greatest risks arise. Key issues include:

• Reconciliation of interests and social plans
• Operational changes under the Works Constitution Act (BetrVG)
• Workforce reductions, transfers, and notices of change
• Transfer companies or training programs
• Selection guidelines, social selection, and legal certainty

Mistakes can be costly—both financially and culturally.

Communication & Change Management

Even legally sound measures can fail if they are poorly communicated. Interim managers play a crucial role as a neutral, trustworthy authority that:

• conveys clear messages
• identifies resistance early on
• guides executives through the process

Ensuring Compliance

Restructuring inherently creates areas of risk: data protection, equal treatment, employee participation, and documentation requirements. Especially in high-pressure situations, processes must remain fully compliant with the law.

Independence

Interim managers operate free from internal conflicts of interest—which is particularly important when dealing with sensitive HR or legal issues.

Speed

Restructuring cannot be put off. Interim managers deliver quick, practical solutions and take responsibility from day one.

Experience

Many companies are undergoing a major restructuring for the first time. Interim managers bring best practices from numerous projects to the table—thereby preventing common mistakes

The challenges in the areas of human resources and legal affairs have rarely been as complex as they are today. Digitalization, a shortage of skilled workers, and new legal frameworks are compounded by increasing pressure for efficiency and change. As a result, restructuring has become a key area of focus where HR and legal expertise must go hand in hand.

An experienced interim manager combines legal expertise, operational execution, and strategic clarity—and helps companies not only navigate change but also actively shape it.