The automotive manufacturing plant entered a highly sensitive phase characterized by simultaneous organizational restructuring, increasing productivity targets, and growing tension in employee relations.

The challenge

Workforce adjustments were required while production continuity had to be maintained in a tightly regulated, unionized environment. Previous HR leadership lacked the seniority and industrial experience to manage complex collective labor agreements, escalating union expectations, and increased management pressure.

At the same time, the management team was stretched by operational demands and lacked structured HR support to address leadership capability gaps, inconsistent application of people policies, and rising employee dissatisfaction. Without immediate intervention, the company faced the risk of industrial conflict, production disruption, and loss of management credibility.

The solution

An experienced Interim HR Director with a strong background in large-scale industrial environments was appointed to take full ownership of the HR function. The mandate covered all HR domains, with a particular focus on restoring structured social dialogue, leading union negotiations, and managing sensitive restructuring processes.

The interim manager worked closely with plant management to introduce clear HR governance, align leadership behavior across departments, and support managers in handling complex people issues. Acting as a neutral and credible counterpart to unions and employee representatives, the interim HR Director re-established constructive communication channels and ensured consistent application of labor policies across the organization.

The results

Within a short timeframe, social dialogue stabilized and trust between management and employee representatives improved significantly. Restructuring measures were implemented with limited disruption to operations, and key labor agreements were renegotiated under controlled conditions. Leadership accountability increased, people-related escalation decreased, and management regained control over workforce-related risks.

The plant achieved greater operational predictability, reduced exposure to industrial conflict, and strengthened its internal leadership capability during a critical transition period.

Why interim management

The situation required immediate senior HR leadership with proven industrial credibility and hands-on execution capability. Interim management provided rapid deployment, neutrality in sensitive negotiations, and the flexibility to address complex challenges without committing prematurely to a permanent appointment.