Negotiations rarely begin at a convenient time. In a company of five hundred people, they affect everyone, yet HR may consist of only one or two people. There might not be a dedicated HR Director, their time is consumed by day-to-day operations, or they are personally involved in the change.
An experienced Interim HR Director has led these processes before. They know the correct sequence of actions and how to communicate difficult news so that trust remains intact even after negotiations conclude.
Change negotiations (formerly ‘YT negotiations’) take place when an employer considers redundancies, layoffs, converting roles to part-time, or essential changes to job descriptions. The Co-operation Act applies to companies regularly employing at least 20 people. The law defines the negotiation proposal, matters to be addressed, minimum timelines, and documentation.
In practice, success depends on three factors: keeping the schedule, pre-planning communication, and ensuring supervisors know what they are allowed to share. A lawyer ensures legal compliance, but someone must lead the process on the ground.
Read also how an interim manager differs from a consultant and a recruited executive.
The role is vacant or the HR Director is part of the change themselves. Negotiations cannot wait for a recruitment process that takes months.
There is no one in-house who has managed a similar process. The first time is an expensive place to learn.
Difficult conversations happen with supervisors, not in the HR back office. They must be coached before negotiations begin.
The new organization, changed roles, and the motivation of remaining staff require leadership even after decisions are finalized.
Focus: baseline situation, statutory obligations, schedule, and communication framework together with management and legal counsel.
Result: a negotiation proposal and a plan that every party understands consistently.
Focus: meeting preparation, documentation, staff and supervisor support, and external communication.
Result: the process stays on schedule and documentation withstands post-event scrutiny.
Focus: implementation of decisions, the new organization, supporting remaining staff, and managing departures professionally to the end.
Result: the change is completed and practices are documented for the successor.
We will go through it in about half an hour. The assessment is free of charge and does not commit you to anything.
You'll typically receive 2–4 carefully selected candidates with justifications within 48 hours. Not a long list of "just-okay" names.
You meet the candidates and decide for yourself. A start is possible as early as next week.
You only pay for days worked, and billing occurs once a month. There are no recruitment fees or fixed monthly charges.
The price depends on the role, the situation, and how many days a week the expert is needed. We will provide this after the assessment, before you commit to anything.
When the situation hits, you only need to remember one name. We take ownership from the first call until the assignment is completed. We don’t disappear after the contract is signed.
Each of our partners has led a company and solved the same challenges you’re facing now. That’s why we understand your situation immediately, and our executives can be thrown straight into the deep end.
You deal directly with the partners handling your search. No middlemen or unnecessary bureaucracy, and you always know where things stand without having to ask.
We don’t sell processes for the sake of the process. We cut out the steps that don’t benefit you and only use your time for what moves the assignment forward.
The employer is responsible for negotiations. Practical leadership is usually handled by the HR Director together with business management, while legal compliance is ensured by a lawyer. An Interim HR Director can take this role for a fixed term.
You’ll receive a proposal typically within 48 hours: 2–4 carefully selected candidates. You meet them and can decide on a start date as early as next week.
No. They lead the process, prepare documents, and coach supervisors. Legal matters are always verified with a lawyer.
The change continues even after that. We agree whether the assignment continues through the implementation phase or if the work is handed over to your own team.
You only pay for days worked, and billing occurs once a month. The price depends on the complexity of the task and the workload. We will provide this after a free assessment. What does the cost consist of →
A free assessment takes about half an hour. After that, you will know what kind of expert suits your situation, when they can start, and what it will cost.
In a hurry? Call any of us directly.
Samppa Seppälä050 568 0533
Ilari Kallio040 070 5050
Petri Kujala040 076 7767
Sampo Salmi050 386 6565Are you an interim manager yourself? Apply for the Cherry Pool →
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