Global HR Executive Search and Interim HR Contract Recruitment.

Finding shared services experts who can work beyond just process and policy adherence, and who can think creatively about new technology and service deployment innovation is always a challenge.

…with a barrage of commercially focussed HR initiatives being launched globally, this person would have little time to get the regular “day job” under control in order to also take on key projects that required local markets customisation

These types of “unicorn” success companies are rare, as are the opportunities to build and rapidly scale up a “greenfield” Talent Acquisition function

An employee relations/labor relations specialist with experience in engaging with work forces pre-transformation was needed to ensure that buy-in for change was ensured prior to commencing implementation.

Focusing on adoption and buy in from an array of international stakeholders, for new technologies that would cause significant change to work processes and potentially to job content of HR team members.

The HR pedigree of the preferred candidate immediately impressed our hiring execs, and as a “known entity” we were able to action the hire smoothly and with no negotiation stress for our CHRO.

Need to bring a “modern” thinking approach to HR interactions with stakeholders after a history of HR being more focused on administration and process rather than strategic and proactive interventions.

Needing diverse jurisdictional knowledge, spanning taxation, immigration, and administration processes; in addition to thought leadership on best practice mobility operational frameworks, and tools to help expats and their families to overcome culture and integration challenges

A depth of knowledge for HR operations, HR technologies, business processes and agile project management experience as well as a genuinely commercial mindset.

Working directly with a newly appointed HR Director and key business execs, these people would support the build and implementation of HR infrastructure to enable accelerated levels of company growth driven by acquisition and new product launches.

Finding a fluent English/German speaking HR leader who isn’t focused on title and hierarchy is always a challenge. Finding such a professional who offered strategic thinking and preparedness for “getting hands dirty” to ensure transactional service delivery is also a challenge at this level of leadership hire

HR professional to work directly with an international business President and his leadership team, whilst managing a HR team to support niche, specialist workforces across a multitude of countries with minimal HR frameworks in place regionally.

Consumer goods company wanting to centralise and streamline what had been historically a fragmented benefits team operating in silos. High profile role given recent media publicity on benefits compliance issues and financial waste.

Shared service centre specialist with ideally financial qualifications and extensive HRIS expertise, to work with leadership teams and a newly appointed CHRO, whilst managing a generalist HR team to support first line queries, case management and reporting; and overhauling all shared service policies and process.

Newly created role driven by need for company to attract, retain and engage niche skilled workforces within a highly competitive market for business and for talent and to prove ROI for all initiatives in order to move the role to a permanent salaried post.