Global CHRO / SVP HR with talent management flair

Primary specialism: HR Business Partner

Markets with deep expertise:

  • Technology (Hardware/Software)

  • Life Sciences (primary life sciences & laboratory tools/equipment)

  • Specialty Chemicals/Materials

Languages : English

Salary expectations: From US$ 400,000 base plus package

Workforce types directly supported: Deepest experience in supporting P&L Leaders (executives, division presidents, general managers); earlier in my career, I specialized in supporting sales and service organizations

Current home country: United States and can travel for work across the Americas, Europe and Asia. Would also be open to an expat secondment role based from Europe and/or Asia

Team management: Currently leading a HR team of over 130 professionals including 10 direct reports. Have historically led teams of over 200 direct & indirect reports. I enjoy managing teams but am not particular about the size of the team, provided that the role is sufficiently staffed to the expectations for service delivery.

Current/recent employer: Company of circa US$4 billion revenues and 4,000 employees globally. Previously worked in a much larger corporation, leading a division of circa US$3 billion in revenues and 10,000 employees globally.

Remits of particular interest: I am interested in the senior-most HR roles, reporting to the CEO, where strong business-centric HR partnership is needed/required. Or a a #2 role in a larger organization if the chemistry with the CHRO and CEO were compatible. I'm interested in roles where a need for strong HR leadership (particularly re-fashioning or transforming HR role and contribution to the organization are needed). I am drawn to leaders who value talent and understand how talent can be a strategic differentiator for their organization; and organizations that place an emphasis and priority on talent management & development (not just 'training').

Unique expertise:

  • I've had HR leadership roles in a broad variety of organizations (spanning industries, geographies, private and public, large and small). So, I believe I'm quite adaptable and recognize that organizations can have unique HR needs.

  • I've cultivated a career rich in international experience - from my earlier days as an expat in Asia, to leading across emerging markets and leading across truly diverse global communities. Other than Africa, I've spent a considerable amount of time 'on the ground' in all of my business geographies.

  • I'm well-steeped in Lean Manufacturing and lean manufacturing business systems and have brought several of those practices into the management of the HR organizations that I've led.

  • In my current company, I’ve been responsible for an enterprise-wide initiative to help the organization define our culture, and to identify cultural characteristics that needed to change/evolve. I’ve also been a driver within a small group of executives leading various company initiatives to reform/revamp/renew systems and structures at the company in support of these cultural priorities.

Commerciality: Across a broad portfolio of businesses, I was directly involved in planning to drive organic, profitable growth (and then developing countermeasures when those plans did not bear the expected returns. This involved a variety of initiatives, from the investment (hiring, training of sales associates globally) to the introduction of continuous improvement tools and processes (lean management). I've introduced engagement surveys which across 6 years have seen dramatic improvements in employee engagement across a number of focus areas, many of which exceed manufacturing industry benchmarks.

Strengths: I'm a global HR leader that has thrived across a number of different industries, geographies, and business cultures. I consider myself eminently adaptable, while staying centered on a core principle of delivering sound, "fit for purpose" HR solutions to real business challenges. While I enjoy an 'elegant' solution, I favor the solutions that work, that are supported by the business, and can have a measurable impact. I'm not fixed to my own ideas, or even specific ideas - I prefer instead to work with people and concepts that will move the organization forward.

Need to know: While I recognize the importance of talent and take a 'humanistic' approach to my responsibilities, I recognize that HR leaders must strike a balance - not just advocating for people, but for the business as well. In this regard, I consider myself logical and pragmatic with an eye toward sharp, disciplined decision-making that creates better outcomes for the organization (and therefore, our people) over the long term.

For more details on this professional and how they might help with your business challenges, please make direct contact with us today and reference 59896

Change Management, Employee Engagement, HR Business Partner, Talent ManagementLeanne Morris