Global HR Executive Search plus Interim HR Contract Recruitment

Strategic role within a multinational organisation, requiring deep expertise in German labor law, extensive experience working with Works Councils and other jurisdictional unions, and fluency in both German and English.  Business critical role requiring partnership with senior leadership and HR, providing subject matter expertise to drive compliant, proactive, and business-aligned employee relations strategies.

Newly established European HR Director role to join a company operating in a highly regulated environment, and a history of growth through acquisitions.  Fluent English and French language skills were required along with extensive social plan and union experience.  Sustainable change management skills, advanced commercial acumen and a continuous improvement mindset were also vital.

Unusual role within a multinational company, requiring a blend of expertise for multi-state employment laws and labor relations management, along with a HR business partnering work history; with the aim to deliver a more holistic and rounded approach to achieving the changes needed to achieve business goals.

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.