Mid-sized Enterprise Head of HR Role
This organisation is a mid-sized enterprise with approximately 120 employees across multiple sites.
BACKGROUND
Following the departure of their HR manager, the company identified a significant gap in their strategic leadership. As the business continued to expand, the need for a Head of HR became increasingly critical.
This newly envisioned role would focus not only on managing day-to-day HR functions but also on aligning HR initiatives with the company’s strategic objectives and organisational culture.
THE CHALLENGE
The company had experienced impressive growth, expanding from 80 to 120 employees within two years. While this growth presented exciting opportunities, it also brought challenges related to sustainability and maintaining the company's culture in a rapidly changing environment.
Recognising the need for strategic HR leadership, the company issued a tender to recruit a Head of HR. After engaging with several suppliers, they selected a recruitment partner who demonstrated a strong understanding of their goals.
As part of the expansion, several employees had been promoted to managerial positions without formal training, creating challenges in leadership development. There was a pressing need for someone who could develop management skills, align teams with company values, and drive success from the ground up.
THE SOLUTION
The selected recruitment partner, leveraging its expertise in HR and recruitment for similar sectors, led a three-pronged approach:
- Branded Advertising Campaign
A targeted advertising campaign was launched to attract high-calibre candidates, emphasising the values of the company and the strategic importance of the role. - Building a Strong Candidate Pool
The recruitment team curated a robust pool of qualified candidates, ensuring alignment with the organisation’s long-term vision and culture. - Consultation and Assessment
Ongoing collaboration with the company allowed for regular updates and the evaluation of candidates based on both experience and growth potential.
This approach ensured that only highly qualified and culturally aligned candidates were presented, paving the way for a strategic leader to contribute to the company’s ongoing success.
THE IMPLEMENTATION
The recruitment process was executed methodically, involving:
- Shortlisting
Detailed discussions between the recruitment consultant and the company’s leadership team enabled a thorough review of candidate profiles, ensuring only the most suitable candidates were shortlisted. - Comprehensive Interview Stages
A three-stage interview process was designed to evaluate candidates rigorously on their technical competencies and cultural fit. - Final Selection
Two outstanding candidates were advanced to the final stage. After careful evaluation, the company confidently extended an offer to their preferred candidate.
RESULTS
The entire process, from initiating the search to securing an offer acceptance, was completed in just four weeks.
Key Metrics:
- CV to Offer Ratio: 2:1
- Total CVs sent: 11
- Interviews conducted: 5
- Final stage interviews: 2
- Offers made: 1
This streamlined process ensured the company secured a Head of HR who could meet both their immediate needs and long-term strategic goals.
This organisation recently were recognised as a great place to work, heavily influenced by the successful Head of HR. This has cemented their place as a fantastic employer, one who has created an inclusive and supportive culture. This will ultimately enable to brand to attract and retain the best talent available in a highly competitive market, ensuring they can meet their highly ambitious goals.