Supporting a Global Firms Transition to a Centralised HR Model

Client Overview:
A global professional services firm was undergoing a significant HR transformation, requiring a shift from a federated HR structure to a more centralised HR model. The newly appointed Chief People Officer (CPO) needed to assess and restructure the HR team globally to align with the company’s future goals.

Challenges:

• The existing HR structure was fragmented across regions, making it difficult to implement a unified strategy.
• The CPO needed a thorough evaluation of the global HR talent to identify key players and where external hires might be needed.
• Ensuring a seamless transition to a centralised HR approach was crucial for maintaining operational efficiency and driving strategic objectives.

Our Approach:
We worked closely with the CPO to deliver a comprehensive plan that included:

1. Global HR Team Assessment:
   We conducted a full assessment of the organisation’s HR function across all regions. This involved:
   • In-depth interviews with HR leaders to understand current capabilities and roles.
   • A global HR assessment to identify talent gaps and assess which roles were best suited for a centralised HR structure.
2. Psychometric Testing:
   We implemented psychometric testing to evaluate leadership potential and team dynamics. This enabled us to:
   • Identify which internal HR leaders could thrive in a more centralised model.
   • Ensure the right cultural fit and leadership capabilities for the evolving structure.
3. Strategic Talent Guidance:
   Using the results from the assessments, we provided the CPO with strategic insights on which internal talent could be retained and where external hires would be needed to fill capability gaps. Our recommendations were focused on achieving a strong balance between internal retention and the addition of fresh skills through interim HR hires and permanent HR hires.
4. External Hiring Support:
   We assisted the company in sourcing and recruiting both interim and permanent HR talent, ensuring that the new centralised HR model would have the expertise required to drive success. These hires helped:
   • Bridge the talent gaps identified during the HR assessment.
   • Support the organisation through a smooth and efficient transition period.

Results:

• The company successfully implemented a centralised HR model, improving coordination and alignment across all regions.
• Internal HR leaders were retained and upskilled where needed, ensuring that key talent remained part of the business.
• The integration of external HR specialists supported the transformation, with both interim and permanent hires bringing crucial expertise during the transition.

This project helped the firm create a streamlined, capable HR team that was fully aligned with the business’s broader strategic goals, setting the foundation for long-term success.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Director Carl Hinett