CASE STUDY · HR LEADERSHIP TEAM BUILD
How does a newly promoted CHRO stop doing her old job?
A newly promoted CHRO needed trusted leaders beneath her so she could step fully into the C-suite and focus on what the business needed next.
INDUSTRY
Global Distribution + Manufacturing
SEARCH
HR Leadership Team
BUSINESS CONTEXT
Newly promoted CHRO
OUTCOME
3 critical HR hires in ~ 4 months
THE BUSINESS NEED
A newly promoted CHRO was ready to operate at a more strategic level, but key gaps on the HR leadership team kept pulling her back into her previous responsibilities. At the same time, the organization was preparing for a major HR technology transformation.
THE SEARCH
Kristin partnered with the CHRO to define the roles, clarify responsibilities and sequence the hires around what the business needed most. The work included a VP of HR, HR operations leadership and HRIS expertise; building the team the CHRO needed beneath her rather than treating each opening as an isolated search.
THE OUTCOME
Within approximately four months, three critical HR leaders were hired. The new structure gave the CHRO stronger leadership beneath her and greater capacity to focus on enterprise priorities, while the VP of HR assumed responsibility for more of the day-to-day HR organization.
~4
MONTHS TO BUILD THE TEAM from search to hires
ROLES HIRED:
VP OF HR, DIRECTOR OF HR OPERATIONS & HRIS
DAY-TO-DAY LEADERSHIP MANAGED freeing CHRO capacity
Greater operating efficiency
faster delivery
THE LEADERSHIP QUESTION
Can a CHRO lead at the enterprise level without the right team beneath them?
Stepping into the C-suite requires space to focus on the business, not just the function. Building the right leadership team creates capacity for the CHRO to shape strategy, anticipate what’s next, and lead alongside the executive team.