Specialisms / HR
People capability. Built around organisational performance.
Professional Search across HR Leadership, Learning & Development, Talent Acquisition and Reward, shaped by your organisation’s priorities and the contribution each appointment must make.
THREE FOUNDATIONS
A clear mandate.
A considered appointment.
What must your business become over the next five years—and what must this appointment help build, change and achieve? We work back from that ambition to define the contribution and capability required.
Understand the environment.
Pre-Hire Analysis aligns stakeholders around the business challenge and the leadership contribution required.
We examine your operating model, workforce, leadership expectations and stage of change. Your five-year ambition informs the organisation, culture and leadership capability the business needs to develop. The brief connects that future with people strategy, employee experience and the practical authority of the role.
Where the appointment replaces an existing role holder, an exit interview may inform the brief when appropriate. That perspective is considered alongside other evidence.
Explore Pre-Hire Analysis →Define what success requires.
Developed in Stage Two from the findings of Pre-Hire Analysis, your Performance Blueprint connects the five-year business ambition with the contribution expected over 12 months. The first 90 days focus on listening, observation, reflection and understanding before substantial change. Illustrative 12-month outcomes may include:
- Translate business priorities into a clear and workable people agenda.
- Strengthen leadership capability, succession and organisational effectiveness.
- Improve talent acquisition, development and retention where the brief requires it.
- Align reward, performance expectations and employee experience.
Outcomes and measures are agreed for your business; these examples are illustrative.
Examine the contribution behind the claims.
We examine the changes candidates personally led and the conditions in which they delivered them. Assessment and forensic referencing explore stakeholder influence, implementation, professional judgement and the measurable impact of their work.
Practice coverage
Leadership and specialist capability.
We shape each search around the mandate, level of responsibility and professional capability required.
HR Leadership · Learning & Development · Talent Acquisition · Reward
HR leadership & partnering
- Chief People Officer
- Group HR Director
- HR Director
- Head of People
- Head of HR
- HR Business Partner
Learning & Development
- Head of L&D
- Learning & Development Manager
- L&D Partner
- L&D Lead
- L&D Trainer
- L&D Specialist
- L&D Consultant
Reward
- Reward Director
- Group Reward Director
- Performance & Reward Director
- Head of Reward
- Global Reward Lead
- Senior Reward Manager
- Reward Manager
- Reward & Benefits Consultant
Talent Acquisition
- Director of Talent Acquisition
- Head of Talent Acquisition
- Talent Acquisition Leader
- Talent Acquisition Manager
- Talent Acquisition Partner
- Talent Acquisition Business Partner
- Talent Acquisition Specialist
- Global Recruiter
Representative appointments. Discuss your requirement if your role is not listed.
From appointment to performance
The blueprint continues after selection.
Understand before changing. After appointment, the leader’s first 90 days focus on listening, building relationships and developing an informed diagnosis. We agree access, support and learning reviews before substantial change; urgent issues may need earlier action.
Start a Conversation →Explore our specialisms
Considering your next move?
Contact Max Pierce to discuss your experience, the contribution you want to make and the environment in which you perform best.