Case Study
Continuity Planning
Client:
For over half a century our privately held client has been a recognized leader in their industry. Providing low volume manufacturing for the heavy/specialty truck and defense industries, they supply their customers all over the country with two locations in Southeastern Michigan. Their capabilities include fabricating, precision laser cutting, turret punching, press brake forming, stamping, welding, machining and assembly with various alloys including stainless steel, aluminum and high strength steels. Approaching 100 employees, they maintain inventory and provide JIT delivery for their long-term, legacy customers. Their non-union facilities support two shifts focused on growth and total product excellence.
Recruitment Needs:
As the owners have grown the company and desired to focus on larger strategic issues, they sought to hire a president to lead the organization into the next phase of the growth cycle. Candidates interested in this position had to demonstrate an ability to create trust and instill stability. Empowered to lead the entire organization, ownership created this new position to continue the businesses success. With multiple manufacturing processes and a diverse customer base, candidates had to have a proven track record of leading manufacturing excellence while designing and implementing a strategic plan. The president had to be able to grow the customer base as well as negotiate with established and new customers.
Recruitment Solution:
Recognizing the essential requirement of an excellent culture fit along with the experience of working with a family enterprise, the candidate placed was an excellent combination of operational expertise and customer focused. The new president took charge, stabilized the company’s workforce and established a new level of trust. The owners were able to quickly refocus their efforts on the strategic growth initiatives.
This client was introduced to us by a trusted advisor to the family.
Case Study
International Expansion
Client:
Our client is a tier-one automotive and heavy truck supplier. The company is a full-service, design responsible supplier. They support global customers through manufacturing and R&D in North American, Europe and Asia. Although their primary focus is on transportation, they also supply components to the marine industry as well as the HVAC, industrial building and construction industries.
Recruitment Needs:
Our client was searching for a Vice President of Human Resources who could make a significant contribution across all human resource functions. Poised for substantial growth, our client needed an individual to provide overall human resource leadership to the organization. Among the key responsibilities were the development and implementation of human resource policies, programs and services including employee relations, employment practices, compensation, benefits, recruitment, orientation, training and development, retention, legal compliance, procedures and employee communications. The Vice President of Human Resources would also engage in the strategic planning process by supporting the execution of business unit strategies and plans with solutions that supported short and long-term business objectives including significant expansion.
Recruitment Solution:
In recognition of the complexities of human resources on a global scale, HH&A carefully initiated a full outreach to its network. Looking for a cultural fit from an accomplished HR executive that had experience leading company-wide cultural change in an organization that was part of a larger international group of related companies, we were successful in identifying several candidates that the client reviewed and they ultimately selected an outstanding new VP-HR.
This is a repeat client that we have worked with many times.
Case Study
Joint Ventures
Client:
Our client brought a new, large-scale manufacturing facility to Detroit and, for the first time in decades, helped to revitalize the city and Michigan through significant job creation. Its 1,000 employees use state-of-the-art technology to manufacture and assemble injection molded interior trim components for global automotive brands with an unparalleled commitment to quality and efficiency. In 2015 alone, its team members built more than 1 million instrument panels. By achieving best-in-class performance and profitability, our client contributes to the health and sustainability of its team members, partners, suppliers and the community -- and is working to create opportunity and prosperity for the next generations.
Recruitment Needs:
In this key leadership role, the Director, Production Control & Logistics was expected to pull a team together using techniques that would influence positivity and motivation. Having experienced tremendous turnover in this role, the department needed to be stabilized. An entrepreneurial spirit and technical understanding were critical. By putting in place organized methodologies and metrics, the Director, PC&L would coordinate the material flow and logistics from point-of-order to delivery. The director would operate with minimum direction and was responsible for the implementation of Lean Manufacturing practices within the entire facility. Strong SAP skills were a must have. Successful candidates needed to have a deep understanding of how to communicate with the customer, solid business acumen and be willing to roll up their sleeves and be part of the solution.
Recruitment Solution:
To fill this critical need, HH&A networked with the extensive automotive management personnel in our proprietary database. The placed candidate was a highly experienced manager, fully qualified in production control methodologies and processes. A completely new measurement system was initiated to accurately report on production, inventory, quality issues and line optimization. He professionalized the PC&L team and was responsible for significantly raising both customer and supplier ratings for this JIT facility.
This is a repeat client we have worked with for many years.
Case Study
Mergers and Acquisitions
Client:
Our client is a privately held tier-one supplier of interior products with headquarters in Michigan. A pioneer in the automotive industry who, since the early 1970’s, has been at the forefront of headliner and visor technology. A holder of many relevant patents and with a strong commitment to research and developing new products, the organization designs, engineers and manufactures products through a committed collaboration with their customers to ensure the highest quality output.
Recruitment Needs:
Our client was looking for an experienced engineering executive to lead a global engineering team that is separated by continent, language and culture. The challenge for the VP of Engineering was to educate and inspire the team through improved group dynamics to see beyond finding the best technical solutions for the customer to ensure they are in alignment with the company’s strategic goals.
Recruitment Solution:
Our client was looking for an experienced engineering executive to lead a global engineering team that is separated by continent, language and culture. The challenge for the VP of Engineering was to educate and inspire the team through improved group dynamics to see beyond finding the best technical solutions for the customer to ensure they are in alignment with the company’s strategic goals.
This client was referred to us by a candidate we created a relationship with.
Case Study
Organizational Change
Client:
Changing with technology to improve the delivery and performance of their product offering, our client had successfully demonstrated their ability to adapt to their customer’s mandates. For almost half a century, they have provided a myriad of solutions to the healthcare, gaming, automotive, insurance and municipality industries. Going to market with either a business-to-business or business-to-consumer approach, they provide information technology, print, automated mail, statement processing, pre-sort and transportation logistics services to their clients. Headquartered in Detroit, Michigan, they employ over two-hundred and service clients throughout the country. This second generation, solution-based provider continues to be positioned for significant growth.
Recruitment Needs:
Our client was looking for an experienced and innovative sales management leader that would play an integral part of moving the company forward. The Senior Vice President, Sales would be responsible for the development and performance of all sales activities and would ensure the proper staffing levels and direction of the sales team while providing strategic leadership towards the achievement of maximum profitability and growth in line with company vision and values. They also needed to establish and develop strategies to expand the customer base in the industries and geographic areas the company targets. Working as an active member of the senior management team, the successful candidate would be instrumental in crafting the corporation’s future strategic global direction.
Recruitment Solution:
After extensive discussions with the owners about their strategies for growth and determining that the organization was not structured to meet those strategies, HH&A suggested a planned reorganization that recognized the gaps in the structure. HH&A, along with the owners, built a growth model that allowed for a comprehensive realignment of present personnel as well as clearly identified positions that needed to be created. The Senior Vice President, Sales was the linchpin of these changes.
This client was introduced to us by a trusted advisor to the family and management team.
Case Study
Planned Change
Client:
An integral part of the restoration industry since 1993, our client has established an enviable track record for immediate action and outstanding results. Their restoration capabilities are vast, and their specialties are many; from residential electronics and data recovery to complete factory rebuilds. With steady and calculated growth, they have evolved into a world-class operation recognized as a national leader in recovery and restoration technology. Their national headquarters are in a 140,000-sq. ft. state-of-the-art facility in Southeastern Michigan and they also have several recovery facilities in multiple states east of the Mississippi. They currently employ over 150 people nationwide and are experiencing continued growth and geographical expansion.
Recruitment Needs:
An integral part of the restoration industry since 1993, our client has established an enviable track record for immediate action and outstanding results. Their restoration capabilities are vast, and their specialties are many; from residential electronics and data recovery to complete factory rebuilds. With steady and calculated growth, they have evolved into a world-class operation recognized as a national leader in recovery and restoration technology. Their national headquarters are in a 140,000-sq. ft. state-of-the-art facility in Southeastern Michigan and they also have several recovery facilities in multiple states east of the Mississippi. They currently employ over 150 people nationwide and are experiencing continued growth and geographical expansion.
Recruitment Solution:
An integral part of the restoration industry since 1993, our client has established an enviable track record for immediate action and outstanding results. Their restoration capabilities are vast, and their specialties are many; from residential electronics and data recovery to complete factory rebuilds. With steady and calculated growth, they have evolved into a world-class operation recognized as a national leader in recovery and restoration technology. Their national headquarters are in a 140,000-sq. ft. state-of-the-art facility in Southeastern Michigan and they also have several recovery facilities in multiple states east of the Mississippi. They currently employ over 150 people nationwide and are experiencing continued growth and geographical expansion.
This is a repeat client we have worked with for over a decade.
Case Study
International Expansion
Client:
Our client is a multi-billion-dollar global diversified company that designs and manufacturers various engineered components and products. The tier-one automotive business unit, which exceeds $700 million in sales, comprises three main product segments with operations on three continents. Their customers include all major OEMs including Ford, GM, Chrysler, Toyota, Daimler and respective tier-ones.
Recruitment Needs:
Our client was looking for an experienced executive leader who would play an integral part in moving this company’s automotive division forward. Building on their continuing growth and competitive advantage, the primary role for the president was to lead the expansion of the company’s product line. Working as an active member of the executive management team, the successful candidate would lead the corporation’s future strategic global direction within the automotive industry. The president’s responsibilities were broad and included managing all operations and leading the process of developing and implementing aggressive but realistic annual sales plans targeted to increase market share and deliver consistent year-over-year revenue growth. The ideal candidate had to be passionate about the mission at hand. In alignment with the company’s culture, the candidate was also to be respectful, hands-on, honest, intelligent, cooperative and responsible (“owns it”).
Recruitment Solution:
Our client’s belief in fundamental “Midwest values and work ethic” while clearly needing to bring a leadership process change agent was a unique challenge for the HH&A team. With continual feedback from the executive office and a willingness to meet several different types of candidates with a variety of career industries, the ultimate solution was to bring in a president from a Fortune 50 company with the skills and experience to lead the strategic expansion of the company.
This client was referred to us by a member of the client's board of directors.
Case Study
Organizational Change
Client:
Our client is a privately-owned company that distinguished itself within the child-care industry and is recognized as one of the country’s leading providers of educational programs within the childcare environment. They were growing rapidly and had recently brought on an equity partner. Their commitment to continuing their aggressive strategic growth model was creating a strain on the management systems in place and they needed a stronger management team.
Recruitment Needs:
Our client required a Chief Financial Officer that reported directly to the CEO and Board of Directors on all strategic and tactical matters as they related to GAAP, accounting functions, budget management, cost benefit analysis and forecasting. The CFO would direct the administrative and strategic affairs of the organization related to all financial activities and recommend major economic objectives, policies and opportunities to executive management. The position incorporated essential duties and responsibilities that involved review of past performance, management of daily/monthly activities and active preparation in helping to build the future of the business. The CFO needed to be an integral part of the executive management team and actively participate in the future visioning of the company as it grew both organically and strategically. Partnered with other members of the executive team, the CFO was required to provide consultative support to initiative planning through financial information analyses and recommendations.
Recruitment Solution:
Our client required a Chief Financial Officer that reported directly to the CEO and Board of Directors on all strategic and tactical matters as they related to GAAP, accounting functions, budget management, cost benefit analysis and forecasting. The CFO would direct the administrative and strategic affairs of the organization related to all financial activities and recommend major economic objectives, policies and opportunities to executive management. The position incorporated essential duties and responsibilities that involved review of past performance, management of daily/monthly activities and active preparation in helping to build the future of the business. The CFO needed to be an integral part of the executive management team and actively participate in the future visioning of the company as it grew both organically and strategically. Partnered with other members of the executive team, the CFO was required to provide consultative support to initiative planning through financial information analyses and recommendations.
This client was introduced to us by a trusted advisor to ownership we have known for over a decade.
Case Study
Mergers and Acquisitions
Client:
For over half a century our client has been recognized as an innovator of information development, management and delivery of solutions that support automotive manufacturers around the globe. With world headquarters in the Metro Detroit area with additional offices in China, Belgium and Italy, they employ over 600 personnel and have revenues more than $100 million. Focusing on providing innovative solutions that contribute significantly to their customers’ success, their team-based culture uses modern facilities and equipment coupled with a drive to stretch their capabilities to achieve high standards. They provide a breadth of services including vehicle research, validation, content design, development, content management, localization, content delivery, print, distribution, web, media and mobile app delivery.
Recruitment Needs:
Our client needed a Chief Financial Officer to report directly to the CEO and Board of Directors on all strategic and tactical matters as they related to GAAP, accounting functions, budget management, cost benefit analysis and forecasting. The CFO would direct the administrative and strategic affairs of the organization related to all financial activities as well as recommend major economic objectives, policies and opportunities to executive management. The CFO would prepare or direct preparation of reports to summarize and forecast business activity and the company’s financial position in the areas of income, expenses, earnings and cash flow based on past, present and expected operations.
Recruitment Solution:
Our client needed a Chief Financial Officer to report directly to the CEO and Board of Directors on all strategic and tactical matters as they related to GAAP, accounting functions, budget management, cost benefit analysis and forecasting. The CFO would direct the administrative and strategic affairs of the organization related to all financial activities as well as recommend major economic objectives, policies and opportunities to executive management. The CFO would prepare or direct preparation of reports to summarize and forecast business activity and the company’s financial position in the areas of income, expenses, earnings and cash flow based on past, present and expected operations.
This is a repeat client we have worked with for two decades.
Case Study
Joint Ventures
Client:
With over a decade of excellence and service, our client has supplied the automotive industry through thirteen locations in two countries and three states. With state-of-the art manufacturing, assembly and delivery centers, they serve the automotive OEM’s while achieving and demonstrating the highest levels of quality. Their 1,500 union employees manufacture and sequence suspensions, overhead systems, instrument panels, complete powertrain and have dedicated material service centers. Enjoying escalating growth and profitable operations, they are on target to achieve top line revenue of $800 million in 2019.
Recruitment Needs:
The COO would lead a management team of intelligent, dynamic and veteran automotive professionals. With a strong, positive culture and a track record of consistently launching on time, this new leader was well situated to grow profitability, expand and develop the next chapter of the company. A joint venture entity, the company has a constructive and supportive relationship with one of the largest automotive suppliers in the world. The new COO would have the overall responsibility of working with the joint venture partner and managing that relationship. A critical task for the new COO was driving growth as the next generation of the business continued to expand profitably while improving product dependability and driving long-term sustainability.
Recruitment Solution:
Our client has a strong and well-developed culture. Our team methodically met with each of the members of the management team, as well as the leadership of their JV partner. Aggregating the requirements of the position, it was evident our client needed a seasoned leader familiar with the complexities of JV relationships. HH&A concentrated their recruitment efforts on candidates that had already demonstrated the leadership and diplomatic skills in similar companies. With culture fit being an essential element to a successful placement we were able to provide the client with a selection of highly qualified professionals resulting in a very successful placement.
This is a repeat client we have partnered with for many years.
Case Study
Growth
Client:
Our client has been an integral part of the automotive industry for more than thirty years. A second-generation family business, they employ over 500 employees and have facilities in two states and opened a new facility in a third state to meet demand. They are recognized as a “supplier of choice” by the OEMs and initiated a search to provide leadership for the new facility.
Recruitment Needs:
Our client was looking for an experienced and innovative operations leader to drive continuous improvement and optimization of all processes. The plant manager would be responsible for the leadership and the day-to-day operations of the plant. He or she needed to direct and manage plant operations for production, quality, maintenance, shipping and receiving. The role was responsible for working with departmental managers to ensure that the total manufacturing objectives were accomplished in a timely and cost-effective manner. The ideal candidate needed to have held various roles within an automotive tier manufacturer and be well-rounded in experience and understanding of all aspects of lean manufacturing. The candidate was also required to have the key skill sets to lead and manage processes that could maximize productivity, quality, safety and stewardship.
Recruitment Solution:
Recognizing the need to ensure cultural fit as well as technical expertise and leadership experience, HH&A initiated a thorough review of manufacturing executive leadership in our proprietary database and through outreach to our network of similarly functioning executives to find a group of candidates that fit the need exceptionally well. The candidate selected brought the plant on-line and quickly instituted the corporate culture and values. The plant went on to achieve several best of class supplier awards.
This client was referred to us by a trusted advisor to the family we have had a relationship with for over a decade.
Case Study
Continuity Planning
Client:
As a third-generation family business, our client has been serving the electrical supply needs of the Detroit Metropolitan area. Its primary market consists of commercial and industrial customers who are purchasing material for new construction, major renovation and maintenance. They have a culture of exceptional customer service.
Recruitment Needs:
Our client required a president who would be responsible for the leadership and ultimate day-to-day operations of the company. This leader’s responsibilities were broad and included managing all operations directly and through internal department heads. The successful candidate had to be extremely entrepreneurial with a hands-on approach to management; leadership and motivational skills, as opposed to dictation, were required. It was imperative that the president was a visionary who could be involved in the business’s continuity planning process as this innovative 3rd generation team worked toward future growth. He/she needed to have unquestioned integrity, straight-forward communication, sound judgement and value relationships.
Recruitment Solution:
After comprehensive discussions with ownership and interviewing all members of the family involved with the business, HH&A helped to define the type of candidates that would best support the continued growth of the company. Ultimately, the candidate selected was a unique fit to the needs of the company and was willing and able to develop and mentor the family-based team.
This client was introduced to us by a trusted advisor and long-time friend of our firm.
Case Study
Planned Change
Client:
Our client is a leading global tier-one automotive supplier with a focus on delivering superior value to their customers through innovative processes. A publicly listed company, our client is among the most diversified automotive suppliers in the world. They design, develop and manufacture automotive systems, assemblies, modules and components for vehicles, primarily for sale to OEMs in North America, Europe, Asia, South America and Africa. This company strives to be the employer of choice; an ethical and responsible corporate citizen and a superior long-term investment for their shareholders.
Recruitment Needs:
The Global Vice President, Product Development would report to the global president and would be responsible for inspiring a team of professionals to achieve technical and commercial objectives. He/she needed to provide thought leadership in product innovation, design, manufacturing and commercialization of specific product portfolios. The ideal candidate needed to be a pragmatic strategist, proficient with information gathering and the analytics necessary to enable and lead product development that could support significant global growth. The individual would be a strong communicator and collaborator to effectively lead global teams, colleagues and partners throughout the development cycle. The GVP would also be responsible for creating a new global product development team.
Recruitment Solution:
In a time of great demand for qualified and experienced global engineering leadership, HH&A used its comprehensive network and recruitment capacity to reach the candidates that fit the needed position profiles. Our highly skilled candidate developers accessed potential candidates, determined their technical qualifications and, most importantly, ascertained whether they would fit the unique culture of our client. The position was filled. He quickly maximized the capacity of product development and was subsequently tasked with leading the engineering department as well. Following his placement, we partnered with this client again to place three additional global directors and the client was able to move forward on their strategic product development initiatives within months.