Chief Human Resources Officer

Industrial Products


Our client is a multi-billion-dollar global diversified S&P 500 company that designs and manufacturers various engineered components and products for numerous industries worldwide.  Founded over a 100 years ago, it continues to grow in a rapidly changing environment as a leading manufacturer comprised of fifteen business units with over 100+ facilities worldwide.


The primary role for the newly created Chief Human Resources Officer (CHRO) position will be aiding in the development and execution of the corporation’s future global strategic direction.  The CHRO will have an integral seat at the table and will be visible and, value-added partner, trusted to help build a people focused platform for the future.  The CHRO will be part of the executive management team.  The CHRO will partner with members of the executive team and corporate and business unit leadership to provide consultative support and connectivity to organizational alignment, change strategy initiatives, continuity planning and operational optimization.

The newly created CHRO role is responsible for assisting the Chief Executive Officer (CEO) & the Chief Operating Officer (COO) with implementing, communicating, executing and sustaining the company’s strategic plan. The role is responsible for advising internal business leaders as a key partner for critical decision support. The CHRO will be expected tointeract on a daily basis with key corporate and operational stakeholders across all functional areas.  The three most critical functions of the CHRO are: 1) Clarify and help integrate the company’s organizational alignment strategy for business leaders and associates.  2) Partner with the executive leadership and provide strategic insight that aids in optimizing the company, its people and their processes; and 3) Drive decision making to support organizational change and alignment. The CHRO is also responsible to ensure the adoption of the broader strategic goals and initiatives throughout the company.  This position supports the CEO and COO by bringing increased leadership, performance, effectiveness and accountability to all leadership functions within the company.

This position reports to the Chief Executive Officer and has six (6) direct reports.


In alignment with the company culture, the ideal candidate will lead with integrity and be humble, honest, respectful, hands-on, intelligent, cooperative and passionate about the mission at hand to drive change across all levels of the organization with responsibility to the future.  A career history will include meaningful cross-functional experience in a human resource development, change management, strategic planning, operations and merger & acquisition in a diverse global environment.  The CHRO’s responsibilities will be broad and include coaching and mentoring a collaborative and well-established team, as well as building a roadmap to integrate human resource strategy that is interdependent with the company’s overarching strategic direction.  Among the key responsibilities are the development and implementation of human resource systems, policies, programs and services, including employee relations; employment practices; compensation and benefits; recruitment and orientation; training and development; retention and succession; continuity planning; legal compliance and procedures; and employee communications.


Strategic Leadership:

Partner with the CEO and COO to refine the strategies necessary to meet the company’s long-term financial goal of achieving Total Shareholder Return.

Provides leadership in the development for the continuous evaluation of short and long-term strategic objectives related to human resource development.

Advise the CEO and COO the best ways to navigate change management in a dynamic environment.

Work closely with the CEO and COO to utilize forward-looking models and activity-based analyses to provide greater insight into the organization’s human resource management.

Participate in pivotal decisions as they relate to strategic initiatives and operational models.

Organize resources to get things done while using them effectively and efficiently; set clear expectations, design practical processes and procedures; ensure accountability through a workable performance management system.

Strategic planning, analytical and program evaluation skills to effectively provide sound recommendations continually examining systems and developing or revising to accommodate change requirements.

Demonstrate a progressive style that actively promotes staff involvement with an emphasis on motivating, mentoring, support for innovation, encouragement of new ideas, inspire action and achieve results.

Possess impeccable integrity and ethics. Respectful of others and respected by peers. Is honest, sincere, dependable, authentic and trustworthy. Committed to the company’s values, vision and mission and acts as a role model.

  • Leadership/Management:
    Develop and implement policies, procedures, human resource strategy and objectives that meet the vision of the CEO.
  • Participates and advises the named officers and executive leaders on continuity planning and human resource development issues related to strategic execution initiatives.
  • Ensure all human resource activities are in compliance with the laws of the countries in which the business units operate.
  • Implement and optimize HRMS system to efficiently track, control, and analyze employee data.  Understand this data and how to quantify it for forecasting and budgeting as well as share it in a meaningful way.
  • Technological savvy to drive innovation, efficiencies and improve communication.
  • Uphold, nurture and sustain company culture. Provide leadership that fosters teamwork, cooperation, empowerment and development. Provides coaching to named officers, executive leadership and business unit leadership.
  • Evaluation of the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group, as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible) for individuals.
  • Works closely with the HR Corporate Team and business unit HR team(s) to ensure compliance and consistency in managing the company’s overall human resource procedures and policies.
  • Formulates and recommends personnel policies and practices. Directs the interpretation and application of policies, procedures and practices. Conducts continuing reviews of all personnel policies, programs, and practices to keep the company abreast of current practices and informed of new developments and new laws/regulations.
  • Provides leadership toward the effective development and implementation of diversity programs at the corporate offices, segments and business units.
  • Develop and implement a talent management strategy to assure that company attracts, retains and develops their human resources to maintain the growth objectives with a pipeline of qualified talent.
  • Develop programs to allow the company to embrace diversity applicants and employees of all backgrounds and to permit the full development and performance of all employees.
  • Assists in the development of a “Change Ready Organization” that aligns and inspires all individuals within the company to optimize the way the business is organized and preformed.
  • Establishes a “Learning Organization” culture that supports and encourages personal development toward the competencies required for the company to achieve their goals.
  • Develop a “People Strategy” that provides a human resource function that meets the company’s growth plans in the immediate and long term; Works with the executive leadership and business unit leadership to identify emerging leaders and creates development planning and competency by function.
  • Lead upfront communication explaining “the why” of changes and company direction to eliminate information gaps between leadership and the rest of the company avoiding asymmetry of information.
  • Ensures that company communications are shared with employees as a stakeholder group in a timely manner and appropriate format.
  • Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include continuity planning, talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the strategic direction of the company.
  • Improve onboarding processes to optimize new-hire engagement and increase time-to-proficiency.
  • Requires 20-30% travel to offsite segments, business units and meetings.


  • Bachelor’s Degree in Business, Human Resources Management or Industrial Relations is required; MBA/MS is preferred.
  • 10-15 years of experience in senior human resource management within a global manufacturing/industrial industry.
  • Ability to develop and implement relevant strategic objectives to attain organizational objectives.
  • High energy and resourceful leader with the capability to quickly take control of responsibilities and establish himself/herself as a credible strategic business partner.
  • Deep understanding of the all aspects of the human resource development, organizational effectiveness and leadership development landscapes.
  • Executive presence with the ability to effectively influence and drive change across all levels of the organization.
  • Outstanding leadership and communication skills with ability to present views in a clear and compelling manner and develop trust and influence as a senior thought leader with a broad relationship base.
  • Demonstrable track record of achievement in designing and implementing organizational development and talent management initiatives in a corporate environment.
  • Direct leadership/management of teams that consist of “C-Suite” and Vice President level(s), plus extreme comfort interacting with and influencing at all levels.
  • Excellence in organizational management with the ability to coach and mentor senior-level leaders to manage and develop high-performing teams.
  • Demonstrated ability to motivate and lead cross-functional teams in a matrix organization. Proven ability to work with cross functional teams consisting of highly skilled and technical employees.
  • Exemplary interpersonal skills, including executive presence and the ability to establish and maintain rapport / trust with stakeholders at a variety of levels, both internal and external to the company.
  • Strong verbal communication skills. Open, honest and respectful style tailored to the audience with an ability to present and explain complicated information in a public forum (in formal and informal settings) in a clear and concise fashion, leverage negotiation and persuasion skills, and deliver difficult messages effectively.
  • Overachiever who is dedicated, passionate, fun, organized and willing to get the job done and adaptable to a well-developed team. Proven creative problem-solving skills with a drive to create “solutions”.
  • Displays stamina, energy and is committed to personal growth and development for self and others. Strong project management and organizational skills, with superb business acumen.
  • Highly focused, organized, analytical thinker who initiates as opposed to reacts. Demonstrated degree of passion and energy with laser focus on execution and results, capable of operating within a disciplined, high quality, growth environment.
  • Strong Midwestern work ethic; e.g. “roll-up your sleeves” leader. Must be resourceful and creative, patient, persistent and persuasive.
  • Proven “take-charge” record of accomplishment.
If you have these qualifications and are looking for a challenging career, please submit your Resume using the button below.
Eric Hohauser
Lead Consultant
Kate Scott
Director, Executive Recruitment
Nicole Regula
Director, Executive Recruitment