Chief Human Resources Officer



Our confidential client is a publicly traded multi-billion-dollar global manufacturing company.


The Chief Human Resources Officer (CHRO) is responsible for assisting the Chief Executive Officer (CEO) and the Executive Leadership Team (ELT) with implementing, communicating, and executing 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 to interact daily with key shared services and operations stakeholders across all functional areas.  The three most critical functions of the CHRO are: 1) Continue the modernization and optimization of the Human Resource Development (HRD) infrastructure, this includes organizational design & development for both corporate and segment levels. 2) Continue the development and implementation of human resource planning that is aligned with the overarching strategic plan across the global organization; 3) Partner with the ELT and segment leaders to help design and implement improved succession planning, career pathing, talent development systems/techniques, selection & recruiting processes, performance management systems and learning & development processes and capabilities. This position assists the CEO and business leaders by bringing increased knowledge, leadership, performance, effectiveness, and accountability to all leadership functions within the corporation.

This position reports to the Chief Executive Officer and has ten (10) direct reports.


The ideal candidate will be a “blue-collar” working leader in alignment with the company culture, who is most comfortable rolling up their sleeves, working and collaborating at all levels of the organization to drive alignment and progress. Candidates must lead with integrity and be humble, honest, hands-on, collaborative, and passionate about the mission at hand to build the capabilities necessary to support the corporation’s strategy.  Candidates must have a proven career history of designing a roadmap that integrates human resource planning with a corporation’s overarching strategic direction. A career history will include meaningful cross-functional experience in HRD, change management, strategic planning, reorganization/restructuring, and mergers & acquisitions in a diverse global environment.  The CHRO’s responsibilities will also include coaching and mentoring a collaborative high performing and well-established team, by actively providing solutions that aid in organizational execution.


As an active member of the ELT, the CHRO will have an integral seat at the table and will be a visible and value-added partner and trusted to help build a people platform aligned with the strategy and culture. The primary role for the commercially minded CHRO will be aiding in the continued evolution and execution of the corporation’s global strategic direction. The CHRO will partner with members of the ELT, segment and business unit leadership to provide consultative support and connectivity to organizational alignment, change strategy initiatives, continuity planning and operational optimization.

Strategic Leadership:

  • Partner with the CEO and ELT to refine the strategies necessary to meet the company’s objective of long-term profitable growth. Deliver value added HR service to the business that aids in the achievement of corporate and business unit wide objectives, including providing guidance and input on department restructuring, workforce planning, business continuity and succession planning.
  • Advise the CEO and ELT the best ways to navigate change management in a dynamic environment; advising these leaders on human resource development and design issues related to strategic execution initiatives.
  • The CHRO will lead by example and embody the values, ethics and professionalism of a leader while committed to the company’s mission, vision and values. Participate in pivotal decisions as they relate to strategic initiatives and operational models. Possess impeccable integrity and ethics. Respectful of others and respected by peers.
  • Demonstrate a forward-thinking style that actively promotes involvement with an emphasis on motivating, mentoring, support for innovation, inspire action and achieve results. Develop long and short-term strategies and services that meet the needs of shared services and business unit leadership; Provide insight and guidance to that help drive business strategy and value, build organizational strategic alignment to support execution of goals, and focus on shared accountability for managing talent, culture, and building workforce capability.
  • Consults with leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development and labor management strategies.


Leadership and Management:

  • Continue to implement and refine the human resource strategy and objectives that align with the vision of the CEO and corporation.
  • Maintain employee relations strategies and programs designed to uphold, bolster, and sustain the company culture and foster a positive work environment.
  • Continued development of a “Learning Organization” culture that supports and encourages personal development toward the competencies required for the company to achieve their goals. Continue to elevate the human resource department organizational structure.
  • Assists in the advancement of a “Change Ready Organization” that aligns and inspires all individuals in the company to modernize and optimize the way the business is organized and preformed.
  • Lead upfront communication explaining “the why” of changes and company direction to eliminate information gaps between leadership and the rest of the company.
  • Continue to implement 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 corporate, segment and business unit leadership to identify emerging leaders and creates development planning and competency by function.
  • 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.
  • Develop and manage annual budgets for the human resource department and perform periodic cost and productivity analysis; Evaluate and revise human resource department procedures to streamline and/or to automate processes, enhance shared services, and improve human resources data management.
  • Provide coaching and leadership that fosters teamwork, empowerment, and development.
  • Evaluation of the HR 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. Works closely with the HR Corporate Team and segment 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.
  • Work closely with the corporate and segment leadership to utilize forward-looking models and activity-based analyses to provide greater insight into the organization’s human resource management.
  • Working with the ELT, provides leadership on the inclusion and diversity programs throughout the business globally. Develop and implement a talent management strategy to assure that the company attracts, retains and develops their human resources to maintain the growth objectives with a pipeline of qualified talent.
  • Key contributor and participant in developing company communications that are shared with employees as a stakeholder group.
  • Ensure all human resource activities are in compliance with the laws of the countries in which the business units operate.


The Requirements: integrity, trustworthiness through words and actions.

  • 10-15 years of experience in senior human resource management within a global environment (manufacturing/industrial industry preferred).
  • Must have a global mindset with proven international cross functional experience.
  • Publicly traded company experience is preferred, however; large privately held companies with revenue greater than $3 billion is acceptable.
  • Results driven and high energy leader with the capability to quickly take control of responsibilities and establish himself/herself as a credible strategic business partner.
  • Deep understanding of all aspects of HRD, organizational effectiveness and leadership development landscapes.
  • Superb business acumen with a strong Midwestern work ethic, e.g. “roll-up your sleeves” leader. 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.
  • Reorganization/restructuring, and mergers & acquisitions in a diverse global environment preferred.
  • 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.
  • 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. Excellent ability to coach and mentor senior-level leaders to manage and develop high-performing teams.
  • Relationship driven with 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.
  • Experience with unions and work councils is preferred but not required.
  • Active listener with exemplary interpersonal skills, including 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 approachable 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.
  • Trusted problem-solver who will drive creative “solutions” and committed to personal growth and development for self and others. Focused analytical thinker who initiates as opposed to reacts.



  • Bachelor’s degree in business, Human Resources Management or Industrial Relations is required; MBA/MS is preferred.
If you have these qualifications and are looking for a challenging career, please submit your Resume using the button below.
Eric Hohauser
President & Lead Consultant
Nicole Regula
VP, Executive Recruitment Operations