Case Study - HR Manager

Our Consultant

Caterina Glenn was exclusively retained to fulfil this assignment.

Background

Our client was seeking a successor for their long-standing HR Manager, a respected leader who was retiring after years of invaluable service to the business and its leadership team. Finding the right candidate was essential, as this person would not only work incredibly closely with the Managing Director, but would need to carry forward the values and culture instilled by their predecessor while contributing fresh ideas to support future growth.

Brief

The new HR Manager needed to bring not only strong technical HR skills but also the leadership qualities and cultural alignment necessary to integrate seamlessly with the existing team. Part of the reason Wade Macdonald was selected for this exclusive assignment was due to the strong professional relationship that Caterina, one of our team members, had built with the outgoing HR Manager over more than a decade. This long-standing relationship allowed us unique insights into the business, their cultural dynamics, and the specific attributes required for the role.

Methodology

Following an on-site meeting with the Managing Director and outgoing HR Manager, we set a tailored recruitment strategy that leveraged our extensive HR network to identify the ideal successor. Our approach included:

  • Leveraging the CIPD Network: We used our established connections within the Chartered Institute of Personnel and Development (CIPD) to reach HR professionals with the right experience and cultural fit.
  • Utilising Existing Networks: Between the 3 HR recruiters there is 40 years experience in the HR market. They were able to reach out to the existing network and also ask for referrals.
  • LinkedIn Recruiter Outreach: Through LinkedIn Recruiter, we conducted a targeted search, directly messaging over 100 high-calibre HR candidates with relevant industry experience and leadership capabilities.
  • Database and Re-Interviewing: We tapped into our internal database of HR professionals and revisited past candidates, re-interviewing those with potential to ensure they aligned with the unique needs of this role.
  • Candidate Engagement and Preparation: Each candidate underwent a detailed briefing on the role, company culture, and leadership expectations, ensuring the shortlist was aligned precisely with the client’s requirements.
  • Advertising: Utilsing our own website and specialist sites to ensure we were reaching out to both the active and passive markets.

This resulted in well over 100 applications. We reached out to all, speaking to 50. From this 10 were longlisted and interviewed against the competencies and cultures that had been agreed at the initial meeting with the Managing Director. 6 candidates were then shortlisted to be interviewed by the client.

Timescales

  • Week 1 – Client briefing and role finalisation
  • End of Week 3 – Proactive candidate outreach and database screening
  • Week 4 – Interviews conducted and shortlist presented
  • Weeks 5 & 6 – First and second-round interviews with the client
  • End of Week 6 – Offer extended and accepted

 

Result

The process concluded successfully, with the client extending an offer to one of the shortlisted candidates. Both the client and the new hire were enthusiastic about the match, with the incoming HR Manager prepared to bring valuable contributions to the leadership team. The client expressed confidence that Caterina’s decade-long relationship with the outgoing HR Manager had been instrumental in making this transition seamless. This successful placement has further solidified Wade Macdonald’s role as the client’s trusted recruitment partner for strategic HR positions.