Human Resources, People & Culture, and
Employee Success Executives
Human Resources, People and Culture, and Employee Success executives are all strategic
HR business partners integral to a company’s success. Reporting to the CEO or CFO, they
translate an organization’s business strategy into a “people plan” with strategies,
systems, processes and programs to recruit, train, motivate, develop, compensate and
retain employees; manage performance; convey to employees that the company’s success
stems from their contributions and the organization values those employees deeply;
and maintain legal compliance.
Frederickson Partners has a 20-year outstanding reputation in HR executive search.
The roles we conduct retained HR executive searches for include:
- Chief People Officer
- Chief Human Resources Officer
- Head of People and Culture
- Head of Employee Success
- Senior Vice President of Human Resources
- Vice President of Human Resources
- Vice President of People and Growth
- Vice President or Director of Talent Acquisition
- Vice President or Director of Total Rewards
- Vice President or Director of Learning and Development
- Vice President or Director of Human Resources Business Partners
- Human Resources Business Partner, Engineering
- Human Resources Business Partner, Sales
- Human Resources Business Partner, Research and Development
- Human Resources Business Partner, General and Administration
- HR for HR
People Operations Executives
People operations executives focus on strategy, organizational design and culture. They
hire human resources managers and individual contributors to handle systems, processes
and daily transactions.
Employee Success Executives
Employee Success executives are human resources executives who convey to employees
that the company’s success stems from their contributions and the organization values
those employees deeply.
Talent Acquisition & Talent Management Executives
Talent Acquisition and Talent Management executives identify and translate a company’s goals
and objectives into a comprehensive recruitment, development, and retention strategy that enables
an organization to attract, motivate and retain the talent critical to helping grow its markets
and product portfolios. Consistently at the forefront of global workforce trends, these Talent
Acquisition and Talent Management leaders are tasked with the development of creative talent
pipelining and advancement opportunities to continuously ensure the organization's prominence
as the market-leader in their space.
Total Rewards Executives (Compensation, Employee
Benefits, HRIS & Analytics)
Total Rewards executives further a company’s competitiveness in the labor market by providing
leadership in executive compensation, long- and short-term incentives, sales compensation, total
rewards, equity strategy, employee benefits program management, base and bonus guidelines, and
company compensation philosophy. They also understand the technologies and pull together the
HRIS metrics and analytics required to support each of these programs.
Learning & Development Executives
Organizations that emphasize continual learning and development (L&D) outperform counterparts
that do not provide ongoing advancement opportunities, according to research. L&D executives
influence marketplace performance by helping a company identify and develop skills among its workforce
that will differentiate the organization from competitors.
HR Business Partners
HR Business Partners have the expertise of an HR generalist and the mindset of a businessperson.
Tapping into functional leaders in their global Centers-of-Excellence (COE’s), often referred to
as shared services, these savvy HR Business Partners understand their business line’s strategic
business plan and objectives, and use the correct reward, performance and development programs to
promote their organization’s success within the company.
Diversity & Inclusion Leaders
Diversity & Inclusion executives focus on understanding the cultural intricacies associated
with a global workforce, including a diverse set of beliefs, communication styles, management
principles, and learning techniques, and the evolving expectations of workers across generations,
geographies and industries. They then use this knowledge to influence and direct the organization’s
global people and talent strategies, ensuring that the business is positioned for organizational
success across every region.