HUMAN RESOURCES

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Manager, Human Resources Planning and Development

Organization
A Canadian Essential Services company

Situation
This mid-sized Canadian company's HR department had been well managed by the VP, HR for a very long time. In the course of succession planning for the organization, she was looking for her own 2IC to grow into her position. Further to this, the organization had recently gone public, so they were looking for someone who could bring the required level of sophistication to the role, have enough growth potential to hold out for 6-7 years before moving up to VP, and be able to operate effectively in an environment of flux

Assessment
This newly-created role required a mix of disciplined approach, planning and strategy, with the ability to influence and succeed in an environment of constant change. This individual needed the ability to work with and influence a leadership team who had been working together for many years, many of whom are quite set in their ways. Specific skills were required, including expertise in Compensation & Benefits, Succession Planning, and ideally Organizational Design. An interest in managing union negotiations was required, and experience was ideal.

Challenge
This assignment was challenging on several levels: 1. we were looking for a very strong, progressive thinker, who would be willing to take on a not-so-progressive organization and industry; 2. we were looking for someone with the professional and personal maturity to work comfortably with the senior executives, and with the union; 3. and we were looking for someone who was strong enough and senior enough to play an active role in effecting organizational change, yet who would have enough career growth left to wait 6-7 years for the VP role. Because of this lead time, the successful candidate also needed to have demonstrated career longevity. The organization has a corporate culture of respect and team work; it was essential that the successful candidate fit in.

Solution
Madison MacArthur specifically targeted companies, across industries, with progressive HR policies, and a mix of blue and white collar employees. We did not look at other companies in our client's industry, as our client is one of the most progressive organizations in that industry. The key to this search was networking through all of our contacts and candidates to find a person with that unique blend of skill set, at the right point in their career development.

Candidate
The successful candidate had enjoyed excellent career progression, having spent over 10 years with one organization. His experience had developed through assignments as a generalist, in compensation & benefits, and several years in succession planning for their most senior leadership. With his likeable personality and warm professional manner, he was an excellent cultural fit for the organization.

Postmortem
Both the client and the candidate were, and are very happy with the match. The candidate has integrated very quickly, earning the respect of his peers and co-workers. He has enthusiastically brought new ideas and discipline to the organization, and is proving to be a very strong and eager 2IC.

Footnote
Madison MacArthur was subsequently engaged to build their marketing department, which was a total of 4 searches.