Function · People, culture and organisation
Chief People Officer and HR leadership search.
Retained executive search for CHROs, Chief People Officers and international HR leaders across luxury, family-owned and investor-backed businesses.
The appointment
Luxury businesses depend on craft, creativity, service and institutional memory. Their people agenda cannot be separated from the brand. Growth, succession, transformation and international expansion require a people leader who can professionalise the organisation without erasing what makes it distinctive.
The organisations
Global luxury groups, founder- and family-owned businesses, premium consumer brands, hospitality platforms, family offices and private-equity portfolio companies.
Leadership briefs
- Chief Human Resources Officer and Chief People Officer
- Global and regional HR directors
- Talent, succession and leadership development
- Organisation design and transformation
- Reward, performance and people operations
- Culture, engagement and employee experience
Reading the field
We examine judgement, influence, operating depth and the ability to work credibly with boards, founders and creative leaders. The strongest candidates can build systems, confront difficult succession questions and preserve trust through change.
Questions behind the brief
- What should be retained as the organisation scales?
- Which capabilities are missing from the leadership team?
- How should succession and development become repeatable?
- What type of people leader can challenge the CEO constructively?
Defining this mandate
Define the people decisions needed for the next stage: leadership succession, organisation design, talent, reward or a change in operating model. Assess the ability to work with the CEO, owners and creative or operational teams.
How retained search worksPractical questions
Does the business need a CHRO or a senior HR director?
The answer depends on the strategic remit, reporting authority and operational support. Establish the decisions the role must influence before deciding its level.
How do you assess experience in a founder-led business?
Explore examples of introducing structure, challenging decisions and resolving succession or performance issues while maintaining effective working relationships.
Can the brief include succession and organisation design?
Yes, with clear responsibilities and outputs. The leadership appointment should be distinguished from a separately scoped advisory or assessment project.
The right search begins with a better brief.
Tell us about the appointment, the ownership context and what must change.
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