CHRO Search: Rebuilding HR Under a New Regulatory Regime
A people chief who could rebuild the function and satisfy a regulator at once — with the compensation question settled before the first interview.
The brief
A regional financial services firm under a new regulatory regime needed a people chief who could rebuild the function and satisfy a regulator at the same time.
The search
Compensation was the hard part. The worksheet went out early so the board knew what the market cost before the first interview rather than after the third.
The outcome
Putting the compensation worksheet in front of the board early meant the offer stage was a formality rather than a negotiation. People leaders in regulated sectors are priced against a narrow market, and boards that discover that at offer stage generally lose their first choice.
What we track on a search like this
- Time to shortlist — measured from Position Profile sign-off, not from the first conversation.
- Shortlist depth — a short list of genuine finalists rather than a long list to filter down.
- Retention at twelve months — reviewed with the client a year after the start date.
Representative engagement. Client and candidate details are withheld for confidentiality.