Human Resources Practice: 2024 Year in Review

John Doyle

Executive Vice President

The human resources function underwent significant evolution this year. Below are representative human resources search highlights from 2024.
 
 

Head of Total Rewards for a Top-Performing Banking Company

 
The Head of Total Rewards partners with the CHRO to shape and execute the Total Rewards strategy, ensuring competitive and effective compensation and benefits programs that attract and retain top talent. This role oversees program operations, ensuring alignment with service standards and collaborates with HR and Finance to maintain accurate payroll, tax, and benefits records. Key responsibilities include providing analysis, materials, and support to the CHRO and the Compensation Committee of the Board.
 
The ideal candidate has at least 10 years of relevant experience, including significant expertise in designing and implementing complex compensation and benefits programs, and a minimum of five years successfully leading teams.
 
 

Chief Human Resources Officer for a Designer & Manufacturer of Customer-Engineered Equipment

 
Reporting to the CEO, the Chief Human Resources Officer will lead the creation and execution of talent and human capital strategies aligned with the company’s goals. This role involves collaborating with senior leadership to foster a transparent, results-oriented, and collaborative culture. Key responsibilities include implementing best practices in talent acquisition, development, and retention; addressing critical talent gaps, and driving scalable HR processes that support operational, financial, and strategic objectives. The CHRO will also oversee seamless integration of business acquisitions and recommend strategic actions to ensure alignment with company goals.
 
The ideal candidate will have at least 20 years of progressively responsible HR experience in the industrial or manufacturing sector, with a proven track record of leadership and innovation. This individual will be a trusted advisor to the CEO, Board, and leadership team, demonstrating integrity, strategic thinking, and a results-driven approach. The candidate should excel in implementing HR best practices, building scalable processes, and fostering a high-performing culture while driving measurable business outcomes.
 
 

Head of Talent Management & Organizational Development for a Top-Performing Banking Company

 
The Head of Talent Management & Organizational Development will partner with the CHRO to design and implement company-wide talent strategies and programs. This role is responsible for leading key talent processes, including performance management, development planning, and succession planning, while overseeing leadership development, manager effectiveness initiatives, employee onboarding, and required training. The position ensures that talent programs align with the company’s fast-paced environment, support its growth and meet business objectives.
 
The ideal candidate will bring at least 15 years of experience in talent management, organizational development, and leadership initiatives, with a proven ability to design and implement impactful programs. A minimum of five years of team leadership experience is essential, along with the ability to thrive in a dynamic, results-oriented environment. This individual will possess strong strategic vision, execution skills, and a track record of delivering exceptional talent solutions that drive business success.
 
 

Chief Human Resources Officer for a $3 billion Food Company

 
The Chief Human Resources Officer will lead the development and implementation of HR strategies that align with the company’s goals, building best-in-class capabilities while respecting its unique culture and heritage. This role requires exceptional collaboration skills to engage and align multiple stakeholders and drive organizational progress without compromising the traits that make the company exceptional. The CHRO will be instrumental in evolving the company’s HR practices to the next level of sophistication, ensuring they support both the business’s entrepreneurial spirit and long-term success.
 
The ideal candidate will bring 15-20 years of progressive HR leadership experience, including roles at organizations recognized for best-in-class HR practices and hands-on experience in less mature environments. A background in entrepreneurial, family-owned, or private equity-backed businesses is essential. This executive will demonstrate a collaborative approach, stakeholder management expertise, and the ability to lead HR transformation while embodying the company’s values. Additionally, they should be capable of expanding their responsibilities over time through consistent impact and success.
 
 

Chief Human Resources Officer for a Global Innovator in Marine Technology

 
The Chief Human Resources Officer will be a strategic leader and integral member of the executive team, responsible for driving human capital strategies that foster an inclusive, high-performance culture. This role will involve transforming the HR function, implementing key processes, and aligning talent strategies with the company’s growth and profitability goals. The CHRO will lead cultural and organizational change, ensuring the company has the leadership and capability to achieve its objectives.
 
The ideal candidate will have at least 15 years of progressive HR experience, including roles at organizations recognized for best-in-class practices and hands-on experience building HR functions in less mature environments. They will be a trusted advisor to the CEO and senior leadership, with a proven track record of driving innovation and delivering impactful human capital strategies. Experience outside of HR is a plus, demonstrating a broad business perspective.
 
 

Vice President, Total Rewards for a Health Insurance Company

 
The Vice President of Total Rewards will partner with leadership to develop and execute a Total Rewards philosophy and strategy aligned with the organization’s goals and business objectives. This role oversees corporate compensation, sales compensation, benefits, and recognition programs, ensuring they reflect the company’s Total Rewards philosophy. The VP will also lead the development and implementation of HR policies, processes, and systems that enhance the employee experience and drive productivity.
 
The ideal candidate will bring 15 years of progressive HR experience, with expertise in benefits, total rewards, HR technology, and HR operations. Proven executive compensation experience, including presenting to a Board of Directors, is essential. Sales compensation experience in financial services is highly desirable, along with 10 years of leadership experience aligning HR strategies with business goals. Industry experience in health insurance, consumer, or financial services is preferred.