Why CEOs replace CHROs is rarely about a single performance issue. More often, the business has evolved, expectations have changed, and the company needs a different kind of HR leader for what comes next.
Executive HR market intelligence from the front lines of executive search. This week’s observations include return-to-office trends, a growing CHRO talent market, and why companies are investing earlier in their #2 HR leaders.
The “future of work” has been hyped for years—Millennials will disappear if they don’t feel connected, Gen Z demands purpose, AI will take every job,
A CHRO in a private equity portfolio company (a CHROPE) must speak two languages fluently:HR and Private Equity. Understanding core PE terminology will dramatically improve:
For a CHRO in a private equity portfolio company (a CHROPE), finding incremental OpEx savings is not optional—it’s expected. And we’re not talking about large
For a CHRO in a private equity portfolio company (a CHROPE), the Quarterly Business Review (QBR) isn’t just another meeting—it’s a defining moment. It’s your
CHROs in private equity portfolio companies sit on a mountain of HR data—talent metrics, engagement trends, turnover analysis, recruiting funnel performance, compensation benchmarks, capability assessments,
In a private equity portfolio company, few relationships matter more than the one between the CHRO and the CEO. When this partnership is strong—rooted in
For the CHRO in a private equity portfolio company (the CHROPE), the role is both vital and paradoxical. You are the steady orchestrator behind talent,
In a former life as a corporate Recruiter, my team once took on a challenge the business labeled “100 in 100”—hire 100 technologists in 100
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