Merit and bonus season may be over, but now is the best time to improve the process. Here’s where AI and better technology can reduce manual work, support managers, and help build a better compensation cycle for next year.
The average tenure for a CHRO depends more on the macroeconomics of the business than on individual performance. And that’s okay.
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
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