Case Studies

The Client Challenge – For almost a year, this major New England-based global insurance company had been searching for a Human Resources Director to run its Tokyo office. The company had been working with a search firm based in the region – but success was limited. The company contacted Eileen Finn & Associates for advice on mounting a US-based search. We pointed out that the skills the company was looking for – strategic HR combined with a strong knowledge of process – were unlikely to be available in a regional Japanese candidate, since Japanese human resources has historically been administrative in scope. We advised conducting a US search to identify a candidate who would be open to an expatriate assignment for three to five years.

Our Solution – We did an extensive national search – sourcing over 200 potential candidates. The final slate included five US-based candidates and one located in Hong Kong, who became the successful hire. This candidate was unique in many ways. He had the HR skills and experience required and, although an expatriate resident in Hong Kong, he had previously worked in Tokyo and was open to returning. Originally from New England, he was very interested in eventually repatriating to a New England-based company.

The Client Challenge – This $9 billion hedge fund wanted to upgrade its human resources function. We conducted a search for a Managing Director of Human Resources who had strong analytic compensation skills, could strategically align with the fund’s operating and executive committees and could work comfortably in an entrepreneurial environment.

Our Solution – The fit was critical to the success of this search. We did extensive referencing on all the candidates, drawing on our network of contacts, to make sure the final candidate would work well within the firm’s competitive, “Wall Street” culture. We identified a new Managing Director of Human Resources with financial services experience, an understanding of the hedge fund environment and a strong track record as a top compensation specialist.

The Result – In his first six months, the Managing Director realigned the human resources function, developed a new performance management and compensation program and continued the firm’s focus on talent management and acquisition.

The Client Challenge – A global Fortune 100 company in financial, information, and media services retained Eileen Finn & Associates to conduct a search for the Head of Global Payroll for their company. Payroll, which is not traditionally viewed as a strategic function, had recently been outsourced by our client and required a strategic mindset in addition to the knowledge base in global payroll. The client was aware of our completed human resources searches and active network for key global HR leadership candidates. Our challenge was that the market for someone with Global Payroll, coupled with a strategic mindset, is limited in the New York metropolitan area; relocation was not a preferred option for the client.

Our Solution – Based on our extensive knowledge of the local marketplace for senior talent we were able to identify a slate of 3 candidates that did not require relocation. Their backgrounds included experience in global payroll, finance, HR service delivery and transformation.

The Result – The client hired two of the three candidates that were presented. One to fill the original search for the Head of Global Payroll and the second to fill a newly created role focused on the HR transformation work in Global HR Services Delivery.

The Client Challenge – The head of HR for a major European bank, headquartered in London, had an immediate need to replace the Head of Human Resources – US based in New York. The client acknowledged that finding the right candidate could take up to 90 days – but due to a number of regulatory and compliance issues needed a more immediate solution.

Our Solution – We identified an interim candidate to temporarily fill the position.  The experienced HR consultant dealt with the most immediate issues while we searched for the SVP of Human Resources.

The Result – Within 90 days the search was completed with a candidate with foreign bank experience and in-depth knowledge of global benefits issues.

The Client Challenge – Prior to launching a search, our client, a global financial services firm with over 80,000 employees  requested a research report and assessment of the top US talent in global compensation.

Our Solution – We quickly identified and recommended the most influential potential candidates.  Following the client review of the report, we were engaged to conduct the search based in Switzerland.

The Result – The search was completed within two months.  After one year, he was promoted to Managing Director of Global Compensation and Benefits – and, after three years, he was responsible for a global human resources function of more than 40,000 employees.  Our success with the search resulted in three additional searches to build the management team and functional expertise.

The Client Challenge – The CEO of the largest nationwide provider of interim court reporters, with over 60 offices in 24 states, retained us to execute a potentially difficult and complex search.  Our mandate was to recruit an HR leader who understood the client’s unique service business, was legally trained and could drive the implementation of new technologies.  Additionally, qualified candidates had to possess the charisma and energy the client’s entrepreneurial environment demanded.

Our Solution – We identified a candidate with a legal background and had transformation experience.  The successful candidate, an attorney who had extensive HR consulting HR experience had introduced and reengineered systems.

The Result – The company has completed two acquisitions, where the Vice President of Human Resources played a critical role as the company almost doubled in size.

The Client Challenge – A startup that provides supply chain software and services required a Director of Staffing who could develop the talent base this rapidly growing company needed.

Our Solution – Within six weeks, we identified a candidate who had built a state-of-the-art recruitment function within another start up and had large company training.

The Result – this successful candidate, within the first year, had built a human resources function, as the employee headcount increased five-fold.  Today, the company has completed two acquisitions, opened six new US offices and expanded globally into Europe and India.  As the company scales the Director of Human Resources continues to redesign the HR infrastructure.