THE BRIEF

The client – a leading British PE-backed footwear brand, due to recent social and political movements created a new role of Global Head of Diversity and Inclusion. The appointment was needed to design, deliver, and implement the brand's full Diversity and inclusion strategy. Working closely with the CEO and the HRD to set up clear D and I objectives and strategies for all global markets; ensuring their timely delivery. Understanding the brand’s rich heritage was essential in sourcing suitable talent for this role. It was key to ensure that aside from the professional skill set required, the successful candidate was also culturally aligned with the brand's vision. The brand’s core values centred around creativity, diversity, and authenticity; their products are durable but fashionable. Due to the brand's position in the market, it was important to hire a D and I expert who could deliver a brand new diversity strategy in line with the brand's core values while also having the ability to influence and educate key stakeholders across the wider business.

THE PROCESS

Through a tailored International search was required as the brand wanted an individual who had experience with a global HQ environment overseeing international markets. The role could either be based in London or the United States. Based on our understanding of the Diversity space we shortlisted a number of profiles alongside recommendations from a variety of sectors including banking, IT, and retail. The role was filled within 6 weeks of the commencement of the project.

THE BRIEF

Our client was a Global luxury Jewellery brand seeking a Human Resources Director to drive the HR agenda for the UK market. The business required a profile that had a strong track record within an international organisation who was able to develop and deliver excellence across all HR services with a Focus on the UK strategy. This individual would be required to have exceptional communication skills, be inspiring and engaging, with the ability to work seamlessly with the brands Executive leadership team. The brand had already interviewed a number of candidates in the industry for the role both directly and via other head hunters, without success.

THE PROCESS

Through taking a detailed face to face brief and via discussions with the key stakeholders this individual would have a reporting line to, the team at MODE SEARCH took the time to understand culturally the best fit for this organisation. Via a tailored search and market recommendations we identified a candidate with excellent credentials. From initial brief of the search, an offer was made to the candidate within a 3 week time frame over one of the busiest retail trading periods.