Success Stories

An Abundance of Prestige

BACKGROUND

The client engaged Kaizen HR to recruit for these key roles to continue operating the acquired business after the TSA expired. Kaizen HR then completed an in-depth assessment, prioritized the needs, and went to market to build a pipeline of qualified candidates within the required timeframes. 

SEARCH STRATEGY

A client had a Transaction Services Agreement (TSA) in place in which the seller agreed to provide Human Resources, Operations, Customer Service, and Finance services on behalf of the client for continuity of business. This required the client to engage a search partner to recruit and present qualified candidates three months prior to the expiration of the TSA to allow for training and a transition period with the seller.   

RESULT

20 roles were recruited and trained within the client’s timeframes, allowing for a smooth transition from the seller to the buyer.


Critical Placement

BACKGROUND

An organization – a national HR leader – urgently needed to scale their on-site HR leaders.

SEARCH STRATEGY

Kaizen HR partnered with the national HR leader and their corporate recruiting team to recruit Site HR Leaders. The process was conducted using a proven business partner approach, while also being able to provide both strategic and tactical services to the site. 

RESULT

Since the start of the partnership, Kaizen HR has replaced and upgraded 6 HR leaders across the nation for the client.


Code of Silence

BACKGROUND

Kaizen was engaged to perform two confidential HR Leader searches for a manufacturer and a service provider. One client was a newly acquired organization with a limited HR function in place, while the other client was a turnaround organization with a current HR leader who was not a fit for the company.

SEARCH STRATEGY

Kaizen HR performed confidential searches to ensure discretion on these sensitive searches. Within two weeks, Kaizen HR was able to present two candidates to the service provider and three to the manufacturer.

RESULT

Both clients proceeded with their internal hiring processes, and both hired one of the candidates presented to them by Kaizen HR. At one client (the newly acquired organization), the new HR leader established the HR Department from ground up, including process, polices, benefits, new systems roll-outs, and tools to sustain strategic growth. At the other (the turnaround organization), the new HR leader re-established HR presence across all sites and established a business partner approach to the CEO. Kaizen HR now partners with these two HR Leaders to recruit key roles for their organizations.


The Perfect Relocation

BACKGROUND

Kaizen HR was engaged to recruit for a key Operations role, which would require the successful candidate to relocate.

SEARCH STRATEGY

Kaizen HR recruited and presented qualified candidates. On the day that one such candidate visited the facility, the Site Leader informed Kaizen HR of another wrinkle in the process: another key Operations role now needed to be filled due to a resignation.

RESULT

Given the in-depth interview process Kaizen HR conducted with the visiting candidate, Kaizen HR was able to uncover that the candidate’s spouse performed the same function of the recently resigned role. Kaizen HR informed the client of this that day.


Scaling a Business for Substantial Growth

BACKGROUND

Kaizen HR was approached by a recently acquired packaging manufacturer. This company started with one location and 90 employees prior to being backed by private equity financial sponsorship.

SEARCH STRATEGY

Kaizen HR focused on recruiting multiple key leadership and backend office roles that would participate in the future expansion of this company. These roles encompassed critical functions across Operations, Innovation, and Human Resources.

RESULT

A solid team was put in place that allowed the business to grow exponentially. With similar ideologies and cultural beliefs, they have completed several acquisitions. Today this once small company has grown to over 700 employees nationwide.


Double Digit Organic Growth

BACKGROUND

A client in the plastics industry was facing a future of growth. In order to properly scale they needed to add multiple mid-range to director-level roles. Kaizen HR was brought in to help them accomplish their goal finding the right candidate to fill the seats.

SEARCH STRATEGY

Kaizen HR immediately established themselves as an HR Business Partner and began their search to find highly qualified candidates to fill several roles in Operations, Commercial, and Finance across all sites. Kaizen HR set out with the purpose to give the clients organization the bandwidth necessary to properly scale.

RESULT

The complex search resulted in several placements in key roles. Many of our placements are now being scouted from within for advancement in their careers or have already been promoted from within the organization. For example, the Site Corporate Controller that was recruited through Kaizen was recently promoted to VP of Finance for the organization.


Attracting Talent in Rural Areas

BACKGROUND

A client in the food manufacturing industry approached Kaizen HR with a complicated recruitment assignment. They had six locations, however, one of these locations was in an extremely rural area. History had proven to them that recruiting in this area was uniquely challenging and they sought out Kaizen HR to take on the challenge.

SEARCH STRATEGY

Kaizen HR immediately began their search utilizing their large candidate base. They were able to recruit and relocate the Operations Manager, Maintenance Manager, Production Manager, and HR Manager to this rural area. An in-depth intake conversation to understand the site and leadership needs, the culture, and company forward strategy was completed. The sourcing strategy included generating a list of candidates from current/former direct competitors. The candidates presented were interested in being in a partnership relationship, one that would allow them to make an immediate impact to their business.

RESULT

The organization was able to “clean house” and bring in a new, energized and forward-thinking team to help them scale appropriately.

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