Functions & Roles
Traditionally Human Resources Management is considered to be an important asset to any business, as it provides expertise in managing change and facilitating training and development, recruitment, selection and employee relations, compensation and benefits. In the contemporary world of rapid globalization and cultural diversity, it is much more than this: it is the business partner that aligns business and human capital strategy.
In PfB, we support corporations that view the HR not as an administrative and back office function, but as a strategic partner, in a key role; that is why they simply want just star players, leading the way. CHRO’s are expected to have business acumen, to contribute to broader business strategy planning and execution, to act as business partners to CEO‘s and Executive Directors. Traditional HR executives are being replaced with highly strategic ones who are Board ready, understand the complexity of aligning talent and business strategy and can leverage big data. The modern CHRO acts proactively to translate corporate goals into effective human capital tactics, to drive growth and to create “best place to work” cultures. HR is called to become a strategic partner with the leaders of the business; to contribute to significant business decisions, advice on critical transitions, and develop the value of the employees-in short, to have a seat at the table. This is why talent acquisition and development, compensation and benefits, leadership management, succession planning, organizational development, diversity and innovation make the HR function critical to corporate success.
Ulrich states that HR should be responsible for 4 areas: strategy execution, administrative efficiency, employee contribution, and capacity for change. In the course of delivering in these four areas, he describes four corresponding roles for HR to play within a business: a) as a strategic partner working to align HR and business strategy, b) as an administrative expert working to improve organizational processes and deliver basic HR services, c) as an employee champion, listening and responding to employees’ needs, and d) as a change agent managing change processes to increase the effectiveness of the organization.
Our experience shows proves that contemporary HR executives are required to have specific sets of skills and competences, in order to act as business partners. Strategic thinking, business acumen, high EQ, performance orientation, future orientation, strong leadership, flexibility, creativity and delivery value orientation are the core characteristics of an HR executive candidate. Rotation and experience in front line functions help them to develop the skills that will turn them into valuable business partners.
PfB Knowledge and Expertise
Our team has a solid and proven HR experience that makes PfB precious and unique in HR recruiting and development. Our profiles combine deep hands-on knowledge and corporate experience with proven track search record. We are the only firm that can help you in the most efficient way to identify internal and external HR talent and develop these leaders through engaging, proven solutions that meet and exceed executives’ expectations
Our experienced team works closely with you with you to develop a detailed profile of your ideal human resources candidate. Based on our broad experience together with your culture and needs, we work as business partners with you to define the profile that best –fit to you. We keep you update with market trends and support you with advice regarding competition, market profiles, compensation packages, employment relations. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends; What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position; this is why we have zero replacements.
When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of human resources executives. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.
Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.
Our added value is not limited to successful hiring. For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before, by being placed in an environment of trust, open communication and advanced collaboration.
To ensure business results is our main concern; it is the key measure of our success. This is why we emphasize on conducting regular quality controls, with the ultimate goal to keep all parties satisfied with our services.
Working with multinational leader corporations, local companies, family offices, we have a deep expertise in the following human resources roles roles:
Chief Human Resources Officer
Talent Development Business Partner
Talent Acquisition Specialist
HR Division Head
HR Business Partner
Comp and Ben Manager
Employee Relations Specialist
Organization Development Executive
Occupational Health and Safety Expert