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HUMAN
RESOURCES MANAGEMENT
(Worldwide Recruitment)
Chief
Human Resources Officer
Chief People Officer
SVP Human Resources
VP Human Resources
Regional HR Director
Director of Human Resources
HR Manager
Plant HR Manager
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CORPORATE
LEGAL MANAGEMENT
(Recruitment only for
EMEA, Asia-Pacific, &
LATAM)
Chief
Legal Counsel
Corporate Counsel
Country Chief Counsel
Commercial Lawyer
Employment Lawyer
Labor Law Counsel
Environmental Law Counsel
IP Attorney
Technology Transfer Lawyer
M&A Lawyer
International Law Specialist
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ART's
Human Resources
Recruitment Practice
focuses on two major
categories:
- Corporate
Human Resources roles, based at
the company's headquarters
- Plant, Country,
or Regional Human Resources
roles in countries or locations
other than that of the parent
company's headquarters
ART
recruits experienced Human
Resources Heads --
primarily generalists -- for a
broad range of industrial and
service companies. Our clients
normally require us to only
present candidates who already
have had many years of
experience in HR working as HR
Managers, HR Directors
or HR Vice Presidents.
Regional
Recruitment Profiles include
the following:
Chief
Human Resources Officer (CHRO),
Chief People Officer, SVP Human
Resources, VP Human Resources, VP
Talent Acquisition, VP Benefits
& Compensation, HR Directors,
and HR Managers, including
candidates with strong Spanish or
French bilingual capabilities.
- Europe/
Middle East/ Africa:
Chief
Human
Resources
Officer
(CHRO), Chief
People
Officer, SVP
Human
Resources, VP
Human
Resources, VP
Talent
Acquisition,
VP Benefits
&
Compensation,
HR Directors,
and HR
Managers, with an
emphasis on candidates
having strong English
skills, along with
appropriate local language
skills (German, French,
Dutch, Italian, Spanish,
Portuguese, Scandinavian,
Polish, Czech, Turkish,
Arabic, etc.)
Chief
Human Resources
Officer (CHRO),
Chief People
Officer, SVP Human
Resources, VP
Human Resources,
VP Talent
Acquisition, VP
Benefits &
Compensation, HR
Directors, and HR
Managers,,
with an emphasis on candidates
having strong English and
Spanish skills, strong English
and Portuguese skills, or
trilinguals who can supervise
pan-Latin American HR
activities successfully
Chief
Human Resources
Officer (CHRO),
Chief People
Officer, SVP Human
Resources, VP
Human Resources,
VP Talent
Acquisition, VP
Benefits &
Compensation, HR
Directors, and HR
Managers,,
with an emphasis on candidates
having strong English skills,
along with appropriate local
language skills (Mandarin,
Cantonese, Korean, Japanese, Thai,
Vietnamese,Tagalog,
Bahasa Indonesia, Bahasa
Malaysia, Hindi, Tamil,
etc.)
In
the sometimes hurried
pace of the global economy,
too often companies expect
that the main purpose of
a Human Resources Head
is to just make sure that HR
functions run smoothly enough
so that senior management
never has to hear bad news.
But often, HR departments are
given the most difficult and
challenging problems that no
other department wants to be
burdened with. In too many
companies, then, HR is seen as
the department that is "best
seen and not heard," because
when HR speaks, it might be
that other department managers
will have their shortcomings
revealed to senior management.
At
ART, we have a much higher
expectation of our candidates
and our clients. When we take
on an HR search, what we want
to hear from our client is
that the Human Resources
person that they are seeking
has to be a key member of the
management team. To us, this
means that we need to find a
competent organizational head,
planner and communicator who
can bravely speak in a
straightforward way to senior
management as well as to staff
about the challenges and
opportunities that need to be
addressed. For us, Human
Resources Heads are key to an
effective organization, no
matter what industry or
market. If HR is given only a
minor role as opposed to a key
role at the table of managers,
in our experience, such firms
are typically minimizing their
effectiveness.
Human
Resources has a unique role in
a company. It doesn't just
cover one departmental
function or location. It
covers all functions, all
departments, all sites. A
competent HR Head sees
problems in Manufacturing
before the COO might see them
or admit to them. S/he sees
problems in Sales and
Marketing before the VP Sales
sees them or admits to
them. S/he sees problems in
Finance before the CFO sees
them or admits to them. Human
Resources, if handled
correctly, has its finger on
the pulse of the most
critical and only
living and breathing component
of a corporation: its
staff. If a company does not
want to listen to its HR
department or if it does not
empower its HR department to
speak up when possible
problems are seen, then in
many ways that company puts a
hood over its corporate head
and leaves itself meandering
in the dark. In such
situations, problems happen
"all of a sudden." Customers
drop off "all of a sudden."
Company productivity in a
distant factory drops
precipitously "to everyone's
shock." But to a competent HR
Head, these matters were all
too visible. Too bad that HQ
wasn't listening or did not
want to hear.
A
company could have a
breakthrough product that in
theory a lot of customers
would flock to. A company
could have all of its
financing lined up precisely
to meet its goals. A company
could have a sales department
that should be capable of
building a business. But if
the people behind product
development, sales, finance,
marketing, IT, operations and
supply chain are not well
developed and treated, a
company can and inevitably
will fail. Such things occur
in famous large firms,
well-touted medium sized firms
and ambitious startup firms.
Ironically, the often ignored
and scarcely funded HR
component is often the company
department that can best chart
a path for
the firm's survival
and growth.
At
ART, we need to see a
candidate's track record of
success in business models and
styles that are comparable to
and suitable to our client's
business style. A person who
is successful, for example, at
a multi-billion dollar
multinational might find the
resources and expectations of
a great and fast-growing
medium sized firm as
incompatible. By seeking
candidate-client matches where
both parties make their
assumptions about HR and
business possibilities and
limitations from a practical
and realistic standpoint, we
are all much more likely to be
happy to see long term comfort
and success in a placement -
candidate, employer and
recruiter alike. Knowing how
to
find such characteristics in Human Resources
Management candidates comes
from our experience as
recruiters. It also comes from
a desire to build long term
careers for our candidates at
our client companies.
This
is the difference between
ART and our competition. We
are not just filling
vacancies. We are helping
make our clients better
companies. Companies whose
management wants their firm
to be the best in their
field. Companies that lead.
Companies that last. How
best for companies to
achieve this success?
By hiring ART
candidates who are empowered
to be the best that they can
be!
ART's
Legal
Administration
Recruitment
Practice
focuses
only on Corporate Law,
primarily serving
industrial, high-tech and
service sector corporations,
for roles at corporate
headquarters or regional
centers at home and abroad.
Some roles involve legal
specializations, while other
roles might be generalist
roles, or they might be more
purely Administration
Management roles that might
encompass oversight of
departments such as Human
Resources, Finance, Legal,
etc.
Regional
Recruitment Profiles include
the following:
Chief
Legal Counsel, General
Counsel, Corporate Counsel,
European Chief Counsel,
Commercial Lawyer,
Employment Law/ Labor Law
Counsel, Environmental Law
Counsel, IP Attorney,
Technology Transfer Lawyer,
Mergers & Acquisitions
Lawyer, International Law
Specialist, Data Protection
Specialist
(Datenschutzbeauftragter),
Rechtsanwält(in),
Wirtschaftsjurist(in), etc., with an
emphasis on candidates having
strong English skills, along
with appropriate local
language skills (German,
Dutch, Italian, French,
Spanish,
Portuguese, Scandinavian,
Polish, Czech, etc.).
Candidates most typically will
be local candidates, including
internationally trained
attorneys, as well as foreign
lawyers who have had
substantial local training or
work experience.
Candidates
most typically have one or
more of the following
degrees or qualifications:
- Juris
Doctor (JD)
- PhD
Law
- Master
of Laws (LL.M)
- Dr.
iur. (Doctor iuris)
- Dr.
jur. (Doctor juris)
- Doktor
der Rechte
- Doktor
der Rechtswissenschaft
- Dr.
jur.
Rechtswissenschaften
- 2.
Staatsexamen
Rechtswissenschaften
- Doctorat
en droit
- Maitrise
de droit
- Laura
magistrale in
giurisprudenza
Chief
Legal Counsel,
Corporate Counsel,
Country Chief Counsel,
Commercial
Lawyer,
Employment
Law/ Labor Law
Counsel,
Environmental
Law Counsel, IP
Attorney, Technology
Transfer Lawyer,
M&A Lawyer,
International
Law Specialist,
etc.,
with an
emphasis on candidates
having strong English
skills, along with
appropriate local language
skills (Korean,
Japanese, Thai,
Vietnamese, Mandarin,
Cantonese, Tagalog,
Bahasa Indonesia, Hindi,
Tamil, etc.). Candidates
most typically will be local
candidates, including
internationally trained
attorneys, as well as foreign
lawyers who have had
substantial local training or
work experience.
Chief
Legal Counsel,
Corporate Counsel, Country
Chief Counsel,
Commercial
Lawyer,
Employment
Law/ Labor Law
Counsel,
Environmental
Law Counsel, IP
Attorney, Technology
Transfer Lawyer,
M&A Lawyer,
International
Law Specialist,
etc., with
an emphasis on candidates
having strong English and
Spanish skills, strong English
and Portuguese skills, or
trilinguals who can supervise
pan-Latin HR activities
successfully.
Candidates most typically will
be local candidates, including
internationally trained
attorneys, as well as foreign
lawyers who have had
substantial local training or
work experience.
Chief
Legal Counsel, Corporate
Counsel, Country
Chief Counsel,
Commercial
Lawyer,
Employment Law/
Labor Law
Counsel,
Environmental
Law Counsel, IP Attorney,
Technology Transfer Lawyer,
M&A Lawyer,
International Law
Specialist, etc., with an
emphasis on candidates having
strong English skills, along
with appropriate local
language skills.
Candidates most typically will
be local candidates, including
internationally trained
attorneys, as well as foreign
lawyers who have had
substantial local training or
work experience.
Our Legal
Recruitment Practice has no
immediate plans to conduct
executive search assignments
for legal positions based in
North America.