Human
Resources Management
& Legal
Administration
CHRO,
VP Human
Resources,
Human
Resources
Directors, HR
Managers,
Chief Legal
Counsel,
Regional Legal
Head, etc.
ART
recruits experienced Human
Resources Heads
-- primarily
generalists -- for a
broad range of
industries 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.
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
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
(Mandarin, Cantonese,
Korean, Japanese,
Tagalog, Bahasa, Thai,
Vietnamese, 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.
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