HR Leader

Setting the Scene

Our client is a second-generation family-owned business with over 100 employees and a strong reputation in the business services industry. Despite its growth and success, they had never employed a dedicated HR leader, relying instead on family members to manage human resources alongside their other responsibilities.

 

Operating for years without a formal HR structure, they believed their high employee retention rates indicated a well-functioning system. However, recent compliance issues and a couple of lawsuits revealed vulnerabilities in their approach. As one employee noted, “You think everything is fine until it’s not. One person files a claim, talks to others about the outcome and financial gain, and next thing you know, there’s a larger problem brewing.”

 

The Challenge

The business was run by family members, representing the second generation of family leadership. The President had been handling HR responsibilities in addition to his other duties. Meanwhile the CFO was spread thin with competing personal and professional priorities. While this arrangement had worked in the past, the increasing complexity of HR compliance matters over the last couple of years began to stack up, and the leadership found they couldn’t keep up.

 

Several factors motivated the company to seek professional HR leadership:

1. Recent compliance matters in California raised concerns about potential legal vulnerabilities.
2. Wage and hour issues became increasingly complex and time-consuming to manage.
3. The leadership recognized the need to professionalize their human resources practices to support the company’s growth and protect against future legal challenges.
4. The increasing workload on existing leadership made it clear that a dedicated HR professional was necessary.

 

How FORTIS Helped

Kira Bruno, CEO at FORTIS, had known this company for a long time and even remembered one of their second-generation leaders from school, but they had never worked together. Through their combined networks, they met and were able to discuss these challenges the company was having internally.

 

We took a consultative approach to this search for an HR leader, as the company had never had a dedicated role for this function. To achieve a deeper understanding of their culture and operations, we discussed the company’s gaps, goals, and needs, and together built a comprehensive talent profile for the ideal HR manager candidate.

 

Armed with a clear job description and understanding of the company’s needs, we began the recruitment process. We combed our extensive network and executed direct sourcing strategies to find the best talent for this role. After thorough vetting and pre-interviews, four qualified candidates were presented to our client. The company then shortlisted two candidates for final consideration.

 

Finally, the company made a job offer to their number one candidate. This HR leader brought a combination of technical HR skills and the right personality fit for a family-owned business. They demonstrated a strong understanding of California labor laws and compliance issues, as well as experience in developing HR processes in growing companies.

 

The entire process, from initial consultation to job offer acceptance, took just 32 days.

 

Making an Immediate Impact

The impact of this hire was almost immediate. Within one week of the new HR leader starting, the client was so impressed that they referred another company to FORTIS, resulting in a new business opportunity. This quick referral served as proof of the success of the placement and the value FORTIS had been able to provide.

 

By bringing in expert HR leadership, the company has positioned itself to handle future growth more effectively while simultaneously mitigating compliance risks.

 

Are you ready to hire your first HR executive? FORTIS will be here when you’re ready to move forward:

 

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