The Secrets to Hiring the Perfect Head of People
Few roles more directly impact the success or struggles of a business than the Head of People. Getting that hire right will propel your business forward. Get it wrong, and you’ll quickly lose ground to competitors.
This special episode of the Redefining Work podcast will help you understand the environment and market you’re recruiting in, the mindset and drivers of transformational people leaders, and how to design an interview process tailored to illuminate alignment with your company and the candidate.
Over my 25-year career in Recruiting and HR, I’ve worked with and for dozens of Chief People Officers.
I’ve worked for some great ones who taught me what progressive HR looks like. I’ve hired some exceptional ones for search clients. I’ve learned from over 100 more in conversations on my Redefining Work podcast.
This is a role I deeply understand and appreciate.
All of these conversations and relationships have given me a unique awareness of the complexity of this role - and its importance to the business. An understanding I infused into this special episode of Redefining Work. I hope you enjoy it.
You can also listen/share the episode directly syndicated on any of these channels: Apple Podcasts | Spotify | Google Podcasts
The Importance of Getting Heads of People Hires Right
For founders, CEOs, and business leaders, the journey to profitability and success is often a reflection of the teams they build, especially at the leadership level.
Hiring a high-impact people leader is not just a role but bringing in a values-aligned leader who can influence your c-suite, connect with your team, and leverage their understanding of the nuances and complexity of today’s world of work to shape your talent strategy.
This doesn’t happen without an intentionally designed recruiting process.
The Strategic Importance of the Role
The Head of People is a linchpin in translating your company's vision into a thriving workplace culture, and the to unlocking your productivity - and profitability.
This individual is more than an HR lead; they are a strategic partner in your leadership team.
While their focus may be on your people strategy, great Heads of People possess the business acumen to add value to your business beyond the traditional scope and expectations of HR.
To hire and retain a great one, you must leverage their expertise and capabilities beyond “people stuff.”
Understanding the Hiring Market
If you’re hiring a Head of People, it’s vital to understand the environment you’re recruiting in.
These leaders have been on the front line of event after event that has impacted the world of work—a global pandemic, social justice flashpoints, war, geopolitical conflict, political conflicts and violence, managing multigenerational expectations, mental health support, and navigating remote and hybrid work. That list isn’t comprehensive, but you get the point.
The tumult has taken its toll as experienced people leaders are moving out of the field, creating an experience void where emerging leaders are thrust into executive roles without the support systems needed to be successful (i.e., why we created the Amplify Talent Community).
Understanding Their Motivators & Drivers
Let’s get into the psychology of hiring. To find and connect with a transformative people leader, you must understand what motivates them. Hint: it’s not a “seat at the table.”
It’s not that an equal footing amongst their C-suite peers isn’t important to them. Rather, it’s expected to be a given.
Transformative people leaders aren’t insecure about the value they bring to their business or their C-suite. They don’t want to invest any energy validating the value they bring to the business. It’s a waste of their time and a distraction from what they’re truly driven by - impact.
Transformative people leaders want autonomy. They want the resources (and budgets) to deliver on what they were tasked with supporting during the interview process and onboarding. They want to earn the trust of their founder or CEO so that they can perform one of their most important roles - truth-teller.
You don’t want to hire a Head of People who agrees with every decision you make or allows potentially damaging leadership behavior to go unchecked. If you want to see the upside of a transformational people leader, you must create an environment where they feel comfortable telling you things you might not want to hear.
Identifying the Right Leader
It’s important to remember you’re not just looking for HR expertise. That’s table stakes.
You need a dynamic individual who embodies EQ & IQ, leadership finesse, cultural and business acumen, and the ability to drive strategic people initiatives that support your business objectives.
This person should resonate with your company's mission and values and be skilled at fostering an environment that enhances productivity and innovation.
The Art of the Interview
Throw out your executive interview playbooks. Sure, they might work, but the tailored approach below will yield better results.
Interview process: Make sure the interview process optimizes time with the Founder or CEO. This must be more than a one-hour interview as this relationship is crucial for success. Ask candidates what they need from the process - who they might want to meet, see, know.
Transparency & openness: Present a clear and honest view of the current state, and desired future state of your business - warts and all. Consider sharing your employee surveys and/or any data to help them understand the state of your company. This open process will help candidates self-select alignment. The ideal interview process should attract and repel.
Reporting structure & compensation: Reporting directly to the Founder or CEO is often viewed as a signal of how your company values HR. If this role reports elsewhere, be prepared to convey a clear why. Pay equity amongst executive peers is also a signal, as lower pay often equates to a diminished view of the role.
Setting them up for success. Successful onboarding starts with pre-boarding. Remain engaged between offer acceptance and start date. Ask what resources or they might want (budgets, org charts, etc) to begin understanding the team and business. Optimize time with Founder and executive peers in early onboarding.
Bonus: Interview Questions to Consider
What are your values? How do they shape your leadership style?
How do you operationalize organizational values into your HR operating system?
What's your approach to understanding and aligning the business and people strategy?
Where do you go to learn?
What does DEIB mean to you personally? How does it shape your talent strategy?
What metrics do you use to understand, adjust, and optimize your people systems?
Tell me about a time you had a conflict with your CEO or Founder.
What environments bring out your best work? Please go deep in your answer.
Need help in hiring your next Head of People?
Amplify Talent is a modern alternative to traditional executive search firms - specifically focused on people leader searches. Learn more about how we partner with growth companies here.