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CHRO & Area functions

We support our clients both in recruiting a CHRO and in filling all relevant positions in this area. This follows the following structure:

  • Personnel administration
  • Personnel development
  • Recruitment
  • Personnel marketing

When conducting the search process, we attach great importance to the fact that the consultant appointed fully understands the position in its professional dimension.

CHRO & Area functions for permanent positions

Within the framework of a succession process that can be carried out according to plan, there is usually sufficient time to compare possible internal candidates and potential external candidates, who may also come from the competitor. This process must be highly professional and confidential. Our consultants who take on such tasks therefore have both the industry expertise and the functional/personnel expertise. Since first-class candidates are courted, one must not lose them in such a process through lack of professionalism.

CARSTEN RENK

CARSTEN RENK

Managing Director

carsten.renk@wp-hg.de
T +49 6172 4903 30

CHRO & Area functions for interim tasks

Interim staffing of HR manager positions often occurs in normal bridging, transactions and restructurings. These usually require a quick new appointment. The acquisition of a personality directly from a candidate is therefore rather not possible. In this case, a solution must be found that comes from a sustainable network. We maintain these networks systematically, involving the relevant players in such situations. We can look back on a unique track record of more than 30 years and have the corresponding experience.

Nadja Iram-1

Nadja Iram

Executive Board

Nadja.Iram@wp-group.de
T +49 6172 4903 42

CHRO Personalities for control and advisory boards

Personnel competence in legally regulated as well as voluntarily established advisory and supervisory boards becomes relevant when special situations arise, for example transactions or restructuring. Such personalities are in demand who, in addition to functional competence, also have a good understanding of business. We are in regular contact with active CHROs, but also with CHROs who are no longer operationally active. We know not only their professional competence and their personal characteristics, but often also their personal planning, so that the recommendation for a supervisory or advisory board function can be well-founded.

Bernd Sauer

Bernd Sauer

Executive Board

bernd.Sauer@wp-hg.com
T +49 6172 49 03 0

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