Candidate profile: A senior HR business partner was ready for a first People Director role but had received feedback that their experience was operational rather than strategic, despite leading significant organisational change.

Challenge

The candidate needed to demonstrate board-level credibility, workforce-planning capability and commercial judgement. They were also conscious that a premature move could put them into a title without the authority needed to succeed.

Solution

Erdobar translated a complex restructuring programme into evidence of strategic leadership, developed a clear point of view on talent, reward and employee experience, and selected employers where the role had direct executive access. Interview preparation focused on the questions a chief executive and finance director would ask.

Result

The candidate was appointed People Director for a growing professional-services firm. They joined the executive committee, introduced a leadership-succession process and reduced regretted attrition by 29% during their first year.

Related service: Career Counselling.