Executive Search for HR Leaders
Executive Search for CHROs and HR Leaders
Today’s HR leader has to understand the business and often lead change and transformation.
Book a consultationHR Executive Search with NAKAMA
NAKAMA EUROPE recruits CHROs, HR Directors and Heads of HR, as well as leaders in People and Culture, Talent Acquisition, HR Business Partnering, Reward and Organisational Development. We conduct searches across Europe in English and German.
Founder Claudia Wulf led talent acquisition for more than 15 years, holds a certification in the use of AI in recruiting and invests in HR technology. This experience informs how we assess candidates’ expertise, judgement and ability to deliver change.
HR leadership roles we fill
- CHROs and HR Directors responsible for people strategy and advising the executive team
- Heads of HR and people and culture leads
- Heads of talent acquisition and recruiting
- Heads of HR Business Partnering and HR Business Partners at divisional and country level
- Heads of reward, compensation and benefits
- Heads of organisational development and HR transformation
What an HR leader needs to deliver today
We focus on two questions when assessing HR leaders: do they understand the business, and can they lead the changes it needs? That covers growth and restructuring, new ways of working, pay transparency and the use of AI and HR software.
When candidates describe an HR transformation, we examine their personal responsibility, the decisions they made and the results they achieved. Our own work with AI-supported recruiting processes and HR technology helps us ask specific questions about implementation and outcomes.
How we assess HR leaders
- Commercial understanding. Whether the candidate can connect workforce decisions with business performance, costs and strategic priorities.
- Change they have led. Restructurings, mergers, HR system roll-outs, with results they can show.
- Working with employee representatives. Experience with works councils and co-determination where the business has them.
- Technology and AI. Whether the candidate can evaluate HR systems and AI tools, lead their implementation and recognise relevant data protection and regulatory requirements, including the GDPR and the EU AI Act.
- Working with leadership and employees. Whether the candidate can advise and challenge the executive team, build trust with employees and put the organisation’s values into practice.
Confidential when the current HR lead is still in post
Searches for HR leadership roles can be particularly sensitive when the current role holder is still in post. Where confidentiality is required, we agree with the client how and when information will be shared and approach candidates without naming the company.
If the role needs covering straight away, the search can be combined with an interim solution. More under Interim Management.
Search process and fees
The search follows the four steps of our Executive Search.
We work exclusively on a retained basis on behalf of the client and invoice in three stages linked to agreed milestones: a kick-off fee when the assignment is commissioned, a shortlist fee when candidates are presented, and a placement fee when the employment contract is signed.
The shortlist contains at least five candidate profiles, usually more. As a matter of principle, we do not approach employees of our clients.
Frequently asked questions
Which HR roles does a specialist Executive Search firm fill?
NAKAMA fills CHRO and HR director roles, heads of HR and people and culture, and leadership roles in talent acquisition, HR business partnering, reward, organisational development and HR transformation, across Europe in English and German.
What is the difference between a Head of HR, an HR Director and a CHRO?
Titles and responsibilities vary between organisations. A Head of HR typically leads HR for a business, entity or country. An HR Director may have a broader national, regional or divisional remit. A CHRO typically leads the people function across the organisation and is part of the executive leadership team. During the briefing, we clarify the reporting line, decision-making authority and scope of the role.
How do you find an HR leader who can genuinely lead transformation?
By asking about change they have delivered rather than concepts: what changed, who was involved, what failed and what lasted. Reference calls complete the picture. We draw on our own experience in talent acquisition, AI-supported recruiting and HR technology to assess the depth of each candidate’s answers.
Can the search for a new HR leader stay confidential?
Yes. If the current HR leader is still in post or the planned appointment must remain confidential, we approach candidates without naming the company. We disclose its identity only once both sides have expressed an interest in continuing the conversation.
What happens if an HR appointment ends within the first three months?
We then fill the role again at no additional fee. This applies if the person appointed resigns within the first three months or the company ends the contract during that time. It does not apply if the role is eliminated or changes substantially, for example through a different location or a different remit.
How are fees structured for an HR search?
NAKAMA conducts HR searches exclusively on a retained basis. Fees are invoiced in three stages linked to agreed milestones: a kick-off fee when the assignment is commissioned, a shortlist fee when candidates are presented, and a placement fee when the employment contract is signed. The fee covers the full search process, rather than individual candidate introductions.
It starts with a good conversation.
Let’s talk about the position you need to fill, the responsibilities it carries and what the right person should achieve within your organisation. Together, we will clarify how NAKAMA can best support your search.