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Head of HR: When & How To Hire Your First HR Leader

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Most companies don’t wake up one day and decide they need a Head of HR. It usually happens when growth creates complexity with hiring, culture, and other people-related areas of the business.

At a certain point, HR requires an experienced, dedicated leader who fits your organization’s specific needs.

This guide answers the key question: When should you hire a Head of HR — and how do you know if it’s time for your first HR leader?

Most companies don’t wake up one day and decide they need a Head of HR. It usually happens when growth creates complexity with hiring, culture, and other people-related areas of the business.

At a certain point, HR requires an experienced, dedicated leader who fits the needs of your specific organization.

This guide answers the key question: When should you hire a Head of HR — and how do you know if it’s time for your first HR leader?

Do you need a Head of HR, a CHRO, or a CPO?

As organizations grow, so does the complexity of their people strategy. What starts as a need for someone to manage hiring, employee relations, and HR operations can quickly evolve into a need for a senior executive who can shape culture, leadership, and long-term business performance. That’s where titles like Head of HR, Chief Human Resources Officer (CHRO), and Chief People Officer (CPO) come into play.

While these titles are often used interchangeably, they don’t always mean the same thing. In many cases, the title reflects a company’s size, stage, leadership philosophy, and expectations for the role.

If your organization is evaluating senior HR leadership, or if you’re hiring for one of these positions, it helps to understand the distinctions.

Head of HR

A Head of HR is often the right fit when a company needs someone who can build, lead, and execute.

  • Typically a company’s first senior HR leader
  • Hands-on and strategic
  • Builds the HR function from scratch
  • Common in mid-sized or scaling companies

CHRO vs. CPO

Understanding the differences in CHRO vs. CPO helps clarify the right role for your organization’s stage and needs.

Chief Human Resources Officer (CHRO): The CHRO role is usually less about “running HR” and more about leading the organization through its people strategy.

  • Executive-level leader
  • Focus on enterprise-wide HR strategy
  • Often manages established HR teams
  • More common in large or mature organizations
 
Chief People Officer (CPO): The CPO is also a top HR executive, but the title often reflects a slightly different orientation.
  • Often more culture/employee experience focused
  • Tends to signal a modern, employee-first approach
  • Functionally similar to CHRO in many companies
 
CHRO vs. CPO: One of the clearest ways to understand these titles is through the lens of company size and stage.
  • Early-stage companies: Titles like Head of HR or VP of HR are more common. These leaders are highly hands-on — building processes, supporting leaders, and hiring talent while laying the foundation for scale.
  • Mid-sized companies: The title may remain Head of HR or shift to CHRO/CPO as the function matures. The role becomes more strategic, balancing system-building with leadership development.
  • Larger organizations: CHRO or CPO roles typically carry enterprise scope, including oversight of HR leaders and Centers of Excellence, global operations, succession planning, and organizational design. At this level, the focus shifts from execution to long-term strategy and business impact.

What responsibilities does a Head of HR own?

Core Head of HR Responsibilities

Early-stage HR is largely operational. It focuses on payroll, benefits, compliance, and supporting hiring. These are critical functions — but they are not enough to support a growing business.

Your first Head of HR changes that. At this stage, HR shifts from supporting the business to helping shape how the business operates and scales. That means a Head of HR’s responsibilities are focused on connecting people strategy directly to business strategy — aligning hiring, structure, leadership, and culture with where the company is going.

In other words, instead of reacting, your Head of HR should build repeatable systems that create structure, consistency, and accountability across the organization.

Your Head of HR should typically be responsible for:

1. Talent Strategy

Workforce planning

Hiring prioritization

Employer brand and candidate experience

2. Organizational Design

Structuring teams as you scale

Defining roles, levels, and reporting lines 

3. Performance

Performance management frameworks

Leadership development

Coaching executives and managers

4. Culture & Engagement

Defining and reinforcing company culture

Employee experience and retention strategies

5. HR Infrastructure

Policies, compliance, and systems

HR tech stack and processes

When should you hire a Head of HR?

The Real Signals It’s Time to Hire a Head of HR

One of the most common questions in HR is: “How many HR people does our company need?” The answer is always: it depends. 

Historically, the rule of thumb was the ratio of HR staff to employees. Specifically, 1 HR employee per 100 total employees. But this rarely reflects what actually drives the decision.

In reality, hiring your first Head of HR isn’t about hitting a specific number. It’s about recognizing when the complexity of your business has outgrown how you’re currently managing people, talent, and risk.

The signals below are a more accurate way to evaluate whether your organization is ready.

1. Growth is outpacing structure

  • Teams scaling fast
  • Managers making inconsistent people decisions
  • No formal processes

2. Leadership is absorbing HR by default

  • CEO/CFO handling people issues
  • Reactive vs proactive

3. Talent challenges are getting expensive

  • Hiring misses
  • Turnover
  • Slow hiring

4. You’re entering a more complex stage

  • PE involvement
  • M&A
  • Multi-location
  • Compliance exposure

HR Department Structure at Each Stage of Growth

Every HR team, regardless of size, is built around a set of core functions: talent acquisition, employee relations, compensation and benefits, performance management, and HR operations.

Early on, these responsibilities are often handled by one person or spread across leadership. As the business grows, they don’t just increase—they start to separate, with clearer ownership, more defined roles, and a structure that reflects the company’s size, growth stage, and complexity.

  • At around 50 employees: HR is typically handled by a single generalist or Head of HR who covers everything. The focus is on building foundational processes and ensuring compliance.
  • By 100 employees: Specialization begins. You may see a recruiter or HR generalist added, with clearer ownership across hiring and employee experience.
  • At 250+ employees: The structure becomes more layered. Dedicated roles emerge across recruiting, HR operations, and potentially total rewards or employee relations. Leadership shifts toward managing teams and driving consistency across the organization.
  • Final thought: An effective HR department structure evolves alongside the business — not ahead of it. Early on, breadth matters more than specialization. As complexity increases, roles become more focused and clearly defined. The goal is not to build a large HR team, but to build the right structure at the right time.

How do you find the right Head of HR?

Hiring the right Head of HR isn’t just about finding the most experienced candidate—it’s about finding the one who fits the reality your business is operating in today.

The most common hiring mistake companies make at this stage is over-indexing on credentials or pedigree, rather than asking: Has this person succeeded in a situation like ours before?

A strong Head of HR isn’t just qualified. They’re aligned to your company’s stage, challenges, and expectations.

Stage fit: Have they operated in a company at your stage?

HR leaders who thrive in large, established organizations don’t always translate to earlier-stage or high-growth environments—and vice versa.

If you’re building your first HR function, you need a Head of HR who has done that before: creating structure from scratch, not just optimizing what already exists.

Business context fit: Do they understand your environment?

The demands on HR look very different depending on your business.

A company backed by private equity, navigating a merger, or scaling quickly requires a different type of HR leadership than a stable, steady-state organization.

The right candidate will have experience in environments with similar levels of complexity, pace, and change.

Scope fit: Can they operate at the level you need today?

Your first HR leader will likely need to do both strategy and execution.

That means being comfortable building a roadmap while also rolling up their sleeves to implement processes, support managers, and handle day-to-day issues.

Candidates coming from highly resourced teams may not always be the best fit for this kind of role.

Leadership fit: Will they work the way your team works?

Beyond experience, how an HR leader shows up matters.

Do they influence effectively with your leadership team? Can they navigate ambiguity? Are they aligned with how decisions get made in your organization?

Fit here often determines long-term success more than anything on a resume.

When should you use fractional and interim HR leadership?

In some cases, companies may use fractional or interim leaders as a bridge before hiring a full-time Head of HR. To know which is best for your company’s situation, it is important to understand the key differences.

What a Fractional CHRO Does

A fractional CHRO can be a powerful option for companies that need senior-level HR leadership without committing to a full-time hire. This role typically works on a part-time or advisory basis – focusing on strategy, structure, and high-impact initiatives. Fractional CHROs partner with leadership to align people strategy with business goals, build or refine the HR function, and guide key areas like organizational design, compensation strategy, and leadership development. This is not a day-to-day execution role. It is best suited for companies that need expertise and direction but do not yet require a full-time Head of HR.

What an Interim HR Leader Does

An interim Head of HR is a temporary full-time leader brought in to manage the HR function during a transition. (Think leadership gaps, rapid growth, restructuring, and acquisitions.) Unlike a fractional leader, an interim Head of HR is fully embedded in the business. They are responsible for both strategy and execution, ensuring continuity while also addressing immediate priorities. The focus is on stability, leadership, and keeping the function running effectively until a permanent hire is made.

Fractional CHRO vs. Interim Head of HR

Fractional CHRO:

  • Part-time, strategic support. Best when you need senior expertise without full-time capacity.
  • More cost-efficient (pay for only what you need).
  • How to choose: If your need is primarily strategic capacity → a fractional CHRO is typically the better fit.
 
Interim Head of HR: 
  • Full-time, hands-on leadership. Best when there’s an immediate gap or need for execution.
  • Requires higher short-term investment but delivers full-time coverage.
  • How to choose: If your primary need is urgency + ownership → an interim Head of HR is typically best.

How do you hire a Head of HR?

Step 1: Define the Role Clearly

Before you start searching, align on:

  • What problems are we solving?
  • What outcomes do we need?
  • What will success look like in 6–12 months?
 

If you’re creating a job description for a Head of HR, it should clearly outline:

  • Specific Head of HR responsibilities
  • Key HR deliverables and expectations over the next 12-24 months
  • Overview of the current culture and the desired future state of it
  • Current HR team/structure/operations
  • Where HR sits on the Senior Leadership Team
  • Expected skills, competencies, and educational background desired

Step 2: Identify the Right Profile

Different situations require different leaders:

  • First HR leader hire → builder
  • PE-backed → operator with speed + rigor
  • Post-merger → integrator
  • Scaling → systems thinker

Step 3: Use the Right Interview Approach

The most effective Head of HR interview questions include:

  • What is your vision for launching and leading an HR function in an organization?
  • If you joined us on Monday, what does your first 90 days look like?
  • What leadership style do you flourish under?
  • Without disclosing any confidential information, what’s the most difficult employee relations issue you’ve been involved in?
  • Do you view HR as a cost or an investment?
  • For first-time Head of HR hires: Have you been in a role where you were the first Head of HR of a company?

Step 4: Prioritize Fit Over Credentials

There’s no universal “best” Head of HR. The right hire depends on factors like your growth stage, your leadership team, and your business challenges.

Step 5: Move with Clarity and Speed

Because the best candidates are often not actively applying, selective about opportunities, or evaluating multiple options, securing the right HR leaders requires clarity and speed.

How should you structure a Head of HR's compensation?

Base Salary & Incentives

Base Salary: Base salary serves as the anchor of the compensation package and varies based on company size, industry, geography, scope of responsibility, and stage of growth. A Head of HR in a smaller organization may have a very different salary structure than someone leading the people function in a larger, more complex, or private equity-backed business. That’s why salary should always be evaluated in context. A competitive base matters, but it’s rarely the full picture.

Short-Term Incentive: A strong Head of HR package often includes an annual bonus, also referred to as a short-term incentive. This is typically a percentage of base salary and tied to company, team, or individual performance. Including bonus eligibility helps align the role with business outcomes and reinforces the strategic nature of the position. To shift the role from administrative to performance-driven, bonus structures may be tied to goals such as company performance, hiring or retention milestones, leadership or culture initiatives, culture or engagement outcomes, and HR transformation efforts.

Equity and Long-Term Incentives: In many companies – especially growth-stage or PE-backed organizations – equity or long-term incentives may include stock options, restricted stock units (RSUs), phantom equity and long-term cash incentives. While not every company includes equity at this level, these components align the Head of HR with long-term business outcomes.

Benefits and Transition Support

Benefits should support the overall competitiveness of the offer, even if they are not the primary decision driver. Typical offerings may include:

  • Health coverage
  • Retirement plans
  • Paid time off
  • Executive coaching or development support
  • Sign-on bonus or limited transition support (particularly when a candidate is leaving behind bonus eligibility, unvested equity, or relocating for the role)

When should you use an executive HR search firm to hire a Head of HR?

The Head of HR influences some of the most critical parts of your business — from talent and culture to retention and performance. Because of that, this isn’t a hire you want to get “mostly right.” It needs to be right for your specific stage and situation.

In rare cases, a leader already knows the right HR executive. But more often, finding the right fit requires a more specialized approach. That’s where an executive HR search firm comes in.

Internal recruiting teams are built for volume hiring — not highly targeted, senior HR leadership searches. They often lack the bandwidth, network, or access to passive talent. Generalist search firms can run a process, but may miss the nuance. Many HR leaders look similar on paper — the difference is knowing who will actually work in your specific environment.

An HR-focused executive search partner brings that pattern recognition — understanding how HR leadership needs shift based on growth stage, structure, and business goals.

Companies typically engage a specialized search partner when:

  • The business is growing, changing, or at an inflection point
  • The right fit isn’t obvious
  • Internal teams are stretched or lack specialization
  • The search requires confidentiality

 

Bottom line: There’s no single “right” Head of HR — only the right fit for your business at a specific moment. A specialized search partner helps you find that fit with greater precision and confidence.

Meet Talent Connections

Talent Connections is an HR search firm focused exclusively on HR placements—from Heads of HR to HR business partners. This specialization enables us to deliver what other firms can’t: high-fit, high-quality HR leaders in days, not months.

After 27 years and 2,000+ HR searches, we’re experts at finding HR talent that fits the moment you’re in—not just the role you need to fill. Whether you’re evaluating if it’s time to hire your first Head of HR, defining the role, or ready to start your search, we’re here to help you find HR leaders who are built for your environment.

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Strengthening HR Leadership (Twice) to Support Mission-Driven Growth

  • HR Function Building
  • Nonprofit
  • Head of HR
  • Interim HR Leadership

At Talent Connections, we are passionate about helping mission-driven organizations build the HR leadership needed to expand their impact. When Inspiritus, an Atlanta-based nonprofit, engaged us, they were at a pivotal moment of growth and transformation.

To ensure stability and forward momentum as its long-term HR structure evolved, we partnered with Inspiritus on interim HR leadership support. We then placed their first Head of HR, who brought strategic focus to culture, engagement, and organizational alignment. This leader helped lay the foundation for a more cohesive people strategy– guiding the organization toward a future-of-work model while strengthening employee engagement across a diverse and growing team.

As Inspiritus continued to evolve and elevate its HR strategy, we partnered with them again to place a second key HR leader who was equipped to guide the organization through the next phase: a large-scale transformation and organizational alignment. This leader played a critical role in positioning Inspiritus to expand services across its footprint and ensuring the organization could continue delivering on its mission at an even greater scale.

This partnership reflects our commitment to supporting nonprofit organizations with HR leadership that drives both cultural strength and operational transformation, enabling them to serve more communities and create lasting impact.

Delivering Specialized Talent in a High-Pressure, Competitive Market

  • TA Team Support
  • Multiple Placements
  • Technology

Talent Connections specializes in helping organizations solve complex, high-volume hiring challenges, especially when the talent is scarce and the stakes are high. When Microsoft Corporation needed to identify and secure software test engineers across the country, they engaged multiple firms to support the initiative, including Talent Connections.

The objective was clear but challenging: source, qualify, and deliver highly specialized technical talent in a competitive market shaped by rapid innovation and aggressive hiring from peer companies like Google. Speed, precision, and consistency were critical.

To meet this demand, Talent Connections deployed a team of senior-level IT contract recruiters with deep experience in technical sourcing and evaluation. Working as an extension of Microsoft’s internal team, we focused on identifying hard-to-find candidates, rigorously qualifying them, and delivering a strong pipeline of talent ready for consideration.

While other firms struggled to keep pace and ultimately stepped away from the engagement, Talent Connections remained committed and continued to deliver results. Our consistency, quality, and ability to operate under pressure led Microsoft to expand the partnership, inviting us to support additional, experimental recruiting initiatives.

This engagement highlights our ability to execute in demanding environments, delivering specialized talent solutions that help organizations stay competitive—even in the most challenging hiring markets.

Scaling Recruiting Capacity with High-Impact Contract Talent

  • TA Team Support
  • Multiple Placements
  • Consumer & Retail

At Talent Connections, we partner with enterprise organizations to build flexible, high-performing recruiting functions that can scale with business demand. When The Coca-Cola Company needed to significantly increase hiring volume, they faced a critical challenge: how to expand their recruiting capacity without taking on the cost and rigidity of full-time hires.

Initially, Coca-Cola engaged a division of a global retained search firm to source contract recruiters. However, the cost structure mirrored executive search pricing, making it an unsustainable solution for a high-volume hiring need. The team began exploring a more efficient, scalable approach. That’s where Talent Connections came in.

Leveraging our deep bench of experienced contract recruiters, we partnered closely with Coca-Cola’s internal team to deliver talent that not only met the technical requirements of the role but also aligned with the culture and pace of their organization. Our model provided access to high-quality recruiting professionals at a more flexible and cost-effective margin.

The result was a scalable recruiting solution that could adapt to fluctuating hiring needs without compromising on quality. Many of the contract recruiters we placed stayed engaged for over a year, becoming trusted extensions of the internal team and playing a key role in driving high-volume, high-quality hiring outcomes.

This partnership reflects our ability to deliver flexible talent solutions that help large organizations scale efficiently while maintaining the integrity of their hiring process.

Partnering with an Ivy League University to Build a World Class HR Team

  • HR Function Building
  • Head of TA & Head of Total Rewards
  • Higher Education

At Talent Connections, we know that finding the right HR leaders for top-tier institutions requires a deep understanding of culture, talent, and mission. When Yale University engaged us to lead searches for two critical HR leadership roles, we partnered closely with their Head of HR to identify exceptional talent for the team.

These searches required relocation to Connecticut, and we worked diligently to identify candidates who could not only deliver at the highest level but also thrive within Yale’s distinguished, purpose-driven culture. Through this collaboration, we successfully placed two incredible leaders who have become integral members of the HR team: the Head of Talent Acquisition and the Head of Total Rewards.

Both leaders have assimilated seamlessly into the university’s culture, making meaningful contributions to their teams while advancing their own professional growth. The client expressed strong satisfaction with the partnership, and the placements continue to reflect the impact of strategic HR leadership in the education sector.

This story highlights our ability to deliver transformative HR talent across industries – including higher education – where culture, mission, reputation and excellence matter most.

Partnering with a Prestigious Law Firm to Elevate HR Leadership

  • National Expansion
  • Multiple Placements
  • Professional Services

At Talent Connections, we understand that high-performing organizations require equally exceptional HR leadership. When King & Spalding engaged us to lead HR management and leadership searches across multiple locations in the U.S., they were seeking talent capable of thriving in a highly intellectual, high-expectation environment.

We partnered closely with firm leadership to identify top-tier HR leaders who could operate as true strategic partners, supporting a workforce of some of the most accomplished attorneys in the world. This required individuals with the ability to navigate complexity, influence at senior levels, and align people strategy with business performance in a unique and demanding professional services setting.

Through our targeted and thoughtful approach, we successfully placed high-impact HR talent across key markets, strengthening King & Spalding’s ability to support its people, enhance leadership capability, and sustain its reputation for excellence.

This engagement reflects our expertise in delivering HR talent across multiple levels for organizations where the bar is exceptionally high and the impact of getting it right is even higher.

Supporting a C-Suite Leader Through Two Critical Transitions

  • Merger
  • Multiple HR Leadership Placements
  • Consumer & Retail

At Talent Connections, we value long-term partnerships with leaders who trust us to help build and elevate their teams at every stage of growth. One of our most meaningful partnerships reflects this in action: supporting a C-suite HR leader across two organizations – first Aaron’s, then BrandsMart – during pivotal moments of transformation.

We initially partnered with this leader to help strengthen and elevate the HR function within Aaron’s, aligning talent strategy with the evolving needs of the business. Through this work, we helped transition the team toward a more strategic, business-aligned HR model.

Following a major acquisition, this leader stepped into a new role as Chief Operating Officer of the acquired company. As they took on this expanded leadership responsibility, they once again turned to Talent Connections – this time to rebuild and transform the HR team within the new organization.

Together, we led the shift from a transactional HR structure to a true business partner model, placing high-impact HR leaders across field and corporate environments to support the company’s growth and operational goals.

This story reflects our commitment to partnering with exceptional leaders over time, supporting them as they grow, evolve, and continue to build stronger organizations wherever they go.

Identifying the Next HR Leader to Follow a Legacy

  • Succession Planning
  • Head of HR
  • Construction

At Talent Connections, we know that replacing an exceptional HR leader is about more than filling a role – it’s about honoring a legacy while preparing for the future. When Holder Construction engaged us to lead the search for a successor to their long-tenured Head of HR, a respected leader who had spent 8+ years building a strong foundation, the importance of getting it right was clear.

Rather than making a direct replacement, the company took a thoughtful and strategic approach – seeking a successor who could step in, learn the business, and carry that legacy forward. We partnered closely with the executive team to identify a high-impact HR leader, placing her in the role of Head of Benefits, Compensation & Wellness with a clear path to succession.

When the Head of HR retired, she was immediately promoted to the top role, ensuring continuity, stability, and momentum for the organization. Now, more than eight years later, she continues to build on that legacy – leading with strength, evolving the HR function, and making a lasting impact on the business.

This story reflects our ability to identify and place leaders who not only step into big shoes, but confidently grow into them and elevate what comes next.

Elevating Total Rewards for a Marquee Technology Company

  • Confidential Replacement
  • Head of Total Rewards
  • Technology

Many times, Talent Connections partners with companies at pivotal moments of growth – when evolving leadership and infrastructure are critical to competing at the next level. When a marquee, household-name technology company engaged us to lead the search for their first Head of Total Rewards, it marked a significant step in their evolution following the appointment of a new CEO.

As the organization scaled toward 1,000+ employees, they recognized the need to transform their rewards strategy – moving from a startup-style, scrappy approach to a more sophisticated, competitive total rewards structure that could attract and retain top talent in a highly competitive tech market.

We partnered closely with their leadership team to identify a top-tier Total Rewards executive, ultimately recruiting a standout leader from one of the most respected companies in the city. This individual brought immediate credibility and the required expertise to lead a comprehensive compensation, benefits, and equity programs transformation.

The impact was felt quickly – enhancing the company’s market confidence, competitiveness, and ability to attract elite talent, while building a scalable rewards infrastructure to support continued growth.

This search highlights our team’s ability to deliver specialized HR leadership that enables companies to scale with intention and compete at the highest levels.

Leading a Transformational CHRO Search for a $4B Global Manufacturing Company

  • Leadership Transition
  • CHRO
  • Manufacturing

Talent Connections specializes in partnering with executive leadership teams to place HR leaders who can drive business performance at scale. When Lippert engaged us to lead their Chief Human Resources Officer (CHRO) search, the stakes were high, and the opportunity was even greater.

Working in close partnership with CEO Jason Lippert and his executive leadership team, we led a highly strategic search to identify the right leader. Specifically, we set out to find someone who could support Lippert’s continued growth in revenue and market share while also strengthening its deeply purpose-driven, people-first culture. With a footprint spanning 140 global manufacturing facilities and 12,500 employees, this role required a CHRO who could operate at both enterprise scale and human-level impact.

We focused on identifying a leader who could balance operational excellence with cultural stewardship – someone capable of leading a complex, global HR organization while staying true to Lippert’s commitment to supporting employees’ individual and professional goals. Given the significance of the role, relocation was essential, and we successfully delivered a candidate ready to step into this critical leadership position.

This search reflects our ability to partner at the highest levels of an organization to deliver transformative HR leaders who not only meet the moment, but help shape the future of a global, leading business.

Partnering with Private Equity to Ensure Seamless HR Leadership Transition

  • Leadership Transition
  • Head of HR
  • Manufacturing

At Talent Connections, we understand the unique demands and pace of private equity-backed organizations, where the right leadership is critical to driving performance and value creation. When East West Manufacturing – a global, private equity-owned manufacturing company – needed to hire a new Head of HR, they partnered with us to ensure a seamless and strategic transition.

Their current Head of HR was stepping away on great terms to pursue an entrepreneurial path in consulting, creating an important inflection point for the business. We worked closely with the CEO and the outgoing Head of HR to align on the expectations of a PE environment – speed, scalability, and a sharp focus on business outcomes – while also honoring the strong culture already in place.

Through this highly-collaborative and targeted search, we identified and placed a high-impact HR leader equipped to thrive in a private equity setting. Not only did they quickly integrate and maintain momentum. They also continued to elevate East West Manufacturing’s people strategy in support of growth and value creation.

This engagement highlights our ability to partner with private equity-backed companies and their leadership teams to deliver HR talent that drives results at every stage of the investment lifecycle.

Placing an HR Leader Who Rose to the CEO Role

  • First Head of HR
  • Head of HR to CEO
  • Healthcare

At Talent Connections, we know that the right HR leader can be a game-changer for an organization. When Georgia Urology needed to hire their first-ever Head of HR, they partnered with us to find an executive who could shape their people strategy and help drive business success.

We identified and placed Dan Fellner – a standout HR leader who quickly became an integral part of the executive team, bringing strategic vision, operational excellence, and a deep commitment to organizational culture. In just six months, following the retirement of the organization’s CEO, Dan was promoted to Chief Executive Officer – a testament to his leadership impact and ability to drive results at the highest level.

This success story highlights the power of strategic HR leadership and reinforces our expertise in placing top talent that not only thrives in their roles, but also transforms organizations from the inside out.

Strengthening Mission-Driven Hiring for Habitat for Humanity International

  • Recruitment Process Outsourcing
  • Multiple Placements
  • Non-Profit

At Talent Connections, we take pride in helping purpose-driven organizations build high-impact teams. When Habitat for Humanity, one of the most respected nonprofit organizations, needed to outsource their entire recruiting function, they entrusted us with the responsibility of finding top talent to support their mission.

With a focus on both corporate and field roles, we became an extension of their team – delivering skilled professionals who could drive their vision forward. From hiring strategic leaders at headquarters to placing critical roles in the field, we ensured Habitat for Humanity had the right talent in place to support communities worldwide.

This partnership not only reinforced our expertise in nonprofit talent acquisition but also demonstrated our ability to seamlessly manage and elevate an organization’s recruiting function, allowing them to focus on what matters most: Building homes, communities, and hope.

Transforming a National Retailer’s Field HR Team

  • HR Function Building
  • Multiple Placements
  • Consumer & Retail

At Talent Connections, we understand that strong HR leadership is the backbone of a thriving workforce. When Aaron’s newly appointed Chief Human Resources Officer (CHRO) set out to elevate their field HR function, they needed a strategic partner to help build a team that could drive business success at scale.

With a focus on upgrading HR Business Partners and HR Managers across stores and regions nationwide, we worked closely with the CHRO to assess talent needs, identify high-impact HR leaders, and deliver professionals who could enhance employee engagement, strengthen culture, and support operations in a rapidly evolving retail landscape.

Through our targeted and strategic hiring approach, we successfully rebuilt and upgraded Aaron’s field HR function, ensuring the company had the right talent in place to lead their workforce forward. This partnership not only strengthened their HR capability. It also positioned the national retailer for long-term success in an increasingly competitive industry.

Building Strong HR Leadership at Hemophilia of Georgia

  • HR Function Building
  • CHRO
  • Healthcare

At Talent Connections, we take pride in not only placing top talent, but also in fostering meaningful partnerships that support career and leadership growth. Our work with Hemophilia of Georgia is a perfect example of how strategic HR hiring strengthens a purpose-filled organization.

We initially placed Lisa Williams Coleman as Director of HR. She quickly made an impact, leading to her well-earned promotion to VP of HR then to Chief HR Officer. Recognizing the importance of building a strong HR team, she turned to Talent Connections once again – this time, to help her find a critical right-hand leader to serve as her number two.

By understanding the organization’s mission, culture, and evolving needs, we successfully placed a talented HR professional who could seamlessly support Lisa and drive key initiatives forward. This collaboration underscores our commitment to building great HR teams with incredible leaders who trust us to build their teams.

Becoming the Trusted Talent Partner for Cousins Properties

  • Leadership Transition
  • Head of HR
  • Real Estate Investment

At Talent Connections, we don’t just fill roles – we build lasting partnerships that help great companies thrive. Our relationship with Cousins Properties, a marquee name in commercial real estate, is a perfect example.

Cousins trusted us to place Deborah Schwarz – its pivotal Head of HR who played a critical role in shaping the company’s talent strategy and culture. When she later decided to pursue a consulting career, she departed on great terms – leaving behind a strong HR foundation.

Recognizing the impact of our first placement, Cousins once again turned to Talent Connections to identify their next Head of HR, ensuring continued leadership and stability within their organization. By deeply understanding their culture, goals, and the evolving needs of the business, we successfully placed Francis Wetherington  –another outstanding HR leader who carried their vision forward.

We are proud to be a trusted partner in helping Cousins build and sustain a best-in-class HR function.

Celebrating Marlo Gillette’s 18+ Years of Leadership with Nasco

  • HR Function Building
  • Head of HR
  • Healthcare Tech

At Talent Connections, we believe that great companies are built by great people. That’s why we take pride in placing HR leaders who drive lasting impact – leaders like Marlo Gillette, who has been a leader at NASCO for over 18 years.

When NASCO needed a strategic HR leader to help shape its workforce and culture, we connected them with Marlo as an HR Director. Over the years, she has played a key role in strengthening NASCO’s HR function, fostering a people-first culture and driving talent strategies that have fueled the company’s long-term success. Her leadership and vision helped position NASCO as a thriving organization, and today, she serves as Head of HR, leading the charge in building an engaged and high-performing workforce.

Marlo’s journey exemplifies how the right HR leadership can make a lasting difference in an organization’s growth and success. We are honored to have played a part in this partnership and look forward to NASCO’s continued success under her leadership.

Building an Elite HR Team for a Fortune 500 Company’s New Atlanta HQ

  • Merger
  • Multiple Placements
  • Consumer & Retail

At Talent Connections, we specialize in helping companies build best-in-class HR teams, especially during times of transformation. When Veritiv made the strategic move to establish its new headquarters in Atlanta, they needed the right HR talent in place to ensure a smooth transition and long-term success.

With 10+ full-time HR roles to fill – ranging from senior HR Business Partners and Compensation roles to Talent Management and Labor Relations roles, plus a team of contract recruiters – Veritiv turned to Talent Connections for expertise and execution. Leveraging our deep network and market insights, we quickly identified and placed high-impact HR professionals who could support the company’s expansion and growth in Atlanta.

Our ability to deliver quality talent, at speed, across multiple levels ensured Veritiv had the right people in place to drive business success from day one. As Atlanta continues to thrive as a business hub, we take pride in being the go-to partner for companies looking to build exceptional HR teams in this competitive market.

Delivering Hundreds of HR Hires for a Fortune 500 Company

  • Growth & Scaling
  • Multiple Placements
  • Consumer & Retail

At Talent Connections, we excel at solving complex hiring challenges. When Delta Air Lines needed to scale its HR function rapidly, they turned to our Recruitment Process Outsourcing team to get the job done.

With a nationwide need for 200+ HR professionals, Delta sought a strategic partner who could ensure speed, quality, and efficiency – all of which we delivered. Our dedicated project team executed a streamlined, high-touch recruitment strategy – identifying and placing top HR talent across the country while maintaining the highest standards of excellence.

The result? Every role was filled on time with top-tier candidates who were the right fit for Delta’s culture and goals. This project not only met immediate hiring demands. It also strengthened Delta’s long-term HR infrastructure with exceptional talent.

From high-volume hiring to strategic workforce solutions, Talent Connections is proud to help great companies like Delta build and scale with confidence.

Placing a Growing Healthcare Tech Company’s First Head of HR

  • First Head of HR
  • Chief People Officer
  • Healthcare Tech

At Talent Connections, we thrive on helping organizations build strong leadership foundations. That’s why we were honored to serve Enlace Health in the successful placement of their first Head of HR.

As a growing organization, Enlace Health recognized the need for a strategic HR leader to drive talent initiatives, enhance company culture, and support business growth. Understanding the significance of this inaugural role, our team conducted a targeted search to identify a leader from a progressive health company who could shape and scale the HR function from the ground up.

Our candidate, Amanda Allen, stood out as the perfect fit, bringing a wealth of experience in HR leadership, talent strategy, and organizational development. With her expertise, Enlace Health is well-positioned to cultivate a high-performing workforce and a dynamic, people-first culture.