Case Study #1: Human Resources Manager

Human Resources Manager

• Background

  Our client’s corporate head office was located in Canada, with sales, marketing, and manufacturing sites scattered across North America. At one of its main operations in Ohio, the head of Human Resources had identified a weakness in HR leadership. The situation had to be treated with delicacy because the person being replaced was an underperforming incumbent. AER was contracted to immediately begin a candidate search.

• Our Challenge

  We had to maintain strict confidence in the search while recruiting candidates living within a hour radius of the operation. Not only was it essential for each candidate to be SHRM certified, but they had to have experience with a large combined professional and manufacturing operation. In addition, a strong labour relations/culture management background was critical to being able to lead the next set of contract negotiations.

• Our Solution

  We relied on our knowledge of the industry and geographical area, and on the expertise of our local affiliated partners (through the NPA), to create a list of top candidates.

  Twenty three large manufacturers with union workforces within a 45-minute commute were identified. We screened for current and past HR leaders in these operations, following up with recruitment phone calls, and qualifying interviews. In the end, we presented 4 candidates.

• The Outcome

  All 4 candidates were interviewed and one of them was picked to fill the position

Case Study #2: Divisional Controller

• Background

  The client – a publicly traded (NYSE) manufacturer of premium transportation products – was recognized as the maker of “go-to” products in their industry sector. With multiple facilities in Canada, it was a full commercial and operational “Proft and Loss” business unit.

• Our Challenge

  AER was asked to recruit a controller capable of heading finance in the stand-alone Canadian division. At a minimum, they had to have the following background:

  • Combined reporting/financial management experience in manufacturing, sales, and distribution over a significant operation (100M+)
  • SOX or IFRS compliance for publicly traded companies
  • Treasury and Currency Hedging (more than 50% of production was exported to the United States)
  • Experience with SAP (the company was undergoing a new ERP implementation)

  The hiring situation was made even more complex as the company’s location made it difficult to recruit locally.

• Our Solution

  We began by identifying manufacturers – within a 1 hour radius – who were SAP users. Senior financial persons within those organizations were then interviewed by us. Three candidates with matching experience were selected. Two more well qualified prospects were added through relaxing the requirement for SAP implementation experience. Finally to ensure all bases were covered, a job description was posted on a major job board.

• The Outcome

  The client interviewed all 5 candidates, selecting one of them to fill the role.