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We serve the global HR community through our offices located in Delhi, Hong Kong, London, New York, São Paulo and Singapore and have placed HR leaders in over 30 countries.
Elliott Scott is a specialist HR recruitment firm. We focus exclusively on enabling careers within the HR profession and supporting organisations to hire the best HR talent.
We offer several different approaches to recruitment. At the outset of each engagement, our team will discuss the most appropriate solution to meet your needs.
Each of our approaches is underpinned by:
Our executive search process involves a traditional “retained” approach to recruitment. Alongside regular meetings, we provide a detailed market map, a long and shortlist of candidates, progress reports and candidate profiles. Our fee for a retained search is invoiced in three stages: one-third on commencement of the search, one-third on the presentation of a shortlist and one-third on the candidate’s start date.
We developed our contingent search approach in response to clients in countries and industries looking for a more nimble approach to traditional retained search. Our contained solution provides progress reports and candidate profiles but removes the official shortlist stage. Instead, a selection of profiles is shared upfront enabling the search to be adjusted in real-time based on feedback on the initial profiles. Our fee for a contained search is invoiced in two stages: one-third on commencement of the search and two-thirds on the candidate’s start date.
Our fee for contingent recruitment is invoiced in one stage; on the candidate’s start date. This approach may be recommended in certain situations.
We also offer interim staffing solutions for clients who require HR resources on a temporary or project basis. If you require a third party to employ and payroll an interim HR professional, we are able to provide these services through partnerships with specialist providers. Please contact us for further information and pricing.
Many employers run campus/graduate programmes where they recruit into entry level roles often with a progression plan and/or development initiatives in place, enabling the organisation to build a talent pipeline. Companies recruiting into these positions will source, engage and hire entry level talent.
All organisations evolve and undergo change in order to grow and remain competitive. A Change Manager leads and manages the process of organisational and/or operational change. A Change Manager will ensure leaders and employees are prepared for and educated on the change and that the associated processes are carried out in a minimally disruptive way.
DEI professionals help create a work environment where difference is embraced, and individuals can flourish. Within any organisation, employees should feel safe and able to be their authentic and true selves without fear of discrimination. Those working in DEI roles help companies to set a level playing field for all employees to reach their full potential.
Those in Employee Relations roles seek to develop and maintain positive working relationships between an organisation and its people. By aligning organisational strategy with employee needs, they help develop effective people practices and policies. While employee relations is a function of HR, its major role is liaising between employer and employees, seeking external legal counsel where required. Good employee relationship management translates into increased employee wellbeing, engagement and therefore performance.
A Human Capital Consultant or HR Consultant is a professional who works for a large firm such as Mercer or Deloitte or a smaller leadership development organisation and will sell leadership and HR consultancy services into organisations who need them. Experienced HR Professionals might also set up their own HR Consultancy and work with smaller organisations, advising on their HR needs or filling temporary roles such as maternity covers.
HR Analytics professionals gather and make use of the organisations data to create people insights which guide decision making, often at the strategic level. They seek to identify trends, draw conclusions and recommend solutions from the data to ensure the business is operating at maximum efficiency from a people perspective. This is a broad role and the professional will focus on various aspects of the organisation dependent on need, including analysing data pertaining to; diversity, attrition, retention, internal mobility, salaries, job satisfaction, employee engagement, employee wellness, employee performance etc.
HR Business Partners (HRBP’s) are commercially focused HR generalists who work to align the organisations people strategy with its business strategy. The HRBP maintains an effective level of business literacy with regards to the company’s financial position, its strategy, its culture and its competition. Their activities will vary dependant on the size of the organisation, in an SME they may be required to act as more of an HR Generalist whereas in a larger organisation are more likely to work alongside the centres of excellence in the HR function.
Those in HRIS roles will ensure that their organisations has a fit for purpose HRIS.
An HRIS is the HR software that the organisation uses to store, manage and track its employee data and in organisations, particularly large ones, it is important to have an individual or a team responsible for ensuring it is working correctly. In smaller organisations the HRIS is likely to be more basic than those found in larger, global organisations.
A CHRO leads the HR function within their organisation. A CHRO will develop and execute their HR strategy in line with the organisations strategy and direction. They will focus on recruitment, succession planning, talent management, change management, organisational and performance management, training and development, and compensation.
Those in HR Operations roles will support the entire employee lifecycle and provide front line support to all employees regarding topics such as: onboarding, payroll processing, employee benefits, employee queries and basic advice, learning platforms etc. Technology is often used to underpin shared service delivery.
Leadership Development is an increasingly strategic function focused on ensuring the organisation has an adequate number of high performing and culturally aligned current and future leaders. Leadership Development specialists will evaluate the company’s leadership development needs and develop strategies, programs and initiatives that will be delivered virtually and in-person.
Those in L&D roles will identify the learning priorities of the organisation and create an environment where employees can continuously develop to reach their full potential. An L&D specialist will be adept at identifying the current and future skills required in an organisation and develops a variety of learning interventions to meet employee needs.
Those in Organisation Design and Development roles seek to identify opportunities to increase an organisations effectiveness and make sure it is working at its best. They will define and organise the structure of companies, its policies and metrics as well as culture, training, values and behaviours. Organisational Design and/or Development Specialists may be permanent roles within HR teams of larger organisations, but often this capability is brought into an organisation via a Consultant with these specialist skills.
Those in Talent Acquisition roles act as internal recruiters for their organisation. They will source, attract, interview, hire and onboard employees into an organisation. They often partner with external agencies and internal HR teams, hiring managers and selection and assessment specialists.
Those in Talent Management will work to develop and retain high performing employees. They will look to identify the talent populations needed, define their development paths and maximise employee potential.
Those in Total Rewards will develop the organisations approach to pay and benefits to ensure they are meeting the diverse needs of their employees and remaining competitive in the talent landscape. Total Reward professionals need to balance the reward opportunities available with the organisations goals, budgets and HR strategy.
We are increasingly seeing and assisting organisations hire into newly created Wellbeing roles. This specialist will ensure the holistic wellbeing of an organisations employees is supported in order ensure they are happy, healthy and productive and also serves to attract and retain talent. An organisations wellbeing program should feed into a company’s values, its culture and employee engagement.