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June 2016

Frederickson Pribula Li

Why CEOs Fire Their HR Heads

And how to avoid being the sacrificial lamb

I just met with yet another HR head fired unceremoniously from an embattled tech firm1. HR heads may last longer than sales heads, but they still probably make the top three “most likely to get fired” list among Silicon Valley tech execs. And among HR execs already at risk, one group is on more tenuous ground than the others: change agents.

Here’s the typical scenario: the company has merged, been acquired, or acquired a large firm, or, worse yet, something Big, Bad and Public happened, and the board ordered the CEO to bring on a new head of HR. ASAP.

The board wants change; the CEO must deliver it. They hire an HR leader to make it happen. They bring on someone aggressive, tough-as-nails, willing to make tough decisions, and content to break things along the way. It’s a tough job, but for the right person it can be professionally transformative.
1 Note that my firm did NOT place this particular candidate in this role.

Before accepting a high-risk, high-reward job opportunity, be on the lookout for the following red flags:

  • A CEO disengaged with the people part of the business. Some CEOs think that hiring a new head of talent or CHRO is all they need to do to create a strong culture and instate strong hiring processes. Before accepting any senior HR job, make sure the CEO is willing to truly partner with you. Find out how much energy he is willing to devote to supporting your work. Check out his track record on the topic: Ask how often he met with the previous HR head, and ask if he felt that was sufficient. Determine how engaged he is in this search. If he barely makes the time to meet with you during the recruiting process, how much time do you think he’ll make once you’ve started? I know a head of HR who literally got one five-minute meeting with the CEO during her first six months on the job. Those were also her last six months on the job.
  • CEOs with backbones of cotton, not steel. Sometimes the CEO is engaged with the business but still isn’t a strong leader. Weak leaders can become strong leaders with enough support, but only when the leaders recognize their weaknesses and are working to address them. Some CEOs avoid tough decisions like the plague, or act more out of concern for their own jobs and professional reputations than for concern about the long-term success of their firm (Note that this is less common with founder CEOs). It’s not as uncommon as it should be for a CEO to deflect blame to the HR head regarding frustrations with corporate turn-arounds - and there are always frustrations with corporate turn-arounds. Make sure you’re joining forces with a CEO who has your back (should you deserve it). And make sure you’re up for doing the same (should he deserve it).
  • Executive deterrence. Change is hard, and no matter how much it may be needed, there are going to be stakeholders working hard to prevent it from taking place. Often, the proponents of stagnation are the very people who caused the problems to begin with, be they senior managers who rose beyond their skill levels or training or who are seeking to hide certain bad behaviors, from shady workplace practices to nepotism. You’d be amazed by how much some companies spend on various consultants who just happen to be family or close long-time friends of executives.
  • Executive vigilantism. In other cases, it’s less nefarious, and executives have built out their individual domains in response to previously existing competency vacuums within HR. You could find that each department engages a different search firm directly since historically HR couldn’t source candidates effectively for them. It’s important to gain the confidence of department heads and work closely with them so they understand the value of streamlined systems. If I work out non-stop and then have plastic surgery to boot, I might have legs like Gisele’s, but I still won’t be a supermodel. Changing corporate culture, hiring and retaining strong people, and putting strong systems into place are major undertakings. They can’t be successful unless all senior leaders – from the department heads through the board members – are bought into the goals.
  • Poor chemistry. Sometimes it’s simply a problem of chemistry. Senior managers, the CEO and the head of HR all want change, but the job still doesn’t go well. Maybe it has nothing to do with HR. It could stem from lack of product innovation or with competitive issues. Sometimes there’s simply a mismatch in personalities and skills between the CEO and HR leader. Maybe the CEO was looking for a strategic business advisor but instead hired a benefits expert. Ram Charan argues in Harvard Business Review that HR should be split into two disciplines: 1) the strategists with operations expertise to advise the CEO on people and 2) the process-oriented generalists to focus on compensation and benefits. While I don’t agree whatsoever with this suggestion, it is not uncommon to find a mismatch between what the CEO wants and what the CHRO has to offer. Of course, a good search firm should never allow the CHROs or CEOs to find themselves in that situation!

The point of this newsletter isn’t to dissuade HR execs from accepting risk when looking at new jobs. Quite the contrary: often the higher the risk the higher the potential reward, and the right turn-around story could launch one’s career into the stratosphere.

However, when assessing risks, take steps to protect yourself:

  • Work with a strong executive search firm who will be honest with you about the challenges inherent in the role. If the search isn’t being led by a strong search firm, take matters into your own hands and seek out current or past company insiders who can fill in the information gaps on any role you’re considering.
  • Get the CEO to agree ahead of time to the sorts of parameters you’ll need in order to be successful – especially if you’re concerned about whether the CEO is willing or able to be your true partner. Discuss the importance of public shows of support, especially around the tough decisions, and the value of being invited to senior leader meetings to showcase the vital importance of talent to the firm.
  • Negotiate a good package, including 12-18 months’ severance, just in case it ends up being necessary. These term are no longer popular, but for the higher risk positions, it can be an important part of risk mitigation.

Jumping into the deep-end with a meaty, challenging new role can often be an amazing experience; just make sure there’s enough water in the pool before you do so.

Take care,

sig

Current Executive Searches

HR Executive Searches

  • The role

  • Chief People Officer (San Francisco, CA)
  • The company

  • Ecosystem-based food and beverage company
  • The locations

  • San Francisco, CA (HQ), North America, APAC
  • Top challenges

  • Continue to add strategic value across the business by proactively designing people programs that align with the needs of a global fair trade business
  • Exciting note

  • $50 million in recent funding will allow for building of new production plants to help meet consumer demand
  • The role

  • Chief Human Resources Officer (Salt Lake City, UT)
  • The company

  • Social communication and collaboration platform providing business software solutions to mobile companies.
  • The locations

  • Salt Lake City, Utah (HQ), North America, EMEA
  • Top challenges

  • Be a visionary leader with expertise in leading the People function during times of great transformation and change
  • Exciting note

  • Established itself as one of the fastest growing vendors in the Social Business Software market
  • The role

  • Chief Human Resources Officer (New York City, NY)
  • The company

  • Location-based mobile advertising startup
  • The locations

  • New York City, New York, (HQ) North America, EMEA
  • Top challenges

  • Find creative ways to promote and encourage a high performing, dynamic company culture by translating the vision for each employee group, clarifying roles and goals, and assisting with internal communications
  • Exciting note

  • Company has doubled their revenue year-on-year since their inception
  • The role

  • Chief Human Resources Officer (Atlanta, GA)
  • The company

  • A consumer service that helps people accomplish their personal projects by hiring experienced professionals
  • The locations

  • Atlanta, Georgia (HQ), North America, APAC, EMEA
  • Top challenges

  • Develop unique ways to create an attractive and dynamic company culture across offices
  • Exciting note

  • Company is experiencing a stage of hyper growth and is looking to double their employee population within the next year.
  • The role

  • Executive Vice President of HR (Los Angeles, CA)
  • The company

  • Enterprise company specializing in innovative hardware and software manufacturing
  • The locations

  • Los Angeles, California (HQ), North America, EMEA
  • Top challenges

  • Rapid global growth in the hottest space this year
  • Exciting note

  • The most buzzed about SoCal tech startup in the last 5 years
  • The role

  • Senior Vice President of HR (Seattle, WA)
  • The company

  • Leading enterprise software company for digital branding
  • The locations

  • Seattle, WA (HQ), APAC, EMEA, South America
  • Top challenges

  • Foster the culture and develop a thoughtful people strategy as the company goes through a time of profound change and growth
  • Exciting note

  • Company focuses exclusively on digital video currently, but has plans to attach the TV marketplace over the next several years
  • The role

  • Executive Vice President of HR (Chicago, IL)
  • The company

  • B2B software company that utilizes big data marketing applications to translate demand into more relevant user experiences
  • The locations

  • Chicago, IL (HQ), North America, South America, APAC
  • Top challenges

  • Create a scalable people operations function and help usher the organization into an era of rapid growth
  • Exciting note

  • Voted one of the “Best Places to Work” in the Chicago area for two years running
  • The role

  • Executive Vice President of HR (Brooklyn, NY)
  • The company

  • Video advertising software and solution provider that drives brand results
  • The locations

  • Brooklyn, NY (HQ), EMEA, South America
  • Top challenges

  • Support further international expansion, rapid headcount growth, and prepare for a public offering
  • Exciting note

  • Company plans on doubling total number of employees by 2017 as it prepares for imminent IPO
  • The role

  • Senior Vice President of HR (Austin, TX)
  • The company

  • Provides high productivity technology products and services for a wide range of industries
  • The locations

  • Austin, TX (HQ), APAC, EMEA, North America, South America
  • Top challenges

  • Question the status quo by discovering areas of organizational strength and weakness, along with opportunities for development in order to maintain organizational effectiveness as the company expands
  • Exciting note

  • Company has grown IP portfolio to over 1,000 U.S. patents and patent applications
  • The role

  • Vice President of HR (San Francisco, CA)
  • The company

  • Wealth management company
  • The locations

  • San Francisco, CA (HQ), North America
  • Top challenges

  • Develop a scalable and creative people strategy for hyper-growth
  • Exciting note

  • This company is positioning itself to truly disrupt the finance space
  • The role

  • Vice President of HR (Sunnyvale, CA)
  • The company

  • 10,000+ employee, global technology conglomerate
  • The locations

  • Sunnyvale, California (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Define and build your own HR team to help you support the quickest-pivoting business unit within this organization
  • Exciting note

  • With a newly released ‘Buy’ rating, this tech conglomerate is poised to revisit the high of its hey-day in short order
  • The role

  • Vice President of HR (Savannah, GA)
  • The company

  • Private university specializing in art and design
  • The locations

  • Savannah, Georgia (main campus), North America, APAC, EMEA
  • Top challenges

  • Bring technology and innovation to the non-profit, education sphere
  • Exciting note

  • Support a group of dedicated professors as they inspire creative young minds
  • The role

  • Head of Human Resources (Chicago, IL)
  • The company

  • Dynamic fin-tech and investment firm
  • The locations

  • Chicago, Illinois (HQ), Seattle, Washington, North America
  • Top challenges

  • Build a scalable HR infrastructure, create and deliver competitive recruiting and rewards strategies
  • Exciting note

  • Tackle the challenge of building HR in a culture that straddles two very diverse worlds of engineering and Wall Street
  • The role

  • Head of Human Resources (Palo Alto, CA)
  • The company

  • A global leader in mobile and social gaming
  • The locations

  • Palo Alto, CA (HQ), North America, APAC, EMEA
  • Top challenges

  • Define the global HR strategy for one of the most disruptive gaming companies in the space
  • Exciting note

  • Exciting growth trajectory and targeting a doubling of headcount by the end of 2016
  • The role

  • Head of Global Talent Acquisition (San Francisco, CA)
  • The company

  • One of the fastest growing, most respected global SaaS companies
  • The locations

  • San Francisco, California (HQ), North America, APAC, EMEA
  • Top challenges

  • Partnering with the executive team to lead rapid growth trajectory and create a global best-in-class talent program
  • Exciting note

  • Define the talent globally for recent expansion to 11 offices around the world
  • The role

  • Head of Global Talent Acquisition (New York City, NY)
  • The company

  • Mobile-advertising startup
  • The locations

  • New York City, New York (HQ), North America, South America
  • Top challenges

  • Build out the staffing function while managing a steep ramp-up calendar
  • Exciting note

  • Doubling headcount in the next 6 months
  • The role

  • Vice President of Talent Acquisition (Redwood City, CA)
  • The company

  • Big data, analytics and SaaS company
  • The locations

  • Redwood City, California (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Rethink employer branding as the worldwide headquarters shifts to Silicon Valley
  • Exciting note

  • The relocation of HQ will provide the opportunity to revamp the global TA function from the ground up
  • The role

  • Senior Director of Global Talent Acquisition (Redwood City, CA)
  • The company

  • Biotech company changing the world through innovative research and development
  • The locations

  • Redwood City, California (HQ), North America, EMEA
  • Top challenges

  • Coaching and mentoring a young team of high-performing individuals while establishing and expanding a global TA function
  • Exciting note

  • Partnering with a visionary, dynamic leadership team to radically improve the health and lives of people across the globe
  • The role

  • Director of Talent Acquisition (San Diego, CA)
  • The company

  • Biotechnology and biomedical sciences company focused on diagnostics
  • The locations

  • San Diego, California (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Solve the war for talent for the fastest-growing business unit in this biotech
  • Exciting note

  • This role will have the opportunity to strategize with corporate on impending global growth plans in Latin and South America
  • The role

  • Head of Talent Management (New York City, NY)
  • The company

  • New York-based hedge fund with an approach rooted in technology and innovation
  • The locations

  • New York City, NY (HQ), North America, EMEA, APAC
  • Top challenges

  • Hands on operation of the talent management function with a focus on creative ways to motivate a team of high performing individuals
  • Exciting note

  • Recent partnership with large-scale commercial insurer will allow a new focus on small to medium-sized enterprises
  • The role

  • Head of Talent Management (Provo, UT)
  • The company

  • The most talked-about SaaS marketing research platform
  • The locations

  • Provo, Utah (HQ), North America, EMEA, APAC
  • Top challenges

  • Hands on operation of the talent management function with a focus on creative ways to motivate top engineers
  • Exciting note

  • Latest round of funding topped $100M
  • The role

  • Vice President of Total Rewards (Redwood City, CA)
  • The company

  • Big data, analytics and SaaS company
  • The locations

  • Redwood City, California (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Develop and implement a comprehensive global total rewards strategy
  • Exciting note

  • This role will be pivotal to the integration efforts of several recent acquisitions
  • The role

  • Vice President of Total Rewards (Chicago, IL)
  • The company

  • Delivers best enterprise healthcare through forward-focused technology
  • The locations

  • Chicago, Illinois (HQ), North America, APAC
  • Top challenges

  • Build out compensation and benefits structure and implement on a large-scale level
  • Exciting note

  • After recent IPO, company continues to deliver products to some of the most visionary businesses in the world
  • The role

  • Vice President of Compensation (New York City, NY)
  • The company

  • Investment company focused on financing world-changing products and ideas
  • The locations

  • New York City, NY (HQ), North America, EMEA, APAC
  • Top challenges

  • Lead compensation strategy design and implementation for the market leader in this space
  • Exciting note

  • Doubling head count over next two years
  • The role

  • Senior Director of Total Rewards (Atlanta, GA)
  • The company

  • Billion-dollar global electronics and media conglomerate
  • The locations

  • Atlanta, Georgia (HQ), North America, APAC, EMEA
  • Top challenges

  • Lead total rewards strategy design and implementation for one of the most well-known brands
  • Exciting note

  • This brand is one of the most revolutionary in the electronics space
  • The role

  • Senior Director of Compensation, Benefits & HRIS (Seattle, WA)
  • The company

  • Startup technology consulting firm with global reach
  • The locations

  • Seattle, Washington (HQ), North America, EMEA, South America
  • Top challenges

  • Lead Total Rewards strategy design and implementation for the market leader in this space
  • Exciting note

  • Great career-move for a Director ready to take on leadership of the entire function
  • The role

  • Director of Benefits & Health Management (San Francisco, CA)
  • The company

  • California’s largest gas and electricity provider
  • The locations

  • San Francisco, CA (HQ), North America
  • Top challenges

  • Enhance the health and well-being of its existing employees, and play an integral role in helping the company attract and retain top talent for the future
  • Exciting note

  • Named one of the best places to work by the Human Rights Campaign for 10+ years
  • The role

  • Senior HR Business Partner (Santa Clara, CA)
  • The company

  • Online real estate leader
  • The locations

  • Santa Clara, CA (HQ), North America
  • Top challenges

  • Support C-suite in leading strategic talent and people initiatives across the business
  • Exciting note

  • Over 12 million monthly visitors rely on this company’s website for rental and home financing assistance
  • The role

  • Senior HR Business Partner (Dallas, TX)
  • The company

  • Technology company which creates building blocks to design majority of the electronic chips in the world
  • The locations

  • Dallas, Texas (HQ), North America, APAC
  • Top challenges

  • Tackle the strategic side of attraction and the retention of top-level engineering talent
  • Exciting note

  • Continuing to expand its reach, this company recently acquired a $375 million asset to add to impressive portfolio
  • The role

  • Senior Director, HR Business Partner - Research & Development (Foster City, CA)
  • The company

  • Biopharmaceutical company solving the most challenging global health risks to-date
  • The locations

  • Foster City, CA (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Partner with senior HR leadership to develop strategic programs for an innovative research-focused business unit
  • Exciting note

  • 30-year reputation for positively transforming the lives of patients with life-threatening illnesses
  • The role

  • Director, HR Business Partner (San Diego, CA)
  • The company

  • Global biomedical engineering firm with huge R&D arm
  • The locations

  • San Diego, California (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Support a third of the company in the fastest-growing business unit
  • Exciting note

  • This firm focuses on women’s health and continue to drive innovation in the space
  • The role

  • Director, HR Business Partner - Commercial (Foster City, CA)
  • The company

  • Global, research-based pharmaceutical company
  • The locations

  • Foster City, CA (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Consult on major leadership and change management initiatives while supporting a Commercial division of over 2,500 employees
  • Exciting note

  • Portfolio of investigational drugs includes treatments for HIV/AIDS, cancer, and cardiovascular conditions
  • The role

  • Director, HR Business Partner - Commercial (Foster City, CA)
  • The company

  • Biopharmaceutical company addressing some of the largest global diseases
  • The locations

  • Foster City, CA (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Consult on company-wide initiatives while serving as business partner to the global sales, professional services, and channel teams
  • Exciting note

  • 30%+ increase in profit in the last quarter alone
  • The role

  • Associate Director, HR Business Partner - Research & Development (Foster City, CA)
  • The company

  • Dedicated to improving patient care through innovative medicines and therapies
  • The locations

  • Foster City, CA (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Support one of the fastest growing business units in the entire company
  • Exciting note

  • Company prides itself on its collaboration of science, academia, business and local communities
  • The role

  • Head of Diversity, Inclusion, and Belonging (Bellevue, WA)
  • The company

  • Billion-dollar technology company at the forefront of the innovation frontier
  • The locations

  • Bellevue, Washington (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Implement and engrain a communal sense of diversity while building a TA program that reflects those values
  • Exciting note

  • This company is pushing the limits of technology and engineering to deliver some of the most incredible innovations of the future
  • The role

  • Head of Diversity & Inclusion (Austin, TX)
  • The company

  • Leading provider of online real estate and property management services
  • The locations

  • Austin, Texas (HQ), North America, EMEA
  • Top challenges

  • Strategize on global diversity programs with a focus on talent acquisition, retention, and professional development
  • Exciting note

  • Define your own team and philosophy and leave a footprint for the future of the company
  • The role

  • Diversity Lead, Operations Strategist (Menlo Park, CA)
  • The company

  • Multi-billion dollar global social media company
  • The locations

  • Menlo Park, California (HQ), North America, APAC, EMEA
  • Top challenges

  • Strategize on global diversity programs with a focus on talent acquisition
  • Exciting note

  • Be part of the team that truly redefines diversity for the tech and global business community as a whole
  • The role

  • Diversity & Inclusion Lead, People Engagement Operations (Menlo Park, CA)
  • The company

  • The largest social media company in the world
  • The locations

  • Menlo Park, California (HQ), North America, APAC, EMEA
  • Top challenges

  • Strategize on global D&I programs with a focus on retention and professional development
  • Exciting note

  • Be part of the team that truly redefines D&I for the tech and global business community as a whole
  • The role

  • Associate General Council (Los Angeles, CA)
  • The company

  • One of the largest exchange carriers in the United States
  • The locations

  • Greater Los Angeles Area, CA, Norwalk, Connecticut (HQ), North America
  • Top challenges

  • Primary responsibility for all legal matters that affect the operations of the company, its affiliates, and subsidiaries on the areas of labor and employment law
  • Exciting note

  • Company stock increased nearly 20% in the month of February alone

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HR Consultant & Contractor's Corner

Our hottest global HR contracting and consulting assignments include:

  • Providing Venture Capital and Private Equity Talent Partners with HR executive search, HR advisory, and compensation consulting expertise for their portfolio companies
  • Executive leadership mentoring and on-call support for CEO’s, CFO’s and HR managers at start-up companies in tech hubs that include San Francisco, San Mateo, Mountain View (Silicon Valley), Seattle, Chicago, New York, Salt Lake City, Boise, Washington DC, London, Berlin and Singapore
  • HR assessment for multiple startups ready to shore up their infrastructure before taking their businesses through a high growth stage or IPO
  • Coaching executive teams through strategic planning for their leadership development function including succession planning and creating career development paths and retention plans for high potentials
  • Interim Head of HR assignments with pre-IPO companies in software analytics, digital advertising, big data, biotech, and cloud-based service companies
  • HR advising for several European and Asian headquartered companies interested in relocating their global headquarters or building regional headquarters in San Francisco/Silicon Valley
  • Comprehensive review of compensation programs for post-IPO tech companies, including benchmarking and redesigning of short and long-term incentive plans
  • Customized, high-touch outplacement projects for pre-IPO and mid-sized companies in the midst of restructuring or integrating acquisitions

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HR Events

GOHR Star Conference
July 13 – San Francisco, CA

GOFPL Happy Hour Event
TBD – SOMA district, San Francisco, CA

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Spotlight on...

In light of the multitude of searches we’re kicking off in the Greater New York area, Valerie, Mathilde and Michele will be on the East Coast in June, July, and August. If you’d like to get together and discuss your HR org or your career, email Ben at ben@fplpartners.com.

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About FPL Partners

Frederickson Pribula Li (FPL Partners) is the top global HR and strategic People Operations executive search and consulting firm in Silicon Valley. Founded in 1995 and headquartered in Menlo Park, our mission is to help our client’s succeed by elevating their people functions. Our HR executive search and consulting capabilities stretch worldwide with global hubs in San Francisco, Atlanta, Dallas, New York, Seattle, Paris and Hong Kong. Clients range from startups to the Fortune 100 across diverse industries.

Outplacement Practice

Re–evaluating your outplacement vendors? Require a higher utilization rate for your outplacement dollar? Need higher touch services and consistency across all markets? Since 1995, FPL Partners is the outplacement firm of choice for sophisticated corporate buyers. Join the numerous Fortune 500 employers and small firms who have selected us over their previous vendor and are now enjoying the best of both worlds: each employee well taken care of, and consistency in every city.

Price shopping or need to customize a program? Contact our Corporate Outplacement Team at 650-614-0220 or email them at outplacement@fplpartners.com for more information on our outplacement services.

HR Consulting Practice

With the dramatic increase of global technology outsourcing and the continued geographic dispersion of corporate teams, the need for international human resources strategy, design, and project implementation has increased. Our global team of HR consultants has the specialized skills and breadth of expertise to develop and lead your initiatives—saving you time, money, and resources. We can manage the international recruiting function, help you hire key local managers or an entire startup team in an overseas market, and establish HR systems for global expansion.

Why clients choose FPL Partners:
  • Results-driven, value-oriented. To keep your HR programs in line with your corporate direction, we provide HR strategy, cost-effective HR infrastructure, and pragmatic HR advice across all critical areas of human resource management.
  • Any size, any stage. We draw upon years of experience with startups, midsize firms and large global enterprises to guide our clients strategically through any stage of growth.
  • Work smarter, not harder. In survey after survey, CEO's say the number-one issue keeping them up at night is "people problems." We help you solve them so that you can get back to focusing on your business.
  • Contact our HR Consulting Team at 650.614.0220 or email them at consulting@fplpartners.com for more information on our HR consulting services
HR Executive Search Practice

Why clients choose FPL Partners as their human resources-specialized executive search firm:

  • Prompt results. The average time from start of search to presentation of the winning HR candidate is 21 days. 50% of HR searches are completed in less than 45 days.
  • Superior results. More than 95% of HR executives placed by FPL Partners are still with their companies five years following placement.
  • High client satisfaction. More than 90% of the firm's work is either repeat business or from referrals. A number of clients have been with FPL Partners for more than a decade.

You get:

  • Access to the best global human resources executive talent available through extensive networks built upon long–term relationships with U.S. and global executives
  • Customized HR executive search solutions that fit your goals, budget and timeline
  • Interim HR management during the search process, followed by an assimilation period to ensure a smooth transition
  • Interim HR management during the search process, followed by an assimilation period to ensure a smooth transition

Contact our human resources executive search team at 650.614.0220 or email us at executivesearch@fplpartners.com to learn how your organization can reap the benefits FPL Partners can deliver: Improved performance and greater success through your most valuable asset—your people.

Diversity Statement

FPL Partners welcomes and encourages all diversity candidates to contact us directly. We highly value the diversity of our FPL Partners team, placement of diverse executives into our client companies and our diverse clients, candidates, and supplier partnerships. We want to help swing the pendulum the other way.

About Our Newsletter

The FPL Partners newsletter, "FPL Partners In the Know," and FPL Partners Executive Search Update are the intellectual property of Frederickson Pribula Li. They are a free resource to business professionals. To subscribe to this newsletter, email newsletter@fplpartners.com.

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