HR Remains one of the most dynamic, business critical specialisms within the workplace environment. Over the last 30 years the natural development of this space has taken the role from people focused admin support and implementation, to cutting edge commercial decision making.
The right company approach allows the HR function to drive strategy as an integral part of the long term goals of the organization. Our approach at Switch is to listen to and understand the client, to provide the right level of HR Professional for their needs across the retail and leisure space on both permanent and interim contracts.
To discuss specialist HR roles or how we can support your business, please contact:
Alan joined Switch Consulting in 2015 from an international recruitment business. Along with his 8 years in retail recruitment he also brings an extensive retail operations CV where he spent 13 years with Tesco where he led big box stores and large teams giving him a unique blend of experience and insight. Alan has built a strong network across Retail Operations and Retail HR within mid-senior level leadership roles and counts some of the UK’s leading retail brands his key clients. He leads Switch Consulting’s Retail Operations South, International Non-Fashion and HR teams out of our London office.
Our permanent HR recruitment processes incorporate a wide range of resourcing channels — as well as recruitment best practice — to provide the widest candidate reach possible. We work closely with our clients to design a detailed screening and assessment process, wherever appropriate in order to present a candidate shortlist that accurately matches the job and person specification.
In such a vital position as HR manager, we place a specific emphasis on cultural fit and long term motivations to ensure the right outcome is reached.
Organisations typically choose interim managers either to fill roles that are temporary or to fill critical team gaps when a permanent employee cannot be found fast enough. Although they are frequently called ‘consultants’, interim managers differ from consultants because they serve in a more hands-on capacity.
Interim managers are usually overqualified, bringing tremendous experience to address your business issues to create a big impact in a short time.
Contract recruits are often used to cover a specific, non-permanent vacancy (such as covering project work, maternity or extended leave). They can also be used to be part of a specific project such as business realignment or process management.
Depending on the needs of the business they will generally have an accelerated start date and be used to having an immediate impact.