This case study explores the successful collaboration between PeopleSolved and a nationally recognised superannuation company with a footprint in every major city in Australia. Due to a recent merger and the potential of future acquisitions, PeopleSolved's objective was to assist our client in sourcing a new Chief Risk Officer for the newly named company with a mandate of putting governance, risk, and compliance front and centre.
Initial Briefing
This was a new client for PeopleSolved APAC and as such we had to take our time trying to really understand the inner workings of the client. Building upon this foundation, a pivotal aspect of our strategy was to gain a deep understanding of the ideal profile for the successful Chief Risk Officer, particularly considering the organisation's desire to build a forward thinking GRC tool and educate the workforce on modern-day risk controls.
To refine the search criteria, we conducted thorough briefings with various stakeholders including the CEO, CPO, Chairperson and COO. The urgency of the appointment underscored the importance of these detailed briefings, allowing our team to effectively identify and match candidates who met the specific requirements.
The Challenge
The superannuation sector in Australia is a very competitive landscape with many moving parts including mergers, acquisitions, and lots of movement for talent between the various supers.
Candidates are well remunerated and many don't see any benefits moving from one super to another.
Taking into account the specific brief from the client to find someone in a similar industry/sector with both a long history in the GRC function and a strategic mindset made the search even more challenging.
The Solution
Leveraging our local expertise in both the risk and superannuation space and drawing upon our AI-driven solutions, we successfully curated a select group of candidates within two weeks, focusing on aligning their risk management skills and leadership qualities with the unique culture of this merged entity.
The specialised nature of this search, coupled with the company's ambitious growth plans, underscored the necessity of prioritising quality over quantity. This strategy facilitated our work with a distinct group of candidates well-versed in the intricacies of risk and superannuation.
We hold the conviction that a candidate’s historical performance is a key predictor of their potential success. While AI technology plays a crucial role in identifying suitable candidates, it's the personal touch - confidential discussions with sources and competency-based interviews - that truly refines our search and customises our approach to meet the specific leadership needs for our client.
Reflection
The fact that this was a new client, unfamiliar with our process, added a layer of complexity to our engagement. We had to meticulously guide them through each step, ensuring clarity and understanding at every turn.
Their initial lack of familiarity with our methods meant that we had to build trust from the ground up, emphasising open and honest communication. This approach was crucial in facilitating a smooth process, ultimately leading to a successful outcome. Despite the initial challenges of working with a new client, our dedication to transparency and thorough guidance played a key role in the success of this project.
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