US vs UK for HR Leadership Talent? The Network HR team have recently conducted two near identical searches for an SVP of HR, leading to some interesting comparisons. Take a look at Adam Oliver's observations and let us know your thoughts.
Director at Network HR | Director at ENG - Global HR Search, and Leadership Transformation
𝐔𝐒 𝐯𝐬 𝐔𝐊 𝐟𝐨𝐫 𝐇𝐑 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐭𝐚𝐥𝐞𝐧𝐭? Running global searches leads to some interesting comparisons from time to time. The team and I recently concluded a search to hire an SVP of HR in the US, and in parallel we concluded a near identical appointment - 𝘧𝘰𝘳 𝘢 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵 𝘤𝘭𝘪𝘦𝘯𝘵- in the UK. Similar talent pools in their respective locations, but completely different leadership style and approaches. Here are my (over)simplified observations that no one asked for: 𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐚𝐧𝐝 𝐋𝐞𝐠𝐚𝐥 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤𝐬: 𝐔𝐒𝐀: Operating within a complex and often litigious legal environment. A strong emphasis on compliance with federal and state laws. I observed a more more risk-averse and policy-driven approach (generally speaking). 𝐔𝐊: A high(er) degree of regulatory knowledge/awareness. A clear focus on striking a balance between compliance and fostering a positive ER climate where pragmatic approaches prevails. 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐭𝐨 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐂𝐮𝐥𝐭𝐮𝐫𝐞: 𝐔𝐒𝐀: A key focus on performance, innovation, and productivity. A strong emphasis on individual achievements and competitive benefits. Workplace culture seems to influenced by corporate goals and metrics. 𝐔𝐊: A greater emphasis on well-being, flexibility, and creating a supportive workplace culture. A stronger tradition of social responsibility and seemingly more pro-employee. 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐬𝐭𝐲𝐥𝐞𝐬: 𝐔𝐒𝐀: Direct and assertive. A results-oriented approach, with a focus on driving performance and achieving measurable outcomes. The culture often encourages taking bold, innovative steps. I personally felt these folks were positioned more favourably to influence the business at a strategic level. 𝐔𝐊: Perhaps more collaborative and consultative leadership styles. A preference for consensus-building and long-term strategic planning, with a focus on creating sustainable organisational growth and stability. 𝐓𝐚𝐥𝐞𝐧𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: 𝐔𝐒𝐀: Strong emphasis on career progression, technical skill development, and performance-based incentives. Approaches to leadership development in particular seemed more advanced in comparison. 𝐔𝐊: A greater focus on holistic development, with attention to skills that enhance both professional and personal growth. An emphasis on lifelong learning and employee retention through job satisfaction and culture fit. 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 𝐑𝐞𝐦𝐨𝐭𝐞 𝐖𝐨𝐫𝐤: 𝐔𝐒𝐀: Increasingly common, but the approach can vary depending on the industry. Many US companies have been quicker to return to office-based work post-pandemic. 𝐔𝐊: A stronger emphasis on workplace flexibility and remote work as a (more) standard practice. Heavy influence from societal expectations and a very apparent nervousness around transitioning back to an office-based expectation.