Targeted Talent Pools:
Developed a focused list of leading competitors and benchmark firms within the real estate, investment management, and global financial services sectors.
Expanded the search to include publicly traded companies known for best-in-class HR practices, strong reputations in talent management, and successful culture transformation initiatives.

Candidate Profile Focus:
Targeted sitting CHROs and senior HR executives (EVPs/SVPs of HR) with deep experience in large, matrixed, publicly traded organizations.
Sought leaders with a proven ability to align people strategies with corporate growth objectives, navigate complex regulatory environments, and lead global, multi-disciplinary teams.

Key Competency Areas:

• Strategic leadership across all HR disciplines (talent acquisition, organizational development, total rewards, HRIS, etc.)
• Experience advising CEOs and Boards on enterprise-wide transformations (M&A, restructuring, digital evolution)
• History of building performance cultures that attract, develop, and retain top-tier talent
• Demonstrated success in complex HR transformation initiatives related to both culture and operations
• Proven track record of elevating HR’s strategic influence within the C-suite

Experience Requirements:
20+ years of progressive HR experience, including at least 5 years in a CHRO or top HR leadership role within a complex, multi-state environment.
Preferred backgrounds included experience in real estate, financial services, or adjacent industries, with a history of building scalable people systems during high-growth or transformational periods.

Evaluation Criteria:
Assessed candidates for executive presence, change leadership, crisis management capability, investor engagement skills, and global perspective.

• Identified and curated a list of 120+ senior HR leaders from top-tier real estate, investment, and diversified firms across the U.S., with a geographic emphasis on California.
• Conducted outreach and in-depth interviews with 35+ candidates, evaluating each against leadership and cultural criteria co-developed with the CEO and Compensation Committee Chair.
• Presented a ranked shortlist of 8 highly qualified finalists, each offering a unique blend of operational excellence, board-facing experience, and transformational leadership.

Outcome:
Successfully placed a CHRO who had previously led people strategy for a Fortune 100 company undergoing digital and cultural reinvention.

Since appointment, the new CHRO has:

• Driven a comprehensive talent transformation agenda
• Implemented a global performance management system
• Built a strong internal succession bench aligned with enterprise growth goals