Working closely with investment & retail banks, insurance groups, family offices and Fintech providers
Demographics to Support Global Expansion
Our client, a leading investment bank, needed to understand the prevalence, or otherwise, of HR professionals in specific territories, in order to support the talent acquisition strategy for geographic expansion.
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Trinity identified individuals in these locations within certain specialisms including:- Employee Relations, Compensation & Benefits, HR Service Delivery and HR Operations. Levels of seniority ranged from associate to senior management level.
To meet with the client’s DE&I programme, Trinity were also required to identify the ratio of male to female candidates within this pool.
By data mining various online sources, Trinity produced a report analysing the prevalence of available talent. The data was structured by geography (including commuting distance to the client’s offices worldwide), seniority, specialism and gender.
The report showed the concentration and paucity of the desired skill sets by these criteria. The report highlighted where competitors had focused their talent pools, and which specialisms needed improvement in terms of diversity and inclusion.
The report identified circa 2000 individuals, of which circa 60% were female.
The data set was produced in Excel format and supported by infographics for easy data consumption.
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Succession Planning – Chief Human Resources Officer
The client, a leading international insurance group, wished to embark on a succession planning exercise for a European-based CHRO. Conscious of the need to enhance diversity at the senior leadership level, they wanted the talent pool of candidates to highlight gender and ethnically diverse successor candidates,
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They required the successor candidate to have international experience, transformation experience, and the ability to work in a complex and highly matrixed organization.
Trinity created a market map across 120 companies, across multiple global locations. Trinity identified, profiled and evaluated 80 potential candidates, of which female and ethnically diverse individuals comprised a significant proportion.
Following a review with the client, Trinity created a longlist of potential candidates, complete with full profile, biographical details and softer skillset assessments. These were introduced to the client for future engagement. As a result, the client was able to hire an exceptionally high-calibre female CHRO.
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