Firm

Delivering new talent,
inspiring future

Through Executive Search and HR Consultancy
initiatives, we bring strategic solutions to leading
organizations and executive teams.

Activity

Our every day

We believe in organizational transformations through people driven by an increasingly ethical, human and sustainable leadership, that creates a climate of respect, trust and openness.

We explore constantly, measuring those changes that happen both, in the external environment and inside the organizations, in order to understand how to align those complementary energies capable of repositioning companies, providing courageous, transforming and integrative solutions.

Positioning

Our clients are national and multinational companies with whom we work in different projects globally.

IHR Consultancy aims to become a strategic partner of its clients, developing lasting relationships. Proof of that is the fact that 90% of our new clients come back to us and a significant part of our activity is carried out for companies with which we have been collaborating for more than 10 years.

Consumer & Retail 19% Industrial 18% Life Sciences & Healthcare Services 18% Banking & Financial Services 16% EPC & Real Estate 15% Services 9% Technology & Communications 5%
Western & Eastern Europe 52% Latam & North America 31% Africa & Middle East 17%
General & BU Management 40% Operations & Technology 22% Finance, HR & Legal 20% Commercial & Marketing 18%
Experts 52% Managers 33% C-level 15%
80-100 K USD 25% 100-150 K USD 41% 150-200 K USD 22% + 200 K USD 12%
Partners

Partners

All of us have a dream and we have to take up the challenge to go out to explore to finally end up in oneself.

May be I was lucky to look for my wishes in the mountains, entrust my strong determination to improve to them and let my will venture into some expedition.

I have learnt that there are no shortcuts to the top: it wins oneself determination and the own effort. To know how to stay sane in chaos and how to handle ambitiousness in calm.

No matter the mountaintop is always further away… the success comes when you let your ambition fade, as a first aim, and you find, in the balance, the fair formula to always stay upright.

Bernard de Metz

Partners

The sea rewards those who have the courage to move away from the shoreline or to freedive under the surface: going there has shown me unsuspected horizons. In the vastness of the ocean, humility allows us to appreciate the risks and to accept our limits without vanity interposing.

If I had to name one vital actor in this very familiar, but also remote, environment, I would say it is the air. Knowing how to wisely breath in and breath out is mastering the art of submerging into a state of serenity, selfcontrol and connection with oneself.

We deal with busy schedules every day and we try to squeeze life here and there without taking a break. Nature reminds us that something as simple as breathing strenghtens our concentration and clarifies our mind this way we can really connect with what surrounds us.

Alejandro Cartozo

Partners

There are no little details in life. The quality of our experiences can be measured in those slight gestures that make, in the long run, a difference between normal and exceptional.

To fulfill that extraordinary level is what drives me to question myself every step of the way, to look further than the obvious, to get to know my environment and those that surround me and to try to make their lives better from my field of activity.

It is impossible for me to separate this philosophy from the one I use in the professional area and it is here where my intuition and the ability to listen and understand other’s interests and motivations turn out to be key factors in order to produce creative solutions adapted to their expectations.

Beatriz Cuesta

Partners

I drive myself through life following my instinct more than trends and I strongly chase those defiance that reconcile myself with the earth and make a shift in my course.

To test myself is very welcome: Regardless of the destination, every journey becomes a personal challenge and praise me to tackling the challenges that some other time I could feel as impossible. To develop a project far away from my comfort zone has improved my personal abilities.

No doubt that times are changing and who knows if someday values could be measured in figures or if our curriculum will let us show our emotional experiences; just in case, I enlist in the compromise of those who lay their trust in my work and I sum up myself to the projects that strike onto my life.

Rafael Prieto Soto

Partners

The only constant in our current world is change. This seems to be essential to keep on progressing. In my imagination, this transformation goes further, and I lean towards enhancing my personal essence as the only aptitude to foster, authentically, everything that happens around me.

Today more than ever, I keep myself far from ephemeral trends and I maintain my critical mind and common sense, that along with effort and persistency, make me think about scenes barely imaginable.

I face my reality determined and absolutely convinced of the importance of the diversity in a team, participating in all that surrounds me and with the illusion of finding in the unlikely new opportunities to keep on growing.

Sandra Pelayo

Commitment, inspiration,
courage, ethics...

Values

We share values that allow us to leave a mark on people.

Our Associate Directors and Partners have a solid experience in executive search and HR consultancy services; our multicultural team of Consultants and Research Assistants bring creativity, diversity and a renewed vision, to respond to our clients’ daily challenges.

  • Managing Partners
    They are knowledgeable about markets and organizations at an international level and they have the greatest expertise in Executive Search and strategic advice on RH. With great experience in the company, they communicate their strong values to guarantee its long-term continuity and the sharing of knowledge with their teams. The Associate Directors participate in the strategy and management of IHR Consultancy, of which they are shareholders, and they have a decisive impact on its development.
  • Partners
    They are the first interlocutors of the client. Thanks to a pertinent advice and an excellent performance, the Partners hold the maximum responsibility in the loyalty of our clients and in the overall development of our activities inside their organizations. They carry out their processes in coordination with the teams of Consultants and Research Assistants. Their knowledge about our practice and the market is an assets for our business development.
  • Consultants
    With a solid trajectory in our sector and a command of the company’s methodologies, they are experts in the realization of the missions entrusted to them. Together with the Partner, they are responsible for carrying out the processes from the definition of the recruitment strategy to its implementation. They set up relationships based on trust with candidates, professionals of reference from each sector and with clients.
  • Research Assistants
    The Research Assistants collaborate with the Consultants and Partners during the research phase amongst sectors and target companies. They play a key role in establishing the first approach with potential candidates, in creating a confidence climate with them, arousing their interest and ensuring their participation in the process.
Executive Assessment

Executive Assessment

Facing new social, economic and business transformation challenges,

does your company have an organization able to adapt to the new requirements, with ethical and creative teams and leaders, committed to be the engine for change?

Assessing the potential of
managers and executives

In an increasingly more demanding business and social environment, it is essential to count on with executives with a high level of specialization in their activity, a wide knowledge of their markets, with international experience and, above all, flexible professionals, who are able to anticipate constant changes and with a versatile profile: prospective and strategic vision, decisiveness, political sense, ethics and values, ability to mobilize and develop talent and leadership in the implementation of projects.

In the current context of globalization, we understand that for a company to be competitive and viable is increasingly critical to get the design of its organization right and to make the correct choice of its managers and executives.

Expertise

Our expertise in the analysis of the abilities, skills and the potential of managers and executives is based on our knowledge of organizations, on our capacity to interact with professionals of different levels and origins (sectors of activity, countries, cultures,…) and on the mastering of contrasted assessment tools.

This holistic, expert vision enables us to assess the Executive Board on the strategy to manage its teams of managers and executives, providing it with all the information and relevant tools to make decisions under different circumstances:

  • Identification of the key people in an organization
    When it is necessary to be surrounded by the best professionals and have a committed, trustworthy team, we intervene to assess its potential, to detect talent at different levels within the organization, to adapt the functions and the development of managers and executives to their potentials, to evaluate the ability of a team to face new challenges, etc.
  • Identification and resolution of problem areas
    Sometimes, companies face situations that are apparently not significant in the short term, but that can affect, in the long term, the organization's efficiency: communication problems inside a Management Committee, lack of motivation in a team, little identification with the company's objectives, internal brakes on initiatives, on changes and decision-making, discordant people in a group, etc.
  • Strategic and organizational changes
    Certain deep changes that affect a company, such as setting up a new strategy, redefining its structure, carrying out a change of activity and so on, can require new skills from the team of managers and executives or require an external and objective perspective on the possible departures or stay of certain people.
  • Launching a new project or activity
    Internationalizing, diversifying, taking on more competitive markets... In strategic projects which usually require significant resources is essential to choose the most suitable teams, given the scale of the challenge to face.
  • Acquisition and integration of a structure
    The success of a merger depends, largely, on the correct decision in the management strategy of the teams involved. We collaborate in auditing the professionals to assess how they fit in with the new objectives of the company, we evaluate their involvement and motivation in the new project, we foresee problems of overlapping positions or a possible loss of human capital, etc.
  • Planning the succession of the Executive Management

    Industrial Company

    The Managing Director intends to retire from the company within three years. The shareholders wish to plan his succession in advance, preferably with an internal candidate, and to have this time to prepare for the change.

    In a context in which the company has various institutional shareholders with their own interests, the decision was made, so as to make the candidate evaluation process neutral, to make an external assessment of all the members of the Management Committee.

    Based on the assessment carried out, we concluded that none of the members of this Committee had the correct profile to take over the position. In this complex situation because of the void that the departure of the current Managing Director could create, and of the need to make an external incorporation possible, we recommended that the Managing Director keep linked to the company filling an independent government organ, so that his successor, during this time, could benefit from valuable support.
     

  • Resizing the Top Management

    A leading Insurance Company on the market, with 7 million clients and a staff of 18.000

    This highly consolidated, traditional company faces an accelerated transformation in its sector (concentration, price war, digital competition...) that makes a strategic redefinition of its business and management model necessary.

    The management assessment process consisted in redefining the necessary skills that the executives should have within the new business model, assessing them, measuring the gap between the existing and the target competences and, finally, defining individual and collective development plans.

    35 top executives from the organization were assessed, their potentials and the development areas to achieve these new demands were detected and we provided our vision of the most suitable placement of the key people in an organization that was going to drastically reduce its top management team to win in agility, decision-making speed and execution effectiveness.
     

  • Improving the efficiency of a Management Committee

    An industrial manufacturing company in the automobile sector, a subsidiary company of a multinational group. The subsidiary company is made up of a production plant that manufactures more than €100 million with complete activity, being the regional leader of a given product: R&D, industrialization, production, quality, logistics and commercialization.

    The performance of the company was being blocked by a problem of communication and understanding between the members of the Management Committee, which had repercussions on all levels of the organization. This made difficult the interaction between departments, affecting the efficiency of the company and placing it in danger in an extremely competitive sector.

    In view of this critical situation, the Managing Director required external assessment to help him understand the in-depth reasons for this general uneasiness and to recommend solutions that would enable the Management Committee to once again function as a united team in search of common objectives.

    With transparency and closeness, in order to establish a relationship with the team based on trust, we got to know each member of the Committee, their background in the company, their views on the problems, their competences and motivations. With the perspective provided by the individual, exhaustive assessment of each member of the Management Committee, as well as their ability to interact with the others, we concluded that there was a need to reinforce some Management areas with more powerful profiles and we recommended the Management Committee to play a more protagonist role in planning the objectives and the periodical follow-up on them.

     

     

  • Preparing a team to face major business challenges

    A company providing assistance services, the subsidiary company of a multinational insurance consortium. The group has established a five-year objective of doubling its activity as well as economic results of all its subsidiary companies.

    Given this challenge, the assistance company analyzed whether, with its current team, it could achieve these objectives, in an activity in which the middle management (Heads of Teams, of Services, of Departments) is crucial to obtain results.

    The assessment process consisted of evaluating a group of 80 middle managers. Beforehand, segments of competences and motivations for the project and specific action plans for each level (from reinforcing skills through to decision-making on laying people off) had been defined.

    A thourough assessment process enabled us to place each person in their segment of competences with precision and to establish the most suitable management policy for each one.

     

     

  • Securing the leadership of the Executive Management

    A financial entity with 750 employees, a subsidiary company of a top-level Bank, with which it shares its distribution network.

    The Managing Director of the entity (who had held the position for a year) had his leadership questioned, leading to the malfunctioning of the Management Committee at a critical moment for the company, which had to carry out strategic transformation plans.

    The project consisted of evaluating the Management Committee as a whole, including the Managing Director, to offer our external vision of the problem and the possible solutions and to thereby help the shareholding Bank to make a correct decision.

    We recommended letting go two executives, who were not committed and who acted by confronting the members of the Committee and debilitating the position of the Managing Director and we advised reinforcing the HR Management, in a context of transformation which involved redefining all the processes. We also recommended giving the Managing Director a vote of confidence to give him the opportunity to prove his ability, with the support of a competent team and a better prepared Management Committee.

     

     

  • Taking on an expansion plan with a suitable team

    Pharmaceutical multinational company, worldwide leader in ethical and hospital products

    The company conceives an ambitious expansion plan in a zone of emerging countries where, to date, it has little presence. A sustained medium-term financial effort is planned. It is vital for the executive management of the territory to be able to have a high-performance, trustworthy sales team, committed to the project.

    Our task consisted in finding people with suitable characteristics for the job, from other existing teams in the region, as well as others that are culturally close.

    We set up an assessment centre to detect the necessary talent: We assessed the potential of the people and their motivations for the project to be able to create a team in line with future requirements; recommending, at the same time, individual and collective development plans.

Smart Placement

Smart Placement

Inspiring, human, ethical: a new perspective on leadership is possible in order to ease the detachment of your collaborators.

Give your Managers and Directors the opportunity to discover themselves and to find new professional paths.

   

Smart Placement

We assist the manager’s exit: a tailored advice throughout the process of professional transition turns the participant into the main character of his/ her own development and repositioning.

In a sincere way, we assess people, succeeding in helping them to relocate and recognize themselves in that new approach or change opportunity, closer to their style, virtues and competences.

Our experience and knowledge enable us to assess any professional driving his/ her project towards those objectives aligned with his/ her expectations in which he/ she can be “unique”.

Progress

Guided by an experienced consultant, we develop a dynamic and reflexive approach that allows the manager find and activate his own levers of change.

  • Valuate
    We valuate, along with the professional, his/ her career, making him/ her aware of his/ her accomplishments and major rewards.

    We evaluate how their capacities, abilities and expertise can be transferred to new ways of professional projection.

    We find the right positioning and a credible message to open real opportunities in the market.
  • Evaluate
    Using a balance of competences, we provide a sincere vision about the professional’s profile, enhancing the acknowledgment of his/ her skills and improvement areas and fostering his/ her employability.

    We identify his/ her potential, we go over the professional project and we help to shape up the expectations with our knowledge of the market for managerial positions.
  • Activate
    We define consistent professional objectives and we advise on the design of a search strategy and an action plan for the creation of new opportunities.

    Our involvement and sensibility build a bond of trust that let us develop an effective follow-up of the goals set.
Smart Assessment

Smart Assessment

In this upcoming times, so new and so needy of humanity, keep yourself on track for growing up from an ethic, creative and engaged leadership.

Is your vocation which has driven your career? Are you in that position where you can do your best? Does your company help you to achieve your goals? Or, you just ask yourself about your professional value and about those perspectives you can be opened to.

Each position belongs to a sole person, but only if you find your particularities and singularities and everything that makes you different from others, you will be “unique”.

A professional balance

Become the main character of your development and set out a strategy to boost your career and reach your goals.

Our experience allows us to help you valuating your profile, with your strengths and weaknesses. This way, we will be able to connect your expectations with your potential.

We accompany you on the re-orientation of your career through a personal advice in order to make you impact, give value and find those opportunities closer to your virtues and competences.

Executive advice

There are certain moments in our career in which we need external counselling to keep on going forward successfully.

An expert and customised approach will help you to:

  • Foster your career
    You want to progress towards high management positions, go from a specialist responsibility to a more global one. You feel that the next step in your career implies acquire new skills and make a change in your managerial style.
  • Valuate the suitability of a professional change
    You look for a new perspective on your professional career or explore your potential in other functions or sectors. You wonder if this is the right moment and which are your real possibilities.
  • Learn from failures and reposition yourself
    You need help to face a step down, for not having succeed in your last professional movement or for not matching the new era of your company. You want your confidence back and get ahead in your next professional step.
  • Overcome stagnation and evolve
    You feel accommodated to a managerial position that suits you, although it seems to be not enough; but it is not so easy to question yourself and take risks as it used to be.

    After a long professional track, one of the risks is stagnation, when, exactly, this is the right moment to tackle new initiatives and opportunities in order to not slow down our development.
  • Adapt to change and new challenges
    A new responsibility, a new orientation in your position or a deep change in your company mean facing situations for which we are not always ready. These demanding challenges imply the development of new skills.

References

Should I explore new opportunities?

I like my company and I enjoy my responsibilities, but I am wondering if I am in the right professional path.
I work for a big multinational company. I started 20 years ago due to a young talent development plan and I am pretty satisfied: I have always been well considered and I have accepted the different changes of responsibilities and upgrades that I have been offered. Currently, I am in a relevant management position inside the organization and I enjoy of a significant recognition.
Nevertheless, I feel that I haven’t been the owner of my professional decisions, that I have taken everything I was proposed to without questioning, and my doubt is if I could develop myself better and more successfully in other functions and another environment. At this point in my trajectory, shifting seems to be a difficult and risky decision.
C. A. – HR Manager

How can I deal with my problem of management?

Thanks to my trajectory in the company and my good results, I have been promoted several times, but in the last and most recent career move I face up serious difficulties.
I was part of a marketing team focused on product development in which I was very appreciated for the ideas I brought and for my results. I got promoted to the position of Director of the department, in place of my former manager: it was an important change for me, as I went from a mainly specialist position to direct the team where I used to be.
Since then, I don’t get the results I was supposed to achieve and I feel that I don’t come to mobilize my team towards the objectives set. Due to my company’s circumstances, I’d rather not make public that I need an assess that help me to understand the reasons of my problems and how to solve them.
M. S. - Marketing Director

How can I shift my career?

I want to change the dynamics of my career, make something different, but the market doesn’t see like that.
With an engineering instruction, along all my professional experience I have been in project and technical supervision functions. I would like to shift, have different features, more focused on management and development, but, at the end, all the proposals I get drive me to the same point.
I know that I have proven capacity to open to new responsibilities and sectors in which I can foster my creativity, my strategic vision, my people skills and my experience in handling complex and transversal projects.
H. M. – Technical Director

Which is the best strategy for my search?

I am an executive consolidated in my sector who has had to leave his company abruptly.
This is a new experience for me, to be out of work for the first time. However, being well known and considered in my sector, I already receive quite a lot of proposals, but I consider that they are not very well aligned with what I want to do.
Although this is a stressing situation and I have quite a lot of pressure to quickly start in a new position, I feel that I shouldn’t rush into it. This should be the moment to seriously think about what I want and reposition myself, knowing for sure that, with a good strategy, I can take this opportunity to find a more interesting challenge.
J. A. – BU Manager

Get Smart

To be “Smart” means to have the courage and the wisdom to recognize that every decision we take has an impact on how we project ourselves in life.

To find your levers and the way of turning them on is the first step to create change.

Lead your future and contact us. #beSmart

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Candidates

We address to professionals eager to bring sense to people and value to business: An invitation to defy current complexity

We have the chance of working with extraordinary people that make us challenge ourselves and also feel very human.

If you are open to listening about new opportunities, send us your CV. We will analyse it and our Consultants will contact you if we need further information or if suitable opportunities arise.
 

  • We maintain a strict confidentiality and we only share your personal data with our clients, once you have given us authorization to do so.
  • Thank you for sending your CV.
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Contact

Madrid
C/ Núñez de Balboa, 120 - 5º
28006 Madrid
(+34) 91 310 14 18
ihrspain@ihrconsultancy.com

Paris
27/29, Rue de Bassano
75008 Paris
+33 (0) 176 73 29 27
ihrfrance@ihrconsultancy.com

Bogotá
Carrera 7 No 71-21
Torre B - Piso 13
Bogotá
+57 (1) 325 11 32
ihrcolombia@ihrconsultancy.com

Barcelona
C/ Còrsega, 299 - s/a
08008 Barcelona
(+34) 93 238 67 12
ihrspain@ihrconsultancy.com

Panama
Tower Financial Center, Piso 35
Calle 50 y Elvira Méndez
Ciudad de Panamá
(+507) 297 47 21
ihrpanama@ihrconsultancy.com