Mission: Our mission is to make a difference by building better careers, better leaders and better businesses.
Why Hiring Managers Aren't Selecting You for an Interview http://glassdoor.com/slink.htm?key=vQ8PD
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Organizations around the world are continuously transforming their businesses to drive growth and productivity. This involves changing a company’s structure, culture, and capabilities. The challenge is how to execute all these leadership workforce changes properly, quickly and consistently across the organization to realize growth and productivity goals while carefully managing employee morale, engagement, and your employer brand to retain and attract key talent.
Lee Hecht Harrison helps companies simplify the complexity associated with transforming their leadership and workforce so they can accelerate results, with less risk. We do this by helping their employees navigate change, become better leaders, develop better careers, and transition into new jobs. As the world’s leading integrated Talent Development and Transition company, we have the local expertise, global infrastructure, and industry leading technology and analytics to provide insights and develop tailored solutions to critical talent and workforce initiatives, and execute them quickly and consistently, reducing brand and operational risk.
The result for organizations is better leaders, an engaged, productive and agile workforce, and a stronger culture and people brand so they can attract and mobilize the talent they need to grow.
The result for individuals is better careers, increased career mobility, and positive regard for their current or former employer.
As President of Lee Hecht Harrison, Peter Alcide leads LHH's global team including sales, strategy, service innovation and client service. Peter is responsible for driving LHH's aggressive growth and diversification plans. He has an extraordinary range of industry knowledge and skills to draw upon, particularly in the M&A arena, as he focuses on building LHH's industry leading Career Transition business line and spearheading the company's successful expansion in the Talent Solutions sector.
Brad is the Executive Vice President, Canada Operations and is a member of the Executive Committee for both Lee Hecht Harrison Knightsbridge and Lee Hecht Harrison globally. Prior to this role, Brad was the Managing Director for Knightsbridge’s three recruitment practices. Brad also served as a Client Partner at Korn Ferry International’s Toronto office.
Ranjit de Sousa is responsible for the EMEA operations of Lee Hecht Harrison, one of the global divisions of the Adecco Group. He is a member of the Lee Hecht Harrison Executive Team. Ranjit, based in Zurich, has worked in global business development, strategy and M&A for the Adecco Group and Lee Hecht Harrison in Zurich, Paris (2006-2007) and New York (2008-2009) while at the same time leading several key sales and account management teams for some of the division's largest clients.
As President for Lee Hecht Harrison's Asian region Karen shapes the growth of the business through the oversight and design of strategic interventions in support of organisations undergoing change, developing leadership capability, implementing business improvement processes and enhancing personal performance. Customers rely on Karen to address existing and emerging business issues and people strategies in concert with economic, market and cultural nuances stretching as far as Africa and the Middle East.
José Augusto Figueiredo acts as President for LHH Brazil and Executive VP for Latin America. He also coaches CEOs and works as consultant in cultural transformation projects at LHH. He holds a Coaching Certificate from Columbia University, is accredited by ICF as Associate Certified Coach, holds a PMP certification from the Project Management Institute, is a member of LHH’s Global Executive Committee, and is a Global Board Director of the International Coach Federation – ICF.
Kevin Gagan is Executive Vice President for Global Sales at Lee Hecht Harrison — a subsidiary business of Adecco Group, the world's leading workforce solutions provider. In his role, Kevin is responsible for creating Lee Hecht Harrison's business strategies and identifying sources of innovation and growth for the company. He oversees LHH's three practice areas - Career Management, Leadership Consulting and Workforce Solutions, with focus on developing the company's thought leadership, client service methodologies and delivery capabilities. He also manages LHH's strategic alliances.
As Executive Vice President of Strategy and Corporate Development Claudio has responsibility for Lee Hecht Harrison's business strategies and to identify sources of innovation and growth for the company. He oversees LHH's Practice areas, with focus on innovating and developing the client experience and delivery capabilities in the Talent Mobility arena. He is also responsible for building key industry and strategic alliances and overseeing geographic growth of the company. Claudio served for seven years as Executive Vice President of Latin America Operations and as President of Latin America for DBM (acquired by LHH in 2011), during which time he led the development of the talent development practice, as well as geographic expansion in the region.
James Greenway, Executive Vice President, Marketing & Sales Effectiveness, has been a successful senior manager, entrepreneur, consultant and a seminar leader for more than two decades. At Lee Hecht Harrison a subsidiary business of Adecco Group — the world's leading workforce solutions provider, Jim establishes sales objectives, oversees project development, and maintains prime client relationships. Jim was previously employed with LHH from 1988 — 1995 as EVP of Global Sales and Project Services, during which time he acquired three firms, opened three new offices and built up the Western Region operations. During this earlier LHH tenure, Jim was also a member of the Company's Executive Committee and Advisory Council. He was also honored with three President's Awards.
Ross is a globally experienced executive in the areas of Human Capital, IT Solutions and Business Process Outsourcing. He has a successful track record leading HR Consulting teams and managing the delivery of various accounts and projects. Before joining Lee Hecht Harrison as Sales Director, Ross worked for one of the world’s leading Human Resource firms Northgate Arinso (NGA). NGA provide a mix of HR consultancy and IT solutions that assist organisations transform their business-critical HR operations to deliver more effective and efficient people-critical services. In his 10 years with NGA Ross worked for the business in four separate countries before coming to Australia.
As Executive Vice President, General Counsel, Pamela Jones is the executive with oversight of Lee Hecht Harrison’s global human resources practices and legal affairs. With over twenty years working in corporate environments, Pam supports the business strategies and people philosophies that drive LHH to be the market leader. Prior to joining LHH, Pam was Sr. Vice President, Human Resources and General Counsel for Drake Beam Morin, Inc., where she helped the senior management team establish best practices for DBM’s organizational transformation that resulted in greater market positioning, industry leading profit margins and high shareholder value. This led to DBM's acquisition by Adecco and merger with Lee Hecht Harrison.
John Morgan is an experienced Management Consultant and Executive in the Talent Development/Mobility industry. John has more than 17 years of experience in professional services and is currently an Executive Vice President with Lee Hecht Harrison with overall responsibility for the United States. In his role at LHH John has overall responsibility for meeting the firm's annual sales and profitability goals across the US zone. John is also responsible for all US operations and client service delivery including Career Transition Solutions, Executive Coaching and Change Management Services.
Waseem Razzaq is responsible for developing and executing the technology strategy roadmap for Lee Hecht Harrison - locally in North America and globally across the Lee Hecht Harrison footprint. He is also a member of the LHH Executive Team. Waseem has been operating in the HR/recruitment sector for 10 years with a number of IT roles culminating in the IT Director within Spring Group. While at Spring, Waseem executed strategic initiatives, which resulted in the technology within Spring being recognized by the 'Innovative use of Technology' award.
As Executive Vice President of Finance, Karine Storm is responsible for directing and overseeing the company’s overall financial activities and plays a vital role in identifying opportunities for increased profitability and ensuring that the firm’s strategies are delivering their expected results. She has an international background and expertise in Corporate Finance and Mergers & Acquisitions. Karine joined Lee Hecht Harrison as a member of the company’s Executive Management Team in June 2006.
Sharon is responsible for leading all strategic HR initiatives globally at Lee Hecht Harrison. She has in-depth experience in employer branding, compensation and benefits, change management, employee relations, and training. Sharon brings a business-oriented approach to HR and a strong track record of success developing HR programs that align with strategic business objectives.
The pace of change in the business world continues to increase — and so do the risks of workforce change. When it’s necessary to realign your workforce, an experienced career transition provider can help ensure business continuity, maintain your employer brand, and keep remaining employees engaged.
Lee Hecht Harrison delivers leading-edge career transition and outplacement solutions that don’t just help departing employees find new jobs 50% faster, but the best job faster. Through in-person, virtual, blended learning or group programs, we help individuals focus on their next move and develop the skills to achieve their career goals.
We offer flexible coaching and learning programs so departing employees receive guidance and support that aligns with their generational preferences, learning styles, career paths, and interests. Our resources are developed by certified career management coaches and adult learning experts, and are based on our experience working with employers around the world, including over 75% of the companies on Forbes’ Fortune 100.
With 50 years of experience, and 385 offices in 64 countries around the world, Lee Hecht Harrison has the expertise, experience, and capability to support everything from the termination of a single employee to a mass restructuring.
When you partner with Lee Hecht Harrison you have our promise, and 100% satisfaction guarantee that your organization’s restructuring or downsizing will run smoothly and meet your objectives.
Develop the individual leaders, teams, and culture to successfully execute your business strategy — now and in the future.
Lee Hecht Harrison works with clients to determine leadership requirements, identify gaps, and implement solutions for sustainable impact. We equip leaders with the mindset and skills to take ownership for their words, actions, and results. Our programs help organizations align around new strategies, navigate change, improve team effectiveness, and build a more capable, engaged, and productive workforce.
Don’t just measure engagement – improve it. By linking employee engagement with business strategy, Lee Hecht Harrison enables companies to increase productivity, profitability, and customer satisfaction.
Better career development is consistently ranked as a top driver of engagement. Provide career management that empowers employees to develop their skills and take charge of their career paths. Prevent disruptive turnover in key positions and functions. Align career goals with the needs of your organization.
Our employee engagement solutions combine industry-leading tools, resources, and technology to develop employees at all levels to help you retain and engage your biggest asset — your talent. Practical, proven approaches support employees’ growth and development within your organization, and prepare managers to have more effective career and coaching conversations. Our online solutions ensure scalable, sustainable improvement.
Achieving business growth while navigating change requires adaptable, engaged leaders and employees — along with an effective strategy for retaining key talent.
Align expectations and communicate effectively to mitigate flight risk. Build confidence in the change process and the organization’s goals. Empower leaders, teams and employees to embrace and accept change, and continue performing at high levels.
Lee Hecht Harrison delivers customized solutions that incorporate manager and employee training with sustainability coaching to ensure engagement and workforce productivity. We help develop implementation plans that prioritize talent retention and build personal resilience throughout the organization.
Read our onCareers blog for workplace advice and insights to help individuals suceed in their careers!
Read our onPeople blog for insights to help companies engage and transfrom their workforces to improve results!
Our latest research offers strategies and insights on workforce developments to capitalize on today's job market, including salary data for full-time positions across major industries and funcitonal roles.
At the interview stage, hiring managers say they continue to see far too many candidates underprepared and as a result display surprising – and avoidable – gaps in their interviewing skills.
When it comes to recruiting and hiring, technology is just a part of the equation. You need the right mix of human insights and data to effectively acquire talent.
In times of change, even powerful leaders like US President Barack Obama and Republican House Speaker John Boehner find themselves without an office, a title and a clear purpose in life.
Today, organizations of all sizes are forced into making rapid, strategic workforce changes. The skills necessary for success today are different than they were a year ago; in a year’s time, the skills equation will change again.
Landing data - the measurement of the period between termination and securing a new job – is critical information in determining the length of a career transition program and the features that should be included in that program.
Launched for the first time in 2013, the Global Talent Competitiveness Index (GTCI) is an annual benchmarking report that measures the ability of countries to compete for talent. The report ranks over 100 countries according to their ability to grow, attract and retain talent.
In this signature research, conducted in partnership between the Human Capital Institute and Lee Hecht Harrison, we explore the current and planned future state of performance management and the importance of manager accountability.
Has your employer told you they are providing outplacement services at no cost to you? If so, you're eligible to register and get started looking for a new position.
Navigating today’s job market can be difficult. 80% of jobs are never advertised. Connections and networking are a must. That’s why we work with 7,000+ employers to find opportunities before anyone else, and actively promote you for those that fit your goals. It’s how we’ll help get you hired, fast.
250,000+ people find new jobs every year with our help and 86% negotiate equal or better positions.
I have been working at Lee Hecht Harrison full-time
- Job flexibility and opportunities for advancement
- Continuous innovation & investments in company, people and services
- For individuals that don't thrive in a high pressure/responsive culture, they will not be successful or enjoy the job
I applied online. The process took 2 weeks. I interviewed at Lee Hecht Harrison.
Denver CO office. First, a phone screen. Standard questions were asked. It fell apart when we tried to schedule an in person interview. They were really inflexible and would not allow a Skype interview (this was the first interview after the phone screen, it was snowing and the cost of travelling to the office was really high). I felt that they were being really insensitive and as a recruiting company, they should be more flexible. I wanted to interview with them, but they refused any attempt to help or reimburse me for my travels.