Compelling Total Rewards are Not Optional.
A global manufacturing company specializing in industrial chemical development, production, and sales was experiencing rapid growth and increasing operational complexity. As the organization scaled, leadership recognized the importance of building a dedicated Total Rewards function to better support employee attraction, engagement, and retention across its workforce.
Given the broad impact of their products and the scale of their operations, the company needed strategic HR talent capable of aligning compensation, benefits, and rewards programs with long-term business goals.
Clearing the Obstacles to Build a Better Talent Brand
While leadership understood the importance of establishing a strong Total Rewards team, they faced several obstacles that made hiring the right talent difficult. The organization struggled to remain competitive in compensation and benefits offerings, contributing to employee turnover and declined offers.
At the same time, they needed professionals who could align rewards strategy with performance objectives and broader business initiatives — a skill set that can be difficult to find in today’s market.
Without an established internal Total Rewards leadership structure, the company also lacked the bandwidth and expertise to effectively scope the roles, identify qualified candidates, and attract professionals with the right blend of technical knowledge and strategic mindset to build the function from the ground up.
Three Roles Filled and Department Built - In Less Than 8 Weeks
Sherpa partnered with the organization to quickly assess the challenge and develop a strategic hiring approach tailored to their evolving needs. Through collaborative intake sessions, Sherpa helped define the ideal team structure and candidate profiles required to launch a successful Total Rewards function.
Leveraging an extensive HR and Human Capital network, Sherpa identified and delivered highly qualified professionals with relevant industry experience in an accelerated timeframe. Within days, curated candidate shortlists were presented for three key hires, including:
- HR Operations – Benefits
- Compensation & Benefits Manager
- Manager of Total Rewards
In fewer than eight weeks, the company successfully built a fully functional Total Rewards team. Each placement brought immediate impact, helping the organization strengthen employee retention efforts, improve compensation strategy, and establish a scalable foundation for long-term growth.
From the moment we engaged with Sherpa, Lisa and Alissa make the process...