Borrer Executive Search Recruits CHRO for Teoxane

July 9, 2024 – CHROs have become critical stakeholders in defining the strategy of a company. Their job description calls for them to tackle the HR challenges and evolving expectations of a dynamic workplace environment that will consist of constant change, calculated risk-taking, and evolving expectations from top stakeholders. Those well-equipped to achieve the greatest success will have diverse skill-sets, be adaptable and agile, and gain hands-on learning from working through real life situations and acquiring knowledge across disciplines and industries. Lausanne, Switzerland-based Borrer Executive Search has assisted in the recruitment of Anne Jaeckin as chief human resources officer of Teoxane. “Anne brings a wealth of expertise in HR leadership,” the company said. “Her strategic acumen and commitment to fostering an inclusive workplace culture will be instrumental as we advance our international growth and organizational transformation efforts.”

Ms. Jaeckin has extensive experience from global organizations including BD, Avery Dennison, and COTY, where she served as the CHRO. With COTY, she led the global HR function in a massive turnaround ambition program for the company. She actively engaged and contributed to the COTY transformation and growth agenda.

When Madame Valérie Taupin created Teoxane in Geneva in 2003, her vision was crystal clear: to satisfy the ever demanding aesthetic market with high performance, avant-garde products based on rigorous scientific research. Teoxane is now a major player in aesthetic medicine and skincare, offering effective solutions to practitioners worldwide.

Borrer Executive Search, founded in 2010, is a boutique search and selection firm. The firm specializes in sourcing senior executives (director, VP, C-level) for positions based in Switzerland, wider Europe and internationally. The firm’s practices include: global operations (supply chain and procurement), commercial (GM, sales and marketing) and corporate support leadership functions. Borrer Executive Search operates across industry for the above functions with 50 percent of its search mandates for the wider consumer goods industry (FMCG, cosmetics/beauty, global beverage, luxury, dairy, consumer health and electronics). Other industries it serves include life sciences, mining and metals, insurance, sport, aviation and not-for-profit.

Founder Jennifer Borrer supports clients in attracting executive talent in global operations (procurement and end-to-end supply chain) and commercial leadership roles. Her industry focus is on global consumer goods and life sciences.

With over 15 years’ experience in senior and executive management recruitment across four continents, Ms. Borrer has a strong track record in delivering tailored and personalized search solutions across Switzerland, wider Europe, MEA and AustralAsia. She has partnered with MNC (GE) across Australia to lead large recruitment-focused outsourcing projects. Since 2009, she has partnered leading MBA / EMBA schools (IMD and HEC Lausanne), providing career transition strategy consulting to their participants.

CHROs Stepping Up in Challenging Times

A recent survey of 230 CHROs by Emilie Petrone, managing partner of Korn Ferry’s Princeton, NJ, office and a member of the firm’s human resources practice, explored how they are at the heart of today’s challenging work environment and how the pandemic is impacting their function. “The coronavirus challenge has put HR leaders front and center as they navigate everything from employee safety to personnel changes,” said the report. “These issues have brought to light the importance for HR organizations to continuously adjust and create a culture of trust and transparency. Indeed, the survey showed nearly a quarter of CHROs said their top priority was to create a culture of trust and transparency, followed by 21 percent who said they want to break down hierarchies and drive more agility.”

Related: 7 Qualities and Experiences Needed to be a CHRO

Ms. Petrone said that right now HR leaders are tasked with a massive strategic workforce planning balancing act. “They’re responsible for business viability and critical talent pipelines, organizational health and employee brand, both internally and externally,” she said. “They have to ensure ongoing engagement and performance while also managing the experience of employees who are not going to be part of the organization’s future. That’s a significant push and pull.”

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The survey found that nearly half of CHROs (45 percent) think talent shortage and talent fit will have the greatest influence on their priorities going forward, and the pandemic has only reemphasized that thinking. While it’s too early to tell exactly how today’s business environment will affect long-term hiring trends, HR officers are already rethinking what their companies will need. “What we might have been looking for in leaders six months ago in a strong economy may be really different from what we need for the next 12, 24, or 36 months,” said Ms. Petrone. “Re-prioritized internal capabilities and redeploying the right leaders to the right roles will be critical.”

Upskilling current talent could become a much bigger priority for HR leaders in the future. According to the survey, 37 percent of the CHROs said upskilling the current workforce was the primary strategy for enabling success.

The global health crisis has shown that the future of work has invariably altered remote working, said the Korn Ferry report. Thirty percent of CHROs said leveraging digital tools was also key to employees’ success. While certain corporate cultures will prevail in needing people in the office, many HR leaders are already rethinking what collaboration and innovation look like in a post-pandemic digital era. “Shared workspaces and team space may not be viable, historic business models may need to transform, and the way work gets done and decisions get made, will be more critical to business success than ever before,” Ms. Petrone said.

Related: How to Become a Successful CHRO

Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor  – Hunt Scanlon Media

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