VP HR

Crucial Hire; Chicago (IL); Hybrid; USD 250,000 - 450,000; Full time

Job summary

Crucial Hire is retained by an independent, award-winning marketing agency in Chicago seeking a strategic Head of People. This executive will lead the people function through growth, acquisitions and cultural evolution, partnering with the CEO to shape the org design and operating plan.

The role demands 12+ years in HR leadership, with strong agency economics experience and a track record of staying, building and being promoted.

Qualifications

• 12+ years of progressive HR leadership, with at least 5 in a head-of-function or senior HR leader seat.
• Agency, professional services, media, sports, entertainment or live-event experience strongly preferred
• Fluency in agency economics: billable hours, utilization, client P&L and staffing models
• Hands-on experience with M&A integration and multi-country employment
• A track record of staying, building and being promoted

Responsibilities

• Define people strategy for a multi-country organization, including the US and the UK
• Integration of acquired teams and continued growth through M&A
• Benefits strategy, including alternative funding models such as self-funded or captive arrangements
• Compensation, incentive and promotion design tied to utilization, client profitability and growth
• Employee engagement through a period of change, as a founder-built culture becomes a structured company
• Talent acquisition, leadership development and succession for a creative and client-service workforce
• Partnership with the CEO and executive team on org design, culture and the operating plan

Skills

HR leadership

Agency experience

M&A integration

Multi-country employment

Promotion track

Job description

Title: Head of People (VP/SVP) | Confidential Search
Company: Crucial Hire
Location: Chicago, IL (Hybrid)
Type: Full-time · Executive

About the role

Crucial Hire is retained by an independent, award-winning marketing agency to find its next Head of People.

The agency builds brand partnerships, live experiences and campaigns for Fortune 500 clients and major rights holders, with employees across North America and Europe. After two decades of growth, it is maturing into its next stage: more structure, more scale, more acquisitions. The people function has to lead that change, not react to it.

You inherit a capable HR team that runs the day-to-day well. Your job is to build what comes next. You think like the general manager of a championship team: recruit the right players, develop them, put them in the right positions, pay them fairly for results, and move on from the ones who do not fit.

What you will own

• People strategy for a multi-country organization, including the US and the UK
• Integration of acquired teams and continued growth through M&A
• Benefits strategy, including alternative funding models such as self-funded or captive arrangements
• Compensation, incentive and promotion design tied to utilization, client profitability and growth
• Employee engagement through a period of change, as a founder-built culture becomes a structured company
• Talent acquisition, leadership development and succession for a creative and client-service workforce
• Partnership with the CEO and executive team on org design, culture and the operating plan

What you bring

• 12+ years of progressive HR leadership, with at least 5 in a head-of-function or senior HR leader seat
• Agency, professional services, media, sports, entertainment or live-event experience strongly preferred
• Fluency in agency economics: billable hours, utilization, client P&L and staffing models
• Hands-on experience with M&A integration and multi-country employment
• A track record of staying, building and being promoted

Why this seat

Direct influence on an independent business with a clear growth plan, a seat at the leadership table, and a culture that rewards people who win.

All inquiries are confidential. The client name is shared only after a first conversation with Crucial Hire.

Screening questions: (1) Largest employee population you have led HR for, and in how many countries? (2) Describe an M&A integration or benefits funding change you led. (3) What drew you to this seat?