Building HR leadership teams that balance strategy and operations

In 2025, 60% of employees say they aren’t receiving enough hands-on training to do their jobs effectively according to Gartner’s global survey of over 3000 workers.

As businesses face mounting pressure to close skill gaps and lead transformation, the demand is growing for human resources leaders who can balance strategic initiatives with day-to-day operational delivery.

In sectors like food production and FMCG, adaptability and resilience are key. Business leaders are increasingly seeking senior HR professionals who can drive change management, optimise performance management systems and align HR strategy with broader business objectives.

At Frazer Jones, we specialise in helping organisations across the Netherlands build HR leadership teams that deliver on both fronts.

Why the Netherlands is a key market

The Netherlands is one of Europe’s most dynamic HR markets with a strong concentration of multinational headquarters, regional hubs and fast-scaling businesses particularly in Amsterdam and surrounding areas.

The country’s emphasis on innovation, sustainability and inclusive work environments makes it a magnet for HR professionals who want to shape progressive company cultures and drive strategic HR initiatives.

Sectors like food production and FMCG are especially active with ongoing transformation projects, M&A activity and a growing need for HR leaders who can align people strategy with business strategy.

But while 73% of organisations in Europe conduct operational workforce planning, only a small share links it to future skill needs highlighting a major opportunity for strategic HR leadership in markets like the Netherlands.

Why strategic-operational balance matters

The HR function has evolved from traditional HR practices into a strategic partner role that directly influences business outcomes. Strategic HR leaders bring vision, influence and the ability to align people strategy with business goals.

They’re instrumental in workforce planning, leadership development and succession planning. But without operational grounding (an understanding of HR processes, employee relations and compliance), strategy can fall flat.

Conversely, HR professionals with strong operational competencies may excel in managing HR activities, onboarding and employee development, but struggle to influence stakeholders or lead transformation initiatives. The most effective HR teams are led by individuals who can move seamlessly between strategic planning and operational execution.

This dual capability is especially important in sectors undergoing rapid change. For example, businesses in food production and FMCG are navigating supply chain disruptions, automation and evolving employee needs. HR leaders must be able to respond tactically while keeping long-term strategic goals in focus.

What employers are facing

Many employers in the Netherlands are finding it difficult to source HR leaders who combine strategic thinking with operational excellence. This challenge is compounded by several market dynamics:

• M&A and transformation pressures: Businesses need HR leaders who can manage change, integrate cultures and support restructuring. Yet many candidates lack direct experience in these key areas
• External hiring hesitation: There’s a tendency to revert to internal promotions due to concerns about cultural fit or onboarding risk. While internal hires may feel safer, they often lack the fresh perspective needed to drive innovation
• Slow decision-making: Lengthy recruitment processes and risk-averse hiring behaviours are causing delays and missed opportunities
• Employer brand issues: Ghosting candidates or failing to provide feedback damages reputation and deters top talent
• Retention challenges: Without clear development programmes and a strong employee experience, organisations risk losing high-performance talent

These challenges are particularly acute at senior levels (HR Business Partner, HR Director and CHRO) where the stakes are higher and the talent pool more competitive.

We work with employers to define the HR function in alignment with their business strategy, ensuring that every hire contributes to long-term organisational success. By identifying and filling key roles, we help organisations streamline their HR processes and optimise their talent acquisition efforts.

How we help

Our approach addresses hiring challenges head-on. We work closely with CHROs, HR Directors and hiring managers to understand their business context and recruitment goals. Here’s how we support employers in building balanced HR leadership teams:

• Market insight and salary benchmarking: We provide up-to-date HR data on compensation trends, sector-specific hiring patterns and candidate expectations. This helps employers make informed decisions and remain competitive
• Advisory support: We consult on team structure, role design and succession planning to ensure new hires complement existing capabilities and align with organisational goals
• Access to top senior HR talent: Our network includes professionals with proven experience in transformation, talent management and operational delivery – many of whom are open to new opportunities but not actively applying
• Candidate engagement strategy: We help employers craft compelling narratives that attract passive candidates and build trust throughout the hiring process
• Employer brand consultation: We advise on candidate experience, communication and feedback practices to strengthen reputation and reduce drop-off
• Optimising HR processes: We help businesses find the right talent to refine HR policies, implement people analytics and track KPIs to measure success
• Enhancing company culture: We help HR departments align their practices with organisational goals to create a positive work environment and improve employee engagement and satisfaction

As a low-risk, high-value recruitment partner, we help businesses overcome hiring hesitation and source new leadership potential.

What candidates need

Senior HR professionals are navigating an employer-driven market where competition is fierce and expectations are high. Many candidates are looking for:

• Progression advice: How to move from HRBP to HR Director or CHRO, and what skillset is needed to make the leap
• Sector-specific opportunities: Roles that align with their relevant sector experience
• Strategic application guidance: Tips on how to stand out, tailor CVs and prepare for performance reviews
• Market insights: Information on hiring trends, salary benchmarks and employer expectations
• Networking opportunities: Ways to connect with peers, share experiences and explore new roles
• Development support: Access to upskilling opportunities, continuous learning and leadership development programmes
• Improving employee performance: Candidates want to contribute to effective HR practices that support employee development and wellbeing

We support candidates by offering personalised advice, sharing market intelligence and promoting roles that match their career goals. Our long-term relationship approach means we follow career journeys and stay connected beyond individual placements.

Looking ahead

As we move into 2026, the need for HR leaders who can balance strategy and operations will only grow. Businesses will continue to face transformation pressures, talent shortages and evolving workforce expectations. Those who invest in building strong, balanced HR leadership teams will be better positioned to adapt, innovate and thrive.

From people analytics and KPIs to performance management and employee development, we understand the metrics that matter. Our recruitment partnerships are built on trust, insight and a shared commitment to achieving strategic goals.

Whether you’re refining your HR roadmap, launching new HR initiatives or seeking to improve employee satisfaction and retention, we can help you build an effective HR team that delivers measurable business outcomes.

Get in touch today to discuss your hiring needs.