By Role
CHRO & Human Resources — Executive Search
CHROs, HR Directors, and Industrial Relations leaders for industrial platforms across the US and Mexico.
Human resources in an industrial business is not the same function it is in a corporate services business. It lives on the plant floor as much as it lives in the boardroom, and it is where a company's operating strategy either becomes real or quietly stalls. Silvia Flores runs CHRO, HR Director, and Industrial Relations searches for industrial businesses across the US and Mexico — as part of Alder Koten's retained practice.
Where HR-leadership searches fit
Four common patterns. An industrial platform with US and Mexico operations naming its first enterprise CHRO. A Mexican manufacturing operation hiring a Site HR / Industrial Relations Director with real Ley Federal del Trabajo command. A greenfield or nearshoring launch bringing in an HR launch leader to build the workforce from the ground up. And a private-equity-backed platform pairing an HR Director with a value-creation plan that hangs on talent and organizational design.
Roles the practice covers
- CHRO — enterprise HR leadership across US and Mexico operations
- VP HR / HR Director — for industrial businesses and manufacturing platforms
- Site HR / Industrial Relations Director — plant-level HR leaders with Mexican labor law, union, and industrial relations depth
- Total Rewards Director — compensation, benefits, and executive pay across the corridor
- Talent Acquisition / OD Director — for organizations building or rebuilding the talent function
- HR Launch Leader — for greenfield, nearshoring, and reshoring builds
How an HR-leadership search runs
Every engagement runs on The Dynamic Fit Method™ — Ability, Capability, and Capacity assessed against the rate of change the role will carry. For HR mandates the calibration explicitly weighs three dimensions: technical HR depth (labor law, IR, comp), operating fluency (plant floor, safety, workforce planning), and board / executive partnership judgment (CEO and board-facing).
Related
For the CEO the CHRO partners with, see Chief Executive Officers. For nearshoring workforce builds specifically, see Nearshoring Executive Search.
CHRO & Human Resources — questions
- What makes an industrial CHRO different?
- An industrial CHRO owns industrial relations, safety, and workforce planning at plant level — not just talent and total rewards at a corporate level. In Mexico that includes real command of the Ley Federal del Trabajo, union relations where they exist, and the industry-specific hiring markets around each plant.
- Do you place site HR / Industrial Relations Directors?
- Yes. Site HR and Industrial Relations leaders are frequently a bigger determinant of a plant's stability than the Plant Director. The practice sources them as first-class mandates, not as junior extensions of the CHRO search.
- Do you cover Total Rewards and OD leaders?
- Yes. Total Rewards Directors, Organizational Development leaders, and Talent Directors for industrial businesses with US–Mexico footprints are a regular part of the pool the practice cultivates.