When you get Michelle DesChenes and Brooke Price talking about the evolution of HR, time seems to disappear. Just ask the 39 HR professionals who recently showed up for a 90-minute meetup in Park City, Utah, and stayed for four hours. As Caldwell's newest partners specializing in HR executive search, they bring complementary perspectives: Michelle wields over 20 years of experience in global executive search and HR consulting, while Brooke brings over 15 years of executive search experience to the table.
But first, let them tell you about Betty.
"One of my first jobs, I actually had an HR manager - her name was Betty, and she had the worst office on the first floor. You couldn't find it if you tried," Michelle recalls with a mix of humor and purpose. For many HR veterans, this image hits home - the HR department tucked away, out of sight until someone needs to be hired or fired.
Everything changed with COVID. "CEOs suddenly woke up asking 'Don't we have someone handling people?'" Michelle recalls, observing the shift in perspective. Overnight, HR emerged as mission control for crisis management, remote work strategy, and organizational survival.
The lesson was clear: "People are the number one asset," Michelle emphasizes. "You can't afford to mess that up."
If Betty were starting her career today, she'd find the path to HR leadership dramatically different. Michelle credits Ayomi Gomes of ElevateYOU for capturing this shift: "The ladder for success has become a lattice." Put simply: today's HR leaders need to take a holistic, balanced approach across a broader spectrum of specialties while embedding themselves deeply in the business to understand its strategic goals.
This evolution reflects real changes in how organizations operate. "Over the past ten years, HR has become such a multi-nuanced function," Michelle elaborates. "Success depends on surrounding yourself with a phenomenal team and finding mentors in each specialty area who can show you what excellence looks like." She emphasizes that this isn't just about today - it's about understanding how HR will continue to evolve in years to come.
Brooke visualizes this complexity through a cosmic lens: "Think of HR as all these different planets in the universe. To be an excellent CHRO, you've had to spend time on each one. But the most important planet comes later - working with the executive leadership team to understand the business goals."
The key to navigating this lattice? Finding leadership mentors who can guide you through each specialty area, showing you the path forward and what excellence looks like across the spectrum of HR.
If Betty had a gathering place to share challenges and solutions with other HR leaders, maybe she wouldn't have felt so isolated. That's why Michelle and Brooke are launching HR Breakfast Clubs nationwide.
The hunger for connection is real (forgive the pun). At their recent gathering in Park City, "We had everyone from municipal HR directors to the CHRO of a $4 billion private equity firm sharing challenges and solutions," Brooke shares.
And these aren't just networking events. They're incubators for the next generation of strategic HR leaders.
"There's no other C-suite role that handles everything from P&L to technology, finance, people, and compliance," Michelle points out. This comprehensive view puts HR leaders in a unique position. "Two or three years ago, an article came out saying your next CEO might be your CHRO. They're finally getting it right."
'Your next CEO might be your CHRO' - Why HR leaders are perfectly positioned for the top job.
Both partners see their role as instrumental in this transformation. They're not just filling positions; they're helping shape how companies think about HR leadership. From early-stage startups to Fortune 500 companies, they're proving that strategic HR leadership drives business success.
Where other firms take a "filled it, see ya" approach, Michelle and Brooke focus on true partnerships. "Let's get off the job description," Michelle insists. "What are you trying to achieve? What will we measure in six months after placement?"
“Now more than ever we need to communicate deeply with our clients and put listening first,” Michelle adds. “Commit to what is realistic and deliver on what is most important to our clients.”
The shift from viewing HR as administrative to strategic requires education at all levels. "We do tremendous client education," Brooke explains, particularly with companies hiring their first strategic HR leader. "We show them how a CHRO can be a true strategic business enabler." This means helping companies understand that measuring HR's impact goes beyond traditional metrics to include business outcomes, employee engagement, and organizational effectiveness.
Both Michelle and Brooke emphasize that their approach at Caldwell differs from traditional search firms. "There is too much in our industry of 'this is our process, you're going to follow it,'" Michelle notes. Instead, they create flexible frameworks that adapt to each client's needs. It's about building true partnerships rather than vendor relationships, allowing them to be influential in searches while maintaining the personal touch that makes candidates feel valued.
Today's HR leaders don't hide in basement offices. They sit at executive tables, drive business strategy, and shape organizational futures. "While many search firms have buckled down on expenses," Brooke observes, "Caldwell is taking a unique position by investing in connection and knowledge. We're empowering our partners to facilitate broader conversations and build meaningful relationships across the HR community."
Betty's revenge? She's not just out of the basement - she's eyeing the corner office.
Betty walked so today's HR leaders could run. Ready to sprint? Get in touch to learn how Caldwell and IQTalent's combined expertise can transform your HR leadership search.