Executive Placement Services

The Vendor is required to provide executive search firm to lead the recruitment of an assistant vice president (AVP) of total rewards.
- Strategic discovery, role definition, and search foundation
• Meet with PXC leadership and key organizational stakeholders to understand the strategic context of the AVP of total rewards role, including compensation philosophy, organizational culture, leadership expectations, and long‑term workforce priorities.
• Identify and define the leadership competencies, technical capabilities, behavioral attributes, and success indicators required for an executive‑level total rewards leader within a complex organization.
• Develop a strategic recruiting plan that outlines the sourcing methodology, targeted candidate profiles, diversity and inclusion strategies, market approach, and milestone‑based timeline for executing the search.
• Create a detailed and compelling position specification that clearly reflects the role’s leadership expectations, organizational culture, required competencies, and alignment with the airport’s mission and strategic direction.
- Talent identification and sourcing strategy
• Conduct proactive outreach using industry networks, executive platforms, competitive talent mapping, and market research to identify qualified and diverse candidates.
• Prioritize candidates with proven experience leading enterprise total rewards functions in large, complex organizations; experience in public sector or quasi‑government environments is preferred but not required.
• Conduct inclusive and bias‑aware sourcing practices consistent with industry standards to ensure broad and diverse representation in the candidate pool.
• Assess all applicants received through the airport’s career portal, direct referrals, or external sourcing, ensuring all candidates are screened consistently.
- Candidate screening, evaluation, and vetting
• Conduct structured, competency‑based interviews evaluating leadership capability, total rewards technical proficiency, strategic thinking, and cultural alignment.
• Evaluate candidates for readiness to lead enterprise-wide total rewards functions including compensation, benefits governance, HR analytics, and workforce planning, aligned with the airport’s strategic objectives.
• Perform preliminary reference checks to verify employment history, education, technical accomplishments, and overall qualifications.
• Maintain timely and professional candidate communications throughout the search process and notify interviewed candidates of their status upon conclusion of the search.
• Provide a one year placement guarantee for any candidate placed.
• If the placed candidate voluntarily resigns or is involuntarily separated for performance-related reasons within twelve (12) months of placement, the firm shall conduct one replacement search at no additional professional fee.
• Provide comprehensive candidate profiles including resumes, experience summaries, leadership assessments, and compensation information provided and validated through the firm's screening process.
- Marketing insights, reporting, and search updates
• Submit a total rewards‑specific talent market analysis within thirty (30) business days of finalizing the position specification.
• The report shall include compensation benchmarks, talent availability, diversity representation, and relevant industry trends.
• Provide regular status updates regarding candidate pipeline activity, market feedback, search risks, and overall progress while maintaining timely communication with the airport's designated representative.
- Candidate slate development, selection support, and continuity
• Present candidate slates aligned with the approved position specification and competency profile.
• Coordinate interview logistics, scheduling, stakeholder engagement, and candidate communications.
• Conduct enhanced reference checks and additional vetting as requested by the airport.
• Facilitate candidate debriefs and provide comparative analysis to support decision‑making.
• Ensure professional and timely wrap‑up of all candidate communication upon conclusion of the search.