The challenges facing the Head of Sustainability
Building a strategy whose impact can be measured and that serves the company's ambitions.
in revenue in our latest sustainability mandate in industry
the year sustainability became a global strategic lever
scientific and RH&M, where BCP Partners sits as an expert
Building real impact, not greenwashing
David Kracov
Combining performance and sustainability
The Head of Sustainability builds policies that balance economic objectives, environmental commitment and social impact, with a long-term view.
Managing risk and reputation
Faced with heightened stakeholder demands, they anticipate drift, head off greenwashing and protect the reputation of the company.
Bringing people together around a shared vision
They engage employees, partners and executives in a responsible drive, grounded in transparency, innovation and cultural change.
Recruit a leader with positive impact
We identify and recruit the leaders your organisation needs. Every search starts from your context and from the balance of the team already in place. You then receive a reasoned shortlist, with the points that deserve attention, not a catalogue of CVs.
What you can count on
The commitments we make to you.
- 01 Proven sector expertise
- 02 A network of highly qualified leaders
- 03 A search perimeter defined with you, assignment by assignment
- 04 Guaranteed discretion and confidentiality
- 05 Integration followed for a full year
Building a sustainability department aligned with sustainable development ambitions
A fast-growing industrial company set out to build a sustainability department aligned with its sustainable development ambitions. BCP Partners stepped in to help design the organisation and recruit the right profiles.
Faced with heightened pressure from regulators and clients, a pharmaceutical group set out to go beyond the regulatory minimum by creating a structured sustainability department built into its growth strategy.
Audit the existing arrangements, define the target governance and recommend sustainability profiles able to embody the sustainability strategy and engage with international bodies.
An agile and complementary organisation, combining scientific, regulatory and business expertise, operational from day one and recognised for its impact on the group's cultural transformation.
Vos questions sur ce recrutement
Nine of our assignments out of ten conclude in under two months, and 35% within one month, timings measured from the signature of the mandate to the acceptance of the offer. In a young market where solid profiles are rare, our presence on scientific committees and within RH&M gives us a direct reading of the builders who genuinely create value. Our interviews make the difference when tested against the facts. The data produced, the audits gone through, the trade-offs won or lost against operational departments. A communicator recounts an ambition, a builder describes systems put in place and resistance overcome. Cross-checked references, taken from neighbouring functions, confirm or contradict what the interview suggests. The initial scoping, for its part, never compresses. It is what secures the final decision.
Yes. We recruit the Head of Sustainability and their inner circle. Sustainability managers, CSRD reporting specialists, duty of vigilance officers. Profiles able to produce data that stands up to challenge, not spokespeople. We also support mid-caps building the function around a first sustainability manager. The demands of evaluation do not vary with the size of the role, because a first sustainability hire commits the shape of the function for years. The initial scoping matters even more there, whether the role reports to general management in order to carry weight across the organisation, or sits within the office of the company secretary to bring the function closer to the regulatory side. We settle that point with you before the search, because it governs both the profiles within reach and their success in your organisation.
Along the lines of specialist executive search. A fixed fee or a percentage of the annual remuneration for the role, invoiced in three instalments (at launch, on presentation of the shortlist, on signature). Fees are set out in writing before the mandate, with no hidden extras. The in-depth assessment, the personality tests, the cross-checked references and the integration follow-up are all included. Transparency applies to the rules, confidentiality to the amounts. A failed hire on a sustainability function costs a great deal more. Weakened sustainability reporting, credibility to rebuild, the fresh start. Our fees are measured against what they prevent. The detail of our rules, guarantee and off-limits included, is set down in black and white on our method page.
Six months of replacement guarantee, written into every mandate. If the candidate recruited leaves the role during that period, we take the assignment back on with no new fees. The conditions, including termination at the employer's initiative, appear in black and white in the mandate. In sixteen years, that clause has been invoked only twice, in both cases for personal reasons on the candidate's side, never for an error of judgement. That solidity owes nothing to chance. It rests on the initial scoping, the in-depth assessment and the cross-checked references that precede every presentation, then on the integration follow-up that continues for a year after signature. The guarantee protects your decision. Our method makes sure it almost never has to.