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Discover the 5 Myths Sabotaging Your Hiring Strategy

COMPANY OVERVIEW
  • Industry Leader in Release Liners
  • 2,000 Employees
  • 115 Year History (Renamed to Loparex in 2001)
  • PE Owned
  • $750 Million Annual Revenue

Loparex is the world’s leading developer, marketer, and producer of release liners in the merchant market. The company leverages decades of application know how, industry leading material science expertise and a processing toolbox to create competitive advantage. With a diverse and expanding range of end markets, healthy growth rates and highly favorable secular trends, Loparex is on a path to extraordinary, sustained growth. With the 2019 acquisition of Infiana, a leading international release liner and engineering film company, Loparex is furthering its stated intent to become the universal release liner solutions provider of choice. Supported by its private equity financial sponsor, Pamplona Capital Management, Loparex has the ambition and resources to grow, improve and acquire its way beyond release liners to become a specialty materials/functional coatings company.

THE CHALLENGE

Facing the same challenges that many organizations encounter when acquiring and integrating new companies, Simon Medley, Loparex CEO, was concerned about retaining their company culture and identity while continuing to cultivate a high-performance organization. While Loparex possessed a strong stable of Human Resource leaders, the CEO knew that it would be crucial to identify a Chief Talent and Culture Officer (CHRO) who had successfully steered a business through the rapid growth that comes with large scale acquisitions and integrations.

THE SOLUTION

Through the execution of Ropella’s SMART Search System a national search was conducted to uncover, engage, recruit, and assess a group of best-in-class Chief Human Resource Officers who have experience leading business through large scale acquisitions and integrations while also developing strategies to retain key leaders, hire ‘A’ players, and develop talent globally. Equally important, these executives were from leading manufacturers who possessed an intimate knowledge of the unique challenges facing a rapidly growing global manufacturer.

DELIVERABLES

OPPORTUNITY
MARKETING PIECE

Custom created for Loparex, the Opportunity Marketing Piece was used to attract passive (employed and not looking) candidates from a select group of highly targeted companies. The Opportunity Marketing Piece enabled Ropella’s Executive Search Consultants to present a world class overview of Loparex, the unique challenges facing the new CHRO, and the incredible opportunity to join a rapidly growing leading manufacturer.

DELIVERABLES

SKILL SURVEY

Custom created, the Skill Survey equipped our Executive Search Consultants to effectively gather information from a large pool of candidates. Helping us identify and select for submission only the most qualified ‘A’ players.

DELIVERABLES

SCORECARD

Ropella thoughtfully scored all candidates as we moved through the screening and interview process using a custom created Score Card. The Score Card took into account each candidate’s skills and experience, cultural dynamic, management style, compensation and relocation fit.

DELIVERABLES

COMPENSATION
COMPARISON CALCULATOR

Our proprietary Compensation Comparison Calculator merges the variety of complex compensation factors into one report. This allows for easy comparison of current and competing offers, to ensure our client didn’t lose the perfect candidate to any counter offers or competitors.

RESULTS DELIVERED

Ropella identified over 750 target companies and engaged with more than 950+ prospects nationally on behalf of Loparex. Resumes from nearly 100 viable candidates were generated, 70 of which were interviewed by Ropella, and the top six finalists were submitted and interviewed by our client.

With multiple A-player candidates interviewed, the CEO expressed they could have hired any of the top three candidates with a strong likelihood of long-term success. For final candidate selection, Ropella used behavioral based interview questions and Hogan assessments to make the right hire. Ultimately, Loparex chose a transformational HR executive with the exact background and values that were critical for this role. The chosen executive was a diversity candidate who happened to be near Loparex headquarters and brought a well-rounded business background to the leadership team.

Looking for a specific case study from a company or industry we’ve worked within the past? Reach out and we will be happy to provide that for you.

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