Automotive HR Support | Intelligence

BESPOKE TALENT SOLUTIONS

In every organisation, leaders are constantly navigating the balance between Market, Customer, People, and Commercial—the MCPC challenge. While data drives decisions in most of these areas, the ‘People’ element remains the most complex and often the least structured. That’s where our partnership with Stevie Fine, Managing Director of Inspire, comes in. Combining deep expertise in executive search, leadership development, and organisational psychology, we provide bespoke talent solutions that bring clarity to the people element of your organisation – restoring balance and unlocking long-term value.

Lynda Ennis, CEO & Co-Founder Ennis & Co Group

Lynda Ennis brings a global, cross-industry perspective shaped by a diverse career spanning hospitality, automotive, financial services, and talent consultancy. She held senior international roles at ING Lease and Manpower before founding Ennis & Co in 2010 to redefine executive search with a more human, values-driven approach. Lynda’s strategic mindset and commitment to inclusivity have driven consistent business growth and built a trusted brand in leadership and talent solutions.

Stevie Fine , Managing Director Inspire

Stevie Fine is an expert in leadership development and organisational psychology, with a background in executive coaching, assessment, and succession strategy. He has worked extensively with senior leaders and boards to design and implement impactful talent solutions across industries. Stevie is known for his ability to blend analytical insight with deep human understanding—helping organisations navigate complexity and build future-fit leadership.

Our solutions

We offer end-to-end talent support through a range of services, including:

Leadership assessment and development

Assessment Tools: Use of psychometric tests, 360-degree feedback, and interviews to evaluate leadership potential.
Gap Analysis: Identifying current leadership strengths and weaknesses.
Talent Mapping: Creating a profile of high-potential candidates and their readiness for advancement.
Development Plans: Crafting personalised development strategies for emerging leaders.
Leadership Development & Executive Teambuilding: Design bespoke programmes that develops the capabilities of Leaders and their Teams

Succession planning strategy

Strategic Alignment: Aligning leadership needs with the organisation’s long-term vision and business objectives.
Risk Mitigation: Identifying potential risks to leadership continuity and preparing for unexpected leadership changes.
Scenario Planning: Developing multiple succession scenarios to address various organizational challenges.
Board and CEO Collaboration: Engaging senior leadership and boards in developing and approving succession plans.

Talent identification and mapping

Internal Talent Evaluation: Assessing current leadership and identifying potential internal candidates for future roles.
Global Talent Search: Searching for external leaders from different industries and geographies.
Succession Pool Creation: Building a diverse pool of potential candidates for key leadership roles.
Talent Market Insights: Providing intelligence on the availability and movement of top executives globally.

Benchmarking and industry insights

Competitive Analysis: Comparing an organisation’s leadership structure to industry benchmarks.
Best Practices: Sharing leading practices in succession planning from various sectors.
Leadership Trends: Offering insights into emerging trends, such as diversity in leadership or evolving skill requirements.
Succession Metrics: Providing data on the effectiveness of succession planning in similar organizations.

Cultural fit and organisational alignment

Cultural Assessment: Analysing an organization’s values, mission, and leadership culture.
Alignment Tools: Ensuring potential successors align with both organizational values and business strategy.
Cultural Integration: Supporting seamless transitions by considering how new leaders will adapt to the existing culture.
Long-Term Cultural Preservation: Ensuring succession decisions maintain the company’s culture over time.

Executive coaching and onboarding

Personalised Coaching: Offering leadership coaching to help executives transition into new roles or develop within existing.
Performance Support: Helping new leaders or Executive Teams define goals and create action plans to succeed.
Onboarding Programs: Tailoring onboarding processes to ensure smooth leadership transitions.
Mentoring: Providing mentorship to new executives from seasoned leaders within or outside the organization.

How you can work with us

AD-HOC TALENT SOLUTIONS

Access specific services on a short-term basis to meet immediate leadership needs.

BLENDED TALENT SOLUTIONS

Combine multiple services into a tailored program that addresses broader leadership and succession needs.

RETAINED TALENT SOLUTIONS

Partner with us long-term to co-create and deliver ongoing leadership and succession strategies aligned with your mission.

Our methodology

SCOPE OF WORK

We begin by engaging closely with your team to fully understand the scope of work, organisational context, and specific leadership or talent challenges. This stage may include an in-person meeting to ensure we capture both immediate needs and strategic priorities.

PROPOSAL

Based on our discovery, we provide a tailored proposal outlining our recommended approach, key deliverables, timelines, and associated costs. The proposal is designed to be flexible and collaborative, ensuring it aligns with your goals and expectations.

PROJECT EXECUTION

Upon approval, we initiate the project, keeping communication clear and consistent throughout. We deliver against agreed milestones, providing updates and engaging relevant stakeholders as needed to ensure momentum and alignment.

Discover how bespoke talent solutions can move your business forward.