Allura Partners Expands HR Executive Search Capabilities with Roxane Sexton
Allura Partners’ new addition to the Executive Search team could not have come at a better time. With confidence returning to the market and recognition of the critical role HR leaders play, Roxane Sexton's expertise will build on Allura Partners' capacity to connect organisations with top-tier HR talent, including Chief People Officers, HR Directors and functional HR leaders.
Roxane will join the growing HR offering at Allura Partners, drawing on her extensive experience and relationships built while working across various sectors, including professional services, financial services, technology, and consumer goods.
“I've been recruiting across all HR functions, from Talent to Reward, supporting a mix of global and multinationals, private enterprises and ASX-listed corporations"
This broad exposure, combined with a stint in HR on the corporate side, has given Roxane valuable insights into what organisations need from their HR leaders and how the function is evolving.
Aligning Experience with Opportunity
For Roxane, joining Allura Partners was a natural evolution in her career—one that leverages her track record and relationships with senior HR talent. "As they advance in their careers, I'm able to continue supporting them as they step into C-suite roles." She explained.
She was drawn to Allura Partners' executive search model, which focuses on key leadership roles across functions rather than being limited to industry verticals. She also highlighted the firm's private equity expertise as a key differentiator, connecting high-calibre PE-style talent with organisations that demand transformative leadership.
Roxane joins Allura Partners at a time when talent has climbed up CEO and board agendas.
The pandemic already raised the profile of HR to a more strategic partner in driving organisational resilience, and now, with the impact of AI, M&A activity increasing, regulatory changes, and shifting employee expectations, HR leaders need to move further beyond managing people processes, be central to executive level decision, driving transformation and change.
This elevation is reflected in what candidates look for when considering new roles.
One of the first things HR leaders ask is who the role reports to and whether HR truly has a seat at the table. They want to know if HR is seen as a strategic partner by the C-suite and if the CEO genuinely understands the link between people, culture, and business growth.
Delivering the Right Leadership at the Right Time
Although the CPO position has evolved, foundational people operations often remain a priority for smaller, high-growth PE operating companies. The strategic and commercial demands of the role will shift at different stages of the business journey, and the requirements of a small company differ from those of a large company.
Our goal is to provide tailored solutions for all. Business readiness is fundamental, and we must address both current needs and future state. And that may be with a hands-on CPO or Head of P&C with proven ability in start-ups or scale-ups.
Navigating The Industrial Relations Landscape
Roxane notes that the pace of change in recent years has accelerated significantly, nearly doubling compared to the previous 10–15 years. Major reforms such as Right to Disconnect laws, Respect@Work legislation, stricter psychosocial safety requirements, and the criminalisation of wage theft have reshaped the landscape. These are more than procedural updates; they introduce substantial financial and operational business risks.
“A core part of a HR’s role is risk management and compliance,” she explains. “That means staying ahead of legislative shifts. Getting this wrong can lead to hefty fines, reputational damage, and even legal consequences, as we’ve seen with recent high-profile wage underpayment cases.”
Strong HR leadership is essential, particularly for companies undergoing transformation and growth.
Meeting Diverse Organisational Needs
Although more companies recognise the value of investing in senior HR leaders, Roxane said, "that doesn't mean they must rush out and invest in a full-time hire from day one. Instead, fractional and interim HR leadership can be particularly valuable in these scenarios, providing senior expertise on a flexible basis."
“My goal is always to work with our clients to find the best solution for their needs," Roxane explained.
As part of Allura Partners' Executive Search team, Roxane is passionate about connecting organisations with HR leaders who drive strategic value. Whether you're an HR professional seeking a new role or a business looking for leadership talent to support growth, transformation, or turnaround, contact us.