How does an SVP of HR differ from an HR director?

The SVP typically sits on the senior executive team and owns overall people strategy and budget, while an HR director usually manages a specific HR function or region under that strategy.

What experience level should employers require?

This is a senior executive role, so employers generally require extensive HR leadership experience, including direct experience managing other HR leaders and advising senior executives.

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SVP of Human Resources job description.

The SVP of Human Resources is a senior executive who sets and leads the organization's people strategy, spanning talent acquisition, compensation, employee relations, and organizational development. They serve as a key advisor to the CEO and board on workforce planning, culture, and risk, while overseeing the HR leadership team and function-wide budget. The role requires broad HR expertise combined with strong executive-level business judgment.

9 responsibilities·5 required + 3 preferred·US + AU

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The full editable .docx — role summary, 9 worked responsibilities, qualifications, and skills, formatted for your letterhead. Delivered to your inbox within 24 hours — usually instantly.

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HumanResourcely · Vol. I

SVP of Human Resources — Job Description

Role: SVP of Human Resources Reports to: Chief Executive Officer

1. Key responsibilities

Set and lead the organization's overall human resources and people strategy
Advise the CEO and executive team on workforce planning, culture, and organizational risk
Oversee talent acquisition, compensation and benefits, employee relations, and HR operations leadership

Full document with email opt-in

Composition

What's inside the document.

01Role summary

One-paragraph plain-English explanation of the role's outcome and scope.

02Responsibilities

9 responsibilities phrased the way the work is actually done.

03Required qualifications

5 qualifications a candidate must have to perform on day 30.

04Preferred qualifications

3 qualifications that would make a candidate excellent in year two.

05Skills

6 skill chips you can copy directly into your ATS.

06Reporting line

Chief Executive Officer

What you receive

A complete document set.

Word document (.docx) — fully editable
PDF — signature-ready
Google Docs — one-click copy to your Drive
12 months of updates to this document
Commercial-use licence for internal and client work

Responsibilities at a glance

The work, not the title.

Set and lead the organization's overall human resources and people strategy
Advise the CEO and executive team on workforce planning, culture, and organizational risk
Oversee talent acquisition, compensation and benefits, employee relations, and HR operations leadership
Own the HR function's budget and resource planning
Lead succession planning and executive talent development
Guide policy decisions on compliance, workplace conduct, and employment practices
Represent HR in board and senior leadership discussions
Drive organizational design and change-management initiatives during growth or restructuring
Mentor and develop the HR leadership team

Qualifications

Required — and what would make a candidate excellent.

Required

Bachelor's degree in human resources, business administration, or a related field; advanced degree often preferred
Extensive senior HR leadership experience, including managing HR leaders
Demonstrated experience advising executive leadership and boards on people strategy
Strong knowledge of employment practices, compensation, and organizational development
Excellent executive communication and stakeholder management skills

Preferred

MBA or master's degree in human resources or organizational development
Senior HR certification (e.g., SPHR, SHRM-SCP)
Experience leading HR through significant organizational change, such as mergers or rapid growth

Skills

HR strategy and leadershipexecutive advisingorganizational designcompensation and benefits oversightchange managementboard and stakeholder communication

How to use this template

Eight steps from download to publish.

01Open the SVP of Human Resources job description in Word or your one-click Google Docs copy.
02Replace placeholders for company name, reporting line, and location with your specifics.
03Tighten the summary to one paragraph that names the team's outcome, not just the role.
04Edit the responsibilities to match the actual scope of the seat — aim for 6 to 8 items, not 12.
05Separate required qualifications from preferred. Required is what a candidate must have to do the work on day 30; preferred is what would make them excellent in year two.
06Add salary range guidance using BLS, Payscale, or your own band data — do not copy generic figures.
07Have the hiring manager and one peer read it. Cut anything that wouldn't survive a candidate question.
08Publish to your ATS, intranet, and external careers page.

When to use this template

The right document at the right moment.

Use this SVP of Human Resources job description any time you are opening or reopening a seat at this level. The executive band sets the calibration — copy the document, tighten it to your specific scope, and circulate to the hiring panel before the first interview.

The reporting line (Chief Executive Officer) and skills list are starting points. Override either if your org structure or stack differs from the norm — the template is a draft, not a contract.

FAQ

Honest answers before you download.

How does an SVP of HR differ from an HR director?: The SVP typically sits on the senior executive team and owns overall people strategy and budget, while an HR director usually manages a specific HR function or region under that strategy.
What experience level should employers require?: This is a senior executive role, so employers generally require extensive HR leadership experience, including direct experience managing other HR leaders and advising senior executives.

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