VP of HR job description.
A VP of HR leads the organization's human resources function, shaping people strategy across talent acquisition, compensation, employee relations, and organizational development. They partner with executive leadership to align HR programs with business goals and oversee HR teams across all locations or business units.
The VP of HR job description · $29
The full editable .docx — role summary, 8 worked responsibilities, qualifications, and skills, formatted for your letterhead. Delivered to your inbox within 24 hours — usually instantly.
Role: VP of HR Reports to: Chief Executive Officer or President
A VP of HR leads the organization's human resources function, shaping people strategy across talent acquisition, compensation, employee relations, and organizational development. They partner with executive leadership to align HR programs with business goals and oversee HR teams across all locations or business units.
- Set and drive the organization's overall HR and people strategy
- Partner with the executive team on workforce planning and org design
- Oversee talent acquisition, compensation, and benefits programs
What's inside the document.
One-paragraph plain-English explanation of the role's outcome and scope.
8 responsibilities phrased the way the work is actually done.
4 qualifications a candidate must have to perform on day 30.
3 qualifications that would make a candidate excellent in year two.
5 skill chips you can copy directly into your ATS.
Chief Executive Officer or President
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
The work, not the title.
- Set and drive the organization's overall HR and people strategy
- Partner with the executive team on workforce planning and org design
- Oversee talent acquisition, compensation, and benefits programs
- Lead employee relations, engagement, and retention initiatives
- Ensure compliance with employment law across all operating jurisdictions
- Build and lead the HR team, including HR business partners and specialists
- Own HR budget, systems, and vendor relationships
- Advise the CEO and board on people risk and organizational health
Required — and what would make a candidate excellent.
- Bachelor's degree in human resources, business, or related field
- 10+ years of progressive HR experience with 3+ years in senior leadership
- Deep knowledge of employment law and HR compliance
- Track record building and scaling HR functions
- Master's degree or SPHR/SHRM-SCP certification
- Experience in a high-growth or multi-site organization
- M&A or organizational restructuring experience
Eight steps from download to publish.
- 01Open the VP of HR 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.
The right document at the right moment.
Use this VP of HR 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 or President) 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.
Honest answers before you download.
- How does a VP of HR differ from a CHRO?
- In many organizations the titles are used interchangeably, but where both exist, the CHRO typically sits on the executive committee with broader strategic authority while the VP of HR runs day-to-day HR operations.
- What experience level is typical for this role?
- Most employers expect ten or more years of progressive HR experience, including several years in a senior leadership capacity managing HR teams and budgets.
Other documents in this neighbourhood.
Chief Human Resources Officer
The Chief Human Resources Officer (CHRO) leads the organization's people strategy, overseeing talent acquisition, development, compensation, and culture.
HR Director
An HR Director leads the people function for an organisation or major business unit.
HR Manager
An HR Manager runs the people function for a team or business unit — recruiting, employee relations, performance, compensation, and the day-to-day HR operation.
This VP of HR job description is a professionally drafted starting point for your hiring process and is not legal advice. Hiring practice varies by jurisdiction (e.g. pay-transparency laws differ across US states and AU jurisdictions). Adapt this document for your specific location and have employment counsel review any clauses you add before publishing. Salary varies by region, employer type, and experience. Reference BLS or current industry surveys for ranges. Full disclaimer.