Group Head of Human Resources Jobs
Group Head of Human Resources jobs are open across financial services, healthcare, technology, and manufacturing, at every level from senior HR director to chief people officer, with specializations in talent strategy, organizational development, and workforce planning. See the openings below and apply to the ones that match your experience.
Find JobsLooking for remote work? View remote group head of human resources jobs →Overview
Showing 5 of 12,942+ Group Head of Human Resources jobs
Geode Health is a rapidly growing, national provider of outpatient mental health services. Our Mission is to “Transform mental health by making it more accessible, affordable and effective”.
About the role
The Director of HR Operations owns the systems, analytics, compensation programs, and compliance processes that keep our people function running accurately and at scale. In our outpatient behavioral healthcare setting, that means supporting providers, clinical teams and corporate staff across multiple states, and the business-aligned HR processes that help the People team function as productive, collaborative partners to the business.
This leader oversees HR Systems, project manager, compliance, and analytics and compensation. They partner closely with HR Business Partners, Finance, Legal, Compliance, Credentialing, IT and operational leaders to turn HR strategy into reliable, efficient, and business aligned programs.
This leader is both strategist and hands-on contributor. They set direction for compensation, payroll and HR compliance, and they also build the models, run the analysis and deliver the cycles themselves, in close partnership with Finance.
Reports to: Chief People Officer
Direct reports: HRIS Manager/Team; HR Operations Analyst
Key responsibilities
HR Systems
- Own the HR systems ecosystem end to end, including core HR functions; hiring, compensation, performance management, absence, time tracking, payroll integrations, recruiting and related modules.
- Partner with the Workday Manager to configure, test and manage system updates, including feature releases,with documented testing and sign-off for changes that affect pay or compliance.
- Partner with Workday Manager to design business processes, security roles and data governance to protect data, in line with HIPAA and internal privacy standards.
- Oversee integrations with payroll, benefits carriers, credentialing, scheduling and timekeeping systems used by staff and clinical teams.
- Ensure time tracking and pay rules are configured to meet state wage and hour requirements, including overtime, meal and rest breaks, and PTO accrual rules.
- Manage vendor and implementation partner relationships, including contracts, SLAs and roadmap planning.
Compensation and Performance Management
- Partner with Finance and executive leadership on compensation strategy, and lead compensation insights for clinical teams and corporate staff, including base pay, productivity, incentive and bonus plans.
- Partner with Finance to model plan costs, set compensation budgets and forecast labor spend, so pay decisions are tied to the financial plan.
- Own the salary structures, pay ranges and job architecture (job families, levels and titles), and the job evaluation approach for new and changing roles.
- Lead and run the full calendar of performance and compensation cycles, working with Finance on budgets, accruals and payout reconciliation, including:
- Annual performance reviews, calibration and staff merit and market adjustments
- Monthly or quarterly team incentive and productivity payouts
- Twice-yearly provider compensation reviews
- Bonus, retention, one-time, and recurring programs as needed
- Partner with Payroll and Finance so payouts are accurate, on time and correctly accounted for; oversee program documentation, administration, reporting and audits.
- Set the standard for plan documents, program guides, manager training and pay communications - oversee the compensation support model, using trends in questions and discrepancies to improve guides, training and plan design.
HR Compliance and Controls
- Ensure compensation packages and structures are fair, consistent, and compliant with all applicable laws and statutes, including pay transparency.
- Own FLSA classification for all roles, including exempt and non-exempt determinations and run periodic classification audits as roles and state salary thresholds change.
- Maintain internal controls across HR systems and payroll, including segregation of duties, approval workflows, audit trails, and support internal and external audits, agency inquiries and accreditation surveys.
- Partner with Finance and Payroll to support accurate, timely, and compliant payroll and payroll processes, controls, and audits across all pay groups and states.
HR Analytics and Reporting
- Own HR reporting and analytics, covering headcount, turnover, retention, time-to-fill, labor cost and provider productivity.
- Lead the build, maintenance and refresh of workforce dashboards and recurring reports for executive and operational leaders.
- Act as the senior HR data liaison: set metric definitions and data quality standards in HR systems, and manage intake for ad hoc data requests across the business.
- Own regulatory and accreditation reporting, including EEO-1, state pay data reports, ACA reporting and any workforce requirements of any accrediting group.
- Serve as the main liaison between Operations, HR and Finance on compensation, workforce planning and position management.
HR Project Management
- Lead the HR project portfolio, including intake, prioritization, timelines, resourcing and status reporting; own compensation, compliance, payroll, analytics and systems projects from start to finish.
- Coordinate stakeholders across Operations, Finance, Legal, IT and HR, and keep leaders informed on progress and risks.
- Apply change management practices so new processes and tools are adopted across provider, clinical and corporate teams.
- Drive continuous improvement and documented standard operating procedures across HR operations and payroll.
Qualifications
Required
- 10+ years of progressive experience in HR operations, HRIS, compensation or payroll, including 5+ years leading teams in a combined HR operations leadership role.
- Hands-on Workday HCM experience, including configuration, business processes, security and reporting.
- Hands-on experience designing, modeling and running compensation programs, including salary structures, annual merit cycles and productivity or incentive plans, in close partnership with Finance.
- Working knowledge of FLSA, multi-state wage and hour law, pay equity and pay transparency requirements, ACA employer reporting and data privacy requirements, including HIPAA.
- Experience designing and maintaining internal controls and supporting internal or external audits.
- Strong analytical skills and experience building workforce reporting and dashboards.
- Proven track record leading complex, cross-functional HR projects from planning through adoption.
- Bachelor's degree in Human Resources, Business, Finance, Information Systems or a related field, or equivalent experience.
Compensation: $170,000 + 25% annual bonus
Estimated earnings:
$170,000.00-$175,000.00Geode Health is a rapidly growing, national provider of outpatient mental health services. Our Mission is to “Transform mental health by making it more accessible, affordable and effective”.
About the role
The Director of HR Operations owns the systems, analytics, compensation programs, and compliance processes that keep our people function running accurately and at scale. In our outpatient behavioral healthcare setting, that means supporting providers, clinical teams and corporate staff across multiple states, and the business-aligned HR processes that help the People team function as productive, collaborative partners to the business.
This leader oversees HR Systems, project manager, compliance, and analytics and compensation. They partner closely with HR Business Partners, Finance, Legal, Compliance, Credentialing, IT and operational leaders to turn HR strategy into reliable, efficient, and business aligned programs.
This leader is both strategist and hands-on contributor. They set direction for compensation, payroll and HR compliance, and they also build the models, run the analysis and deliver the cycles themselves, in close partnership with Finance.
Reports to: Chief People Officer
Direct reports: HRIS Manager/Team; HR Operations Analyst
Key responsibilities
HR Systems
- Own the HR systems ecosystem end to end, including core HR functions; hiring, compensation, performance management, absence, time tracking, payroll integrations, recruiting and related modules.
- Partner with the Workday Manager to configure, test and manage system updates, including feature releases,with documented testing and sign-off for changes that affect pay or compliance.
- Partner with Workday Manager to design business processes, security roles and data governance to protect data, in line with HIPAA and internal privacy standards.
- Oversee integrations with payroll, benefits carriers, credentialing, scheduling and timekeeping systems used by staff and clinical teams.
- Ensure time tracking and pay rules are configured to meet state wage and hour requirements, including overtime, meal and rest breaks, and PTO accrual rules.
- Manage vendor and implementation partner relationships, including contracts, SLAs and roadmap planning.
Compensation and Performance Management
- Partner with Finance and executive leadership on compensation strategy, and lead compensation insights for clinical teams and corporate staff, including base pay, productivity, incentive and bonus plans.
- Partner with Finance to model plan costs, set compensation budgets and forecast labor spend, so pay decisions are tied to the financial plan.
- Own the salary structures, pay ranges and job architecture (job families, levels and titles), and the job evaluation approach for new and changing roles.
- Lead and run the full calendar of performance and compensation cycles, working with Finance on budgets, accruals and payout reconciliation, including:
- Annual performance reviews, calibration and staff merit and market adjustments
- Monthly or quarterly team incentive and productivity payouts
- Twice-yearly provider compensation reviews
- Bonus, retention, one-time, and recurring programs as needed
- Partner with Payroll and Finance so payouts are accurate, on time and correctly accounted for; oversee program documentation, administration, reporting and audits.
- Set the standard for plan documents, program guides, manager training and pay communications - oversee the compensation support model, using trends in questions and discrepancies to improve guides, training and plan design.
HR Compliance and Controls
- Ensure compensation packages and structures are fair, consistent, and compliant with all applicable laws and statutes, including pay transparency.
- Own FLSA classification for all roles, including exempt and non-exempt determinations and run periodic classification audits as roles and state salary thresholds change.
- Maintain internal controls across HR systems and payroll, including segregation of duties, approval workflows, audit trails, and support internal and external audits, agency inquiries and accreditation surveys.
- Partner with Finance and Payroll to support accurate, timely, and compliant payroll and payroll processes, controls, and audits across all pay groups and states.
HR Analytics and Reporting
- Own HR reporting and analytics, covering headcount, turnover, retention, time-to-fill, labor cost and provider productivity.
- Lead the build, maintenance and refresh of workforce dashboards and recurring reports for executive and operational leaders.
- Act as the senior HR data liaison: set metric definitions and data quality standards in HR systems, and manage intake for ad hoc data requests across the business.
- Own regulatory and accreditation reporting, including EEO-1, state pay data reports, ACA reporting and any workforce requirements of any accrediting group.
- Serve as the main liaison between Operations, HR and Finance on compensation, workforce planning and position management.
HR Project Management
- Lead the HR project portfolio, including intake, prioritization, timelines, resourcing and status reporting; own compensation, compliance, payroll, analytics and systems projects from start to finish.
- Coordinate stakeholders across Operations, Finance, Legal, IT and HR, and keep leaders informed on progress and risks.
- Apply change management practices so new processes and tools are adopted across provider, clinical and corporate teams.
- Drive continuous improvement and documented standard operating procedures across HR operations and payroll.
Qualifications
Required
- 10+ years of progressive experience in HR operations, HRIS, compensation or payroll, including 5+ years leading teams in a combined HR operations leadership role.
- Hands-on Workday HCM experience, including configuration, business processes, security and reporting.
- Hands-on experience designing, modeling and running compensation programs, including salary structures, annual merit cycles and productivity or incentive plans, in close partnership with Finance.
- Working knowledge of FLSA, multi-state wage and hour law, pay equity and pay transparency requirements, ACA employer reporting and data privacy requirements, including HIPAA.
- Experience designing and maintaining internal controls and supporting internal or external audits.
- Strong analytical skills and experience building workforce reporting and dashboards.
- Proven track record leading complex, cross-functional HR projects from planning through adoption.
- Bachelor's degree in Human Resources, Business, Finance, Information Systems or a related field, or equivalent experience.
Compensation: $170,000 + 25% annual bonus
Estimated earnings:
$170,000.00-$175,000.00Group Head of Human Resources Jobs by Experience Level
See All 12,942+ Group Head of Human Resources Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsGroup Head of Human Resources Job Market
Who's Hiring
- Amazon285
- State of Florida129
- YMCA116
- Intuit104
- Crunch Fitness91
Top Industries Hiring
- Technology & Software220
- Healthcare & Medical Services129
- Banking & Financial Services52
- Education39
- Manufacturing39
What Employers Look For
The qualifications that appear most often in group head of human resources jobs.
- 15 or more years of progressive HR leadership experience across multiple functions or business units
- Proven experience leading HR teams at a group, divisional, or enterprise level
- Deep expertise in talent management, succession planning, and organizational design
- SHRM-SCP or SPHR certification strongly preferred or required
- Experience partnering with C-suite executives and boards on people strategy
- Demonstrated ability to lead HR through mergers, acquisitions, or large-scale transformation
Tips for Your Group Head of Human Resources Job Search
Quantify workforce impact on your resume
Hiring managers for this role want to see scale. Replace vague statements with numbers: how many employees you led HR for, how much you reduced turnover, and how many direct reports sat on your HR leadership team.
Align your resume to the board agenda
Group-level HR heads are expected to advise boards and C-suites on people strategy. Reframe your experience around workforce transformation, executive succession planning, and culture initiatives that tied directly to business outcomes.
Target companies in active transformation
Roles at this level open most often during mergers, rapid growth phases, or post-restructuring. Search for openings at companies that have recently announced acquisitions, expansions, or leadership changes, then tailor your cover letter to that context.
Apply early to roles that fit
Migrate Mate lists group head of human resources openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a people-strategy case study for interviews
Expect panel interviews where you present a real initiative you led: the business problem, your HR solution, and the measurable result. Having a polished, concise case study ready shows executive presence and strategic thinking, not just operational competence.
Negotiate total compensation, not just base pay
At the group head level, long-term incentives, equity, and performance bonuses often make up a significant share of total compensation. Understand the full package before you respond to any offer, and confirm vesting schedules and performance metrics in writing.
Group Head of Human Resources Jobs: Frequently Asked Questions
Which companies are hiring the most group head of human resourcess?
Amazon, State of Florida, and YMCA are hiring the most group head of human resourcess right now, with openings concentrated in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Demand is especially strong in financial services, healthcare systems, and large multinational organizations undergoing workforce transformation.
How many group head of human resources jobs are remote?
About 55% of group head of human resources openings are fully remote or hybrid as of November 2026, though fully on-site arrangements remain common given the board-level visibility the role requires. Sub-functions like HR technology strategy, total rewards design, and global policy development tend to offer the most location flexibility within this leadership tier.
How do you become a group head of human resources?
Most people who reach this role build experience across several HR disciplines, including talent acquisition, employee relations, compensation, and HR business partnering, before moving into senior leadership. Progressing through roles like HR business partner, HR director, and vice president of people builds the enterprise perspective this position demands. Advanced credentials like an MBA or SHRM-SCP certification and demonstrated experience leading teams through organizational change strengthen candidacy significantly.
Can I get a group head of human resources role with limited senior leadership experience?
Getting hired directly into a group head of human resources role without prior senior HR leadership experience is rare, but stepping into the role at a smaller organization or during a period of rapid growth is a realistic entry point. Candidates who have led an HR function end-to-end, even at a mid-size company, and can show measurable business impact often compete effectively against candidates with more conventional credentials.
What does the group head of human resources interview process look like?
The process typically involves an initial screening with a talent acquisition partner or chief of staff, followed by interviews with the CEO or COO, the board's compensation committee, and key business unit leaders. Candidates are often asked to present a people strategy or workforce transformation case study. Final rounds may include a culture and values assessment and reference checks with former board members or C-suite colleagues.
Where can I find and apply to group head of human resources jobs?
You can find and apply to group head of human resources jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your background and apply directly to each one that fits your experience and target industry.
See All 12,942+ Group Head of Human Resources Jobs
Find roles that match your experience and apply in just a few clicks.
Find Jobs