Vice President Of Human Resources Jobs
Vice President Of Human Resources jobs are open across healthcare, financial services, technology, manufacturing, and professional services, at every level from senior director to chief people officer, with specializations in talent acquisition, total rewards, and HR business partnering. Find a role that fits from the openings below and apply directly.
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About Hawke Media
Hawke Media is an outsourced CMO and marketing consultancy built on the belief that every modern business deserves access to exceptional marketing expertise. We develop customized, data-driven strategies that help brands launch, scale, and strengthen their businesses.
Our integrated teams work across the customer journey, bringing together strategy, creative, media, lifecycle marketing, content, web, analytics, and other specialized capabilities. We put client success first and value accountability, collaboration, curiosity, and measurable impact.
The Opportunity
We are seeking a hands-on Vice President, People Operations to lead the People function for our approximately 150-person organization during a period of significant growth and acquisition activity.
As the company’s senior People executive, the VP will serve as a strategic advisor to the leadership team while overseeing the full employee experience, including People Operations, talent acquisition, employee relations, payroll, benefits, compliance, performance management, compensation, organizational development, and culture.
A critical part of this role will be building the people infrastructure required to support continued growth. This includes leading the people side of acquisitions, integrating acquired teams, aligning titles and job levels, establishing career paths, standardizing job descriptions, developing a scalable compensation framework, and helping shape the company’s future organizational structure.
The VP will lead, mentor, and develop a team of two HR professionals and one recruiter and must be comfortable moving between executive-level strategy and hands-on execution. The ideal candidate is a practical, business-minded leader who can build for the future while ensuring that the company’s day-to-day People operations remain effective, compliant, and responsive.
Responsibilities
Executive Leadership and People Strategy
- Serve as the company’s senior People executive and a trusted advisor to the executive leadership team, managers, and employees.
- Develop and execute a People strategy aligned with the company’s business objectives, growth plans, and acquisition activity, including workforce planning, organizational development, and key People initiatives.
- Participate in company planning and decision-making, bringing a workforce, organizational, and cultural perspective to key business decisions.
- Identify and advise leadership on organizational, talent, retention, compliance, and workforce risks.
- Develop executive-level reporting and recommendations related to headcount, organizational health, retention, compensation, talent, and People investments.
- Support board or investor discussions regarding organizational health, leadership, workforce risks, executive compensation, and other People matters as needed.
- Develop and manage the People Operations budget in partnership with Finance, ensuring resources and investments align with organizational priorities and business objectives.
Mergers, Acquisitions, and Integration
- Lead the People workstream for acquisitions, including due diligence, workforce assessment, risk identification, integration planning, and post-close execution.
- Assess the organizational structures, talent, compensation, benefits, employment practices, policies, and cultures of potential acquisition targets.
- Develop a repeatable People integration playbook that can support the company’s ongoing acquisition strategy.
- Lead the integration and harmonization of acquired employees, including titles, job levels, compensation, benefits, policies, systems, reporting structures, and employment practices.
- Partner with executives and functional leaders to make thoughtful organizational and talent decisions during integrations.
- Develop employee communication, retention, and change-management plans that create clarity and maintain engagement throughout the acquisition process.
- Track integration milestones, risks, employee sentiment, and retention outcomes and provide regular updates to leadership.
Organizational Design, Job Architecture, and Career Development
- Partner with the executive team to design an organizational structure that supports the company’s current needs and future growth.
- Advise on leadership layers, spans of control, decision rights, workforce capabilities, and organizational effectiveness.
- Develop and maintain a company-wide job architecture encompassing job families, levels, titles, competencies, and consistent job descriptions.
- Establish clear career paths, promotion criteria, and internal-mobility practices across functions.
- Create tools and guidance that help managers make consistent decisions regarding hiring, leveling, development, promotions, and organizational changes.
- Lead succession planning and talent-review processes for leadership and other business-critical roles.
- Identify organizational capability gaps and recommend development, hiring, or restructuring solutions.
Compensation and Performance
- Develop and maintain the company’s compensation philosophy and overall compensation strategy.
- Establish salary bands, job-leveling standards, incentive structures, promotion guidelines, and pay-governance practices.
- Ensure compensation programs are competitive, equitable, financially responsible, and aligned with the company’s talent strategy.
- Lead annual compensation planning in partnership with Finance and executive leadership.
- Oversee the performance-management framework, including goal setting, feedback, performance reviews, calibration, development planning, and performance improvement.
- Help leaders differentiate and reward performance while maintaining consistency across the organization.
- Monitor pay practices and recommend actions to address compression, inequities, retention risks, and market changes.
People Leadership and Employee Experience
- Lead, coach, and develop a People team consisting of two HR professionals and one recruiter.
- Define the future structure, capabilities, and operating model of the People function as the organization grows.
- Oversee the full employee lifecycle, including onboarding, development, performance, employee changes, leaves, and offboarding.
- Coach executives and managers on leadership, performance, employee relations, organizational effectiveness, and team dynamics.
- Establish consistent employee relations and investigation protocols, including documentation standards, escalation procedures, and manager guidance to support fair and compliant workplace practices.
- Develop scalable People policies, programs, processes, and systems that create a consistent employee experience across the organization.
- Balance strategic leadership with a willingness to remain close to the work and step in directly when needed.
Culture, Engagement, and Change Leadership
- Partner with the leadership team to define and reinforce a positive, inclusive, accountable, and high-performing company culture.
- Lead cultural integration efforts across acquired and existing teams.
- Develop change-management and communication strategies for acquisitions, reorganizations, policy changes, and other significant company initiatives.
- Oversee employee listening, engagement, recognition, and communication programs.
- Translate employee feedback and workforce data into practical organizational improvements.
- Help leaders reinforce company values and create a consistent employee experience across teams and locations.
- Measure the effectiveness of culture and engagement initiatives and adjust programs based on business and employee needs.
Talent Acquisition and Workforce Planning
- Oversee the recruiting function and lead the company’s recruiter.
- Partner with leaders to identify critical capabilities, anticipate hiring needs, and prioritize talent investments.
- Establish consistent standards for job scoping, leveling, interviewing, candidate selection, compensation, and offers.
- Monitor recruiting effectiveness, including hiring progress, time to fill, quality of hire, candidate experience, and workforce-plan attainment.
- Build internal and external talent pipelines for critical and leadership roles.
- Ensure hiring and onboarding practices are effective, consistent, inclusive, and compliant.
People Operations, Payroll, Benefits, and Systems
- Provide executive oversight of payroll, benefits, retirement plans, HR systems, employee records, and People Operations.
- Establish appropriate controls to ensure payroll is accurate, timely, secure, and compliant.
- Oversee employee changes, bonuses, final pay, reconciliation, reporting, and coordination with Finance.
- Lead the strategic evaluation of benefits programs, annual renewals, costs, employee impact, and vendor performance.
- Oversee 401(k) administration and compliance in partnership with external providers and Finance.
- Establish consistent and scalable People Operations practices across multiple locations and acquired entities, ensuring compliance with applicable state and local employment requirements while addressing location-specific operational needs.
- Manage and evaluate payroll, benefits, retirement, recruiting, and other People vendors.
- Partner with existing People Operations team members to identify and implement opportunities to automate, centralize, or redesign administrative processes as the organization scales.
- Oversee compliance with applicable independent contractor regulations, including worker classification, agreements, documentation, and related employment practices.
- Ensure People systems provide reliable data, effective workflows, strong controls, and an appropriate employee and manager experience.
Compliance, Risk, and People Analytics
- Maintain People policies and practices consistent with federal, California, and applicable local employment requirements.
- Anticipate employment and workforce risks and advise leadership on appropriate mitigation strategies.
- Oversee leaves, accommodations, required training, employee records, notices, reporting, investigations, and other compliance requirements.
- Partner with outside counsel and advisors on complex employment, acquisition, and organizational matters.
- Develop People dashboards covering headcount, turnover, retention, hiring, compensation, engagement, organizational capacity, and other key workforce indicators.
- Use workforce data to identify trends, anticipate risks, evaluate People programs, and inform executive decisions.
- Maintain appropriate confidentiality, data security, and governance practices for employee information.
Qualifications and Experience
- Significant progressive experience in Human Resources or People leadership, including experience serving as the senior People leader for a growing organization.
- Demonstrated success advising CEOs, executives, and senior leaders on business, workforce, talent, and organizational matters.
- Experience supporting mergers and acquisitions, including due diligence, workforce assessment, integration planning, employee communications, and post-close execution.
- Experience developing or implementing job architecture, including job families, levels, titles, competencies, and career paths.
- Experience designing compensation structures, salary bands, incentive programs, and pay-governance practices.
- Strong organizational-design, workforce-planning, succession-planning, and change-management capabilities.
- Experience building and scaling People programs, processes, systems, and teams in a changing environment.
- Demonstrated experience leading, mentoring, and developing HR or People teams, with a focus on fostering professional growth, expanding leadership capabilities, and creating opportunities for internal career advancement.
- Strong working knowledge of California employment practices and HR compliance.
- Experience overseeing payroll, benefits, retirement-plan administration, and related vendors and controls.
- Experience handling complex employee relations matters and coaching senior leaders and managers.
- Experience overseeing recruiting and talent-management processes.
- Strong business and financial acumen, with the ability to connect People decisions to business outcomes.
- Excellent judgment, discretion, communication, and executive presence.
- A collaborative and practical leadership style, balancing strategic oversight, hands-on support, and empowerment of team members to own operational responsibilities.
- Bachelor’s degree or equivalent relevant experience.
- SPHR or SHRM-SCP certification is preferred.
Salary Range: $155,000 - $175,000
Sponsorship Notice: Applicants must be legally authorized to work in the United States at the time of hire. The company is not able to sponsor employment visas for this position at this time.
Perks and Benefits
Health and Wellness
- Medical, Dental and Vision Coverage
- Health Savings Account (HSA) or Flexible Spending Account (FSA)
- Employee Assistance Program (EAP)
- Financial Benefits
Competitive Base Salary
- 401(k) with Company Match
- Life and Disability Insurance
- Unlimited Paid Time Off (PTO)
- Paid Holidays
- Paid Paternal/Maternal Leave
- Growth and Development
- Ongoing Training and Learning Opportunities
- Career Path Progression
About Hawke Media
Hawke Media is an outsourced CMO and marketing consultancy built on the belief that every modern business deserves access to exceptional marketing expertise. We develop customized, data-driven strategies that help brands launch, scale, and strengthen their businesses.
Our integrated teams work across the customer journey, bringing together strategy, creative, media, lifecycle marketing, content, web, analytics, and other specialized capabilities. We put client success first and value accountability, collaboration, curiosity, and measurable impact.
The Opportunity
We are seeking a hands-on Vice President, People Operations to lead the People function for our approximately 150-person organization during a period of significant growth and acquisition activity.
As the company’s senior People executive, the VP will serve as a strategic advisor to the leadership team while overseeing the full employee experience, including People Operations, talent acquisition, employee relations, payroll, benefits, compliance, performance management, compensation, organizational development, and culture.
A critical part of this role will be building the people infrastructure required to support continued growth. This includes leading the people side of acquisitions, integrating acquired teams, aligning titles and job levels, establishing career paths, standardizing job descriptions, developing a scalable compensation framework, and helping shape the company’s future organizational structure.
The VP will lead, mentor, and develop a team of two HR professionals and one recruiter and must be comfortable moving between executive-level strategy and hands-on execution. The ideal candidate is a practical, business-minded leader who can build for the future while ensuring that the company’s day-to-day People operations remain effective, compliant, and responsive.
Responsibilities
Executive Leadership and People Strategy
- Serve as the company’s senior People executive and a trusted advisor to the executive leadership team, managers, and employees.
- Develop and execute a People strategy aligned with the company’s business objectives, growth plans, and acquisition activity, including workforce planning, organizational development, and key People initiatives.
- Participate in company planning and decision-making, bringing a workforce, organizational, and cultural perspective to key business decisions.
- Identify and advise leadership on organizational, talent, retention, compliance, and workforce risks.
- Develop executive-level reporting and recommendations related to headcount, organizational health, retention, compensation, talent, and People investments.
- Support board or investor discussions regarding organizational health, leadership, workforce risks, executive compensation, and other People matters as needed.
- Develop and manage the People Operations budget in partnership with Finance, ensuring resources and investments align with organizational priorities and business objectives.
Mergers, Acquisitions, and Integration
- Lead the People workstream for acquisitions, including due diligence, workforce assessment, risk identification, integration planning, and post-close execution.
- Assess the organizational structures, talent, compensation, benefits, employment practices, policies, and cultures of potential acquisition targets.
- Develop a repeatable People integration playbook that can support the company’s ongoing acquisition strategy.
- Lead the integration and harmonization of acquired employees, including titles, job levels, compensation, benefits, policies, systems, reporting structures, and employment practices.
- Partner with executives and functional leaders to make thoughtful organizational and talent decisions during integrations.
- Develop employee communication, retention, and change-management plans that create clarity and maintain engagement throughout the acquisition process.
- Track integration milestones, risks, employee sentiment, and retention outcomes and provide regular updates to leadership.
Organizational Design, Job Architecture, and Career Development
- Partner with the executive team to design an organizational structure that supports the company’s current needs and future growth.
- Advise on leadership layers, spans of control, decision rights, workforce capabilities, and organizational effectiveness.
- Develop and maintain a company-wide job architecture encompassing job families, levels, titles, competencies, and consistent job descriptions.
- Establish clear career paths, promotion criteria, and internal-mobility practices across functions.
- Create tools and guidance that help managers make consistent decisions regarding hiring, leveling, development, promotions, and organizational changes.
- Lead succession planning and talent-review processes for leadership and other business-critical roles.
- Identify organizational capability gaps and recommend development, hiring, or restructuring solutions.
Compensation and Performance
- Develop and maintain the company’s compensation philosophy and overall compensation strategy.
- Establish salary bands, job-leveling standards, incentive structures, promotion guidelines, and pay-governance practices.
- Ensure compensation programs are competitive, equitable, financially responsible, and aligned with the company’s talent strategy.
- Lead annual compensation planning in partnership with Finance and executive leadership.
- Oversee the performance-management framework, including goal setting, feedback, performance reviews, calibration, development planning, and performance improvement.
- Help leaders differentiate and reward performance while maintaining consistency across the organization.
- Monitor pay practices and recommend actions to address compression, inequities, retention risks, and market changes.
People Leadership and Employee Experience
- Lead, coach, and develop a People team consisting of two HR professionals and one recruiter.
- Define the future structure, capabilities, and operating model of the People function as the organization grows.
- Oversee the full employee lifecycle, including onboarding, development, performance, employee changes, leaves, and offboarding.
- Coach executives and managers on leadership, performance, employee relations, organizational effectiveness, and team dynamics.
- Establish consistent employee relations and investigation protocols, including documentation standards, escalation procedures, and manager guidance to support fair and compliant workplace practices.
- Develop scalable People policies, programs, processes, and systems that create a consistent employee experience across the organization.
- Balance strategic leadership with a willingness to remain close to the work and step in directly when needed.
Culture, Engagement, and Change Leadership
- Partner with the leadership team to define and reinforce a positive, inclusive, accountable, and high-performing company culture.
- Lead cultural integration efforts across acquired and existing teams.
- Develop change-management and communication strategies for acquisitions, reorganizations, policy changes, and other significant company initiatives.
- Oversee employee listening, engagement, recognition, and communication programs.
- Translate employee feedback and workforce data into practical organizational improvements.
- Help leaders reinforce company values and create a consistent employee experience across teams and locations.
- Measure the effectiveness of culture and engagement initiatives and adjust programs based on business and employee needs.
Talent Acquisition and Workforce Planning
- Oversee the recruiting function and lead the company’s recruiter.
- Partner with leaders to identify critical capabilities, anticipate hiring needs, and prioritize talent investments.
- Establish consistent standards for job scoping, leveling, interviewing, candidate selection, compensation, and offers.
- Monitor recruiting effectiveness, including hiring progress, time to fill, quality of hire, candidate experience, and workforce-plan attainment.
- Build internal and external talent pipelines for critical and leadership roles.
- Ensure hiring and onboarding practices are effective, consistent, inclusive, and compliant.
People Operations, Payroll, Benefits, and Systems
- Provide executive oversight of payroll, benefits, retirement plans, HR systems, employee records, and People Operations.
- Establish appropriate controls to ensure payroll is accurate, timely, secure, and compliant.
- Oversee employee changes, bonuses, final pay, reconciliation, reporting, and coordination with Finance.
- Lead the strategic evaluation of benefits programs, annual renewals, costs, employee impact, and vendor performance.
- Oversee 401(k) administration and compliance in partnership with external providers and Finance.
- Establish consistent and scalable People Operations practices across multiple locations and acquired entities, ensuring compliance with applicable state and local employment requirements while addressing location-specific operational needs.
- Manage and evaluate payroll, benefits, retirement, recruiting, and other People vendors.
- Partner with existing People Operations team members to identify and implement opportunities to automate, centralize, or redesign administrative processes as the organization scales.
- Oversee compliance with applicable independent contractor regulations, including worker classification, agreements, documentation, and related employment practices.
- Ensure People systems provide reliable data, effective workflows, strong controls, and an appropriate employee and manager experience.
Compliance, Risk, and People Analytics
- Maintain People policies and practices consistent with federal, California, and applicable local employment requirements.
- Anticipate employment and workforce risks and advise leadership on appropriate mitigation strategies.
- Oversee leaves, accommodations, required training, employee records, notices, reporting, investigations, and other compliance requirements.
- Partner with outside counsel and advisors on complex employment, acquisition, and organizational matters.
- Develop People dashboards covering headcount, turnover, retention, hiring, compensation, engagement, organizational capacity, and other key workforce indicators.
- Use workforce data to identify trends, anticipate risks, evaluate People programs, and inform executive decisions.
- Maintain appropriate confidentiality, data security, and governance practices for employee information.
Qualifications and Experience
- Significant progressive experience in Human Resources or People leadership, including experience serving as the senior People leader for a growing organization.
- Demonstrated success advising CEOs, executives, and senior leaders on business, workforce, talent, and organizational matters.
- Experience supporting mergers and acquisitions, including due diligence, workforce assessment, integration planning, employee communications, and post-close execution.
- Experience developing or implementing job architecture, including job families, levels, titles, competencies, and career paths.
- Experience designing compensation structures, salary bands, incentive programs, and pay-governance practices.
- Strong organizational-design, workforce-planning, succession-planning, and change-management capabilities.
- Experience building and scaling People programs, processes, systems, and teams in a changing environment.
- Demonstrated experience leading, mentoring, and developing HR or People teams, with a focus on fostering professional growth, expanding leadership capabilities, and creating opportunities for internal career advancement.
- Strong working knowledge of California employment practices and HR compliance.
- Experience overseeing payroll, benefits, retirement-plan administration, and related vendors and controls.
- Experience handling complex employee relations matters and coaching senior leaders and managers.
- Experience overseeing recruiting and talent-management processes.
- Strong business and financial acumen, with the ability to connect People decisions to business outcomes.
- Excellent judgment, discretion, communication, and executive presence.
- A collaborative and practical leadership style, balancing strategic oversight, hands-on support, and empowerment of team members to own operational responsibilities.
- Bachelor’s degree or equivalent relevant experience.
- SPHR or SHRM-SCP certification is preferred.
Salary Range: $155,000 - $175,000
Sponsorship Notice: Applicants must be legally authorized to work in the United States at the time of hire. The company is not able to sponsor employment visas for this position at this time.
Perks and Benefits
Health and Wellness
- Medical, Dental and Vision Coverage
- Health Savings Account (HSA) or Flexible Spending Account (FSA)
- Employee Assistance Program (EAP)
- Financial Benefits
Competitive Base Salary
- 401(k) with Company Match
- Life and Disability Insurance
- Unlimited Paid Time Off (PTO)
- Paid Holidays
- Paid Paternal/Maternal Leave
- Growth and Development
- Ongoing Training and Learning Opportunities
- Career Path Progression
Vice President Of Human Resources Jobs by Experience Level
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Who's Hiring
Top Industries Hiring
- Food & Beverage
- Distribution & Wholesale
What Employers Look For
The qualifications that appear most often in vice president of human resources jobs.
- 10 or more years of progressive HR leadership experience including direct team management
- Demonstrated experience designing and executing enterprise-wide talent management strategies
- Strong command of employment law, compliance frameworks, and HR policy development
- Experience partnering with C-suite executives and boards on organizational design and workforce planning
- Proficiency with HRIS platforms such as Workday, SAP SuccessFactors, or Oracle HCM
- SHRM-SCP or SPHR certification preferred by many employers at this level
Tips for Your Vice President Of Human Resources Job Search
Quantify workforce impact on your resume
VP-level HR roles demand evidence of scale. Replace vague claims with specific outcomes: the headcount you oversaw, voluntary turnover rates you moved, or time-to-fill improvements you drove. Reviewers skim dozens of resumes and numbers stop their eyes.
Align your resume to the business stage
A fast-scaling startup needs a VP who can build infrastructure from scratch. A Fortune 500 needs someone who excels inside complex governance structures. Read each job description for clues about company stage and mirror that language in your summary.
Target openings by CHRO reporting structure
Some VP of HR roles report directly to the CEO, others sit two levels below the CHRO. The reporting line signals your actual authority. Filter for roles where the position reports to the C-suite if strategic influence matters to your next move.
Apply early to roles that fit
Migrate Mate lists vice president 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 narrative for interviews
Hiring panels at this level expect you to walk through a multi-year HR strategy you owned. Structure your story around a business problem, the HR solution you designed, and the measurable outcome. One strong example outperforms a list of competencies every time.
Negotiate scope before you negotiate compensation
Before salary conversations, clarify budget authority, whether you own total rewards or just HR operations, and whether the board expects you in the room during compensation committee meetings. Scope determines your leverage and your career trajectory in the role.
Vice President Of Human Resources Jobs: Frequently Asked Questions
Which companies are hiring the most vice president of human resourcess?
The companies hiring the most vice president of human resourcess right now include WesBanco Bank, Proofpoint, and Pernod Ricard North America, with the largest share of openings in New York, Texas, and Massachusetts, based on current listings on Migrate Mate as of November 2026. Demand tends to be highest at organizations undergoing significant growth, restructuring, or M&A activity.
How many vice president of human resources jobs are remote?
About 79% of vice president of human resources openings are fully remote or hybrid as of November 2026, though full remote is less common at this level than for individual contributor HR roles. Sub-areas like total rewards strategy, HR technology, and people analytics tend to offer the most location flexibility compared to HR business partner or employee relations functions.
How do you become a vice president of human resources?
Most vice presidents of human resources build their path by progressing through HR generalist or specialist roles into HR manager and HR director positions before reaching the VP level. Along the way, earning a SHRM-SCP or SPHR certification strengthens your candidacy. Gaining ownership over a full HR function, including talent, compensation, and compliance, is what typically separates director-level candidates from those ready for a VP role.
Can you get a vice president of human resources job without prior VP experience?
Yes, strong HR directors who have functioned at near-VP scope are regularly promoted or hired into VP roles, especially at mid-size companies. What employers weigh most heavily is whether you have owned strategic outcomes independently, not just managed a team. Demonstrating that you have influenced executive decisions and led company-wide initiatives closes most of the experience gap.
What does the vice president of human resources interview process look like?
The process typically begins with a recruiter screen, followed by separate conversations with the CHRO or CEO, the CFO, and often the general counsel given the compliance scope of the role. A final round usually includes a presentation of your HR philosophy or a response to a real organizational challenge the company is facing. Reference checks at this level are thorough and often include former direct reports as well as superiors.
Where can I find and apply to vice president of human resources jobs?
You can find and apply to vice president of human resources jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your background and experience, then apply directly to each listing that fits.
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