Role overview
The responsibilities of an HR VP include:
- Developing people strategy in line with business objectives
- Partnering with senior leaders to support organisational development
- Employee engagement, retention and succession planning
- Performance management and talent reviews
- DEI initiatives and culture-building programmes
- Supporting leadership teams through change or transformation
- Compliance with employment law and internal governance
HR VPs may lead regional or global teams and influence policy across multiple jurisdictions depending on company size and structure.
Typical role requirements
An HR Vice President should have:
- Senior HR leadership experience
- Experience of managing HR functions at scale, preferably across regions
- Commercial acumen and ability to influence senior stakeholders
- Workforce planning, talent strategy and business partnering experience
- Knowledge of employment legislation, particularly in multi-national environments
- Leadership and change management skills
A degree in HR or Business is expected, CIPD Level 7 or international equivalents preferred.
Recruit your next HR vice president with Elliott Scott
At Elliott Scott, we specialise in connecting organisations with high-impact HR Vice Presidents who can lead transformation and deliver people results. Whether you need regional expertise or global oversight we can help you find HR talent that delivers.
FAQs
An HR Vice President leads the people strategy for a business unit, division, or region. They work with executive leadership to deliver HR solutions that support business goals, from talent planning and performance management to employee engagement and organisational development.
An HR VP is typically just below the C-suite level, often reporting into a CHRO or Chief People Officer. The role is highly strategic and often includes managing large teams and influencing decision-making at the highest levels of the business.
Candidates will usually have a track record of leading HR functions in complex organisations. Experience across multiple HR disciplines—talent management, employee relations, compensation, and organisational change—is essential. They’ll also need to demonstrate strong leadership, business partnering, and communication skills.