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Become A Head Of Human Resources

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Working As A Head Of Human Resources

  • Communicating with Supervisors, Peers, or Subordinates
  • Resolving Conflicts and Negotiating with Others
  • Establishing and Maintaining Interpersonal Relationships
  • Making Decisions and Solving Problems
  • Evaluating Information to Determine Compliance with Standards
  • Deal with People

  • Mostly Sitting

  • Make Decisions

  • $142,850

    Average Salary

What Does A Head Of Human Resources Do At Sanofi Group

* Provides focused, business-minded HR leadership, emphasizing HR’s measurable contribution to business success by translating business vision and strategy into an executable People agenda.
* Establishes credibility throughout the organization and sets an example as a proactive leader who earns respect by demonstrating a sound understanding of business objectives and goals.
* Exhibits influence and decision-making in the areas of leadership and management, change management and operational transformation, organization development and design, performance management, talent development, work force planning and employee engagement, relations and communications.
* Exhibits strong management and leadership competencies and demonstrated success with cultivating and leading high performing teams.
* Coaches and influences senior leadership to drive cultural change and employee engagement.
* Presents recommendations to address the people component of business issues.
* Identifies potential roadblocks and opportunities and leverages HR Centers of Expertise to provide input and solutions.
* Partners with Center of Expertise and clients to develop plans for implementation and communication of key HR processes including compensation, talent management, performance management, leadership development and workforce planning that add value to internal clients and ultimately the external customer.
* Work with global peers and HR Leaders to drive the business.
* Actively participates in the North America HR Leadership Team to shape HR strategy for the US and wider North America as a member of the HR leadership team

What Does A Head Of Human Resources Do At Shire

* Strategic Workforce Planning
* Create a talent roadmap which enables the organization to achieve its strategy.
* Support leaders in creating the business strategy and the identification of long term organizational and people capabilities required to execute it
* Translate workforce needs into short-term hiring and development plans; work within HR and the business to ensure execution against the plans and achievement of desired outcomes
* Plan for potential workforce scenarios based on the businesses long range plans; conduct an assessment of workforce gaps, and identify opportunities to proactively build the talent pipeline
* Collaborate with other HRBPs to identify where there are similar or adjacent workforce needs across other functions and divisions where development and/or sourcing can be leveraged
* Participate in hiring process for key roles (initial role design and profile, partnership with Talent Strategy, Talent Acquisition and Total Rewards, influencing diverse candidate slates, serving on interview panel, etc.)
* Leadership & Management Development
* Support leaders in building a strong leadership pipeline across Shire
* Influence and support the business to ensure that proactive leadership development is viewed as a core part of the business processes
* Facilitate processes to identify top talent and ensure that investments that leaders make are in the right people
* Serve as a partner to Senior Leaders on the creation of development plans for key talent and determine what development solutions may be appropriate
* Serve as a champion for new leadership development solutions; articulate relevance to business strategy and objectives
* Collaborate with leaders, other HRBPs, and TM COE to identify development opportunities for key talent across the organization
* Provide feedback to leaders to help them improve their leadership
* Provide feedback on the design and implementation of leadership/management development solutions
* Change Management
* Enable leaders to effectively manage change.
* Anticipate impact on people and organization as a result of potential changes
* Consult with leaders on how to minimize disruption resulting from change
* Advise leaders on leading their teams through organizational change
* Maintain an awareness of changes in client business areas internally (within organization) and externally (within industry/discipline)
* Organizational Effectiveness & Culture
* Getting the best performance out of the organization
* Diagnose opportunities to improve the performance of the organization utilizing tools to measure organization effectiveness (e.g.
* feedback, surveys, employee metrics) as well as informal awareness of pulse of the organization
* Work with the business and within HR to design and implement formal or informal initiatives to improve the performance of the organization
* Ensure actions taken in the organization are aligned to the desired culture
* Partner with leaders in creating a culture and work environment that encourages employee engagement and inspires performance excellence
* Utilize data and predictive analytics to identify organizational effectiveness opportunities and to measure the impact of efforts
* Leads where appropriate business expansions including M&A integrations
* Performance & Rewards
* Ensure robust practices that link performance and reward are embedded.
* Provide business perspective on the COE’s design of new reward / recognition programs and ensures alignment with business strategy
* Recommend tools, programs and approaches to attract, retain and recognize talent and improve performance
* Educate, influence, and advocate reward and recognition philosophy and practice within the business to ensure fairness and consistency and inspire stronger employee and organizational performance
* Work with leaders to ensure successful execution of the year-end compensation process including employee calibration
* Advise leaders in dealing with senior level employee relations issues.
* Partner with ER and the legal team to understand trends in employee performance issues and advise on appropriate remediation

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How To Become A Head Of Human Resources

Candidates need a combination of education and several years of related work experience to become a human resources manager. Although a bachelor’s degree is sufficient for most positions, some jobs require a master’s degree. Candidates should have strong interpersonal skills.

Education

Human resources managers usually need a bachelor’s degree. There are bachelor’s degree programs in human resources. Alternatively, candidates may complete a bachelor’s degree in another field, such as finance, business management, education, or information technology. Courses in subjects such as conflict management or industrial psychology may be helpful.

Some higher-level jobs require a master’s degree in human resources, labor relations, or business administration (MBA).

Work Experience in a Related Occupation

To demonstrate abilities in organizing, directing, and leading others, related work experience is essential for human resources managers. Some managers start out as human resources specialists or labor relations specialists. Others gain management experience in a variety of fields.

Management positions typically require an understanding of human resources programs, such as compensation and benefits plans; human resources software; and federal, state, and local employment laws.

Licenses, Certifications, and Registrations

Although certification is voluntary, it can show professional expertise and credibility and may enhance advancement opportunities. Many employers prefer to hire certified candidates, and some positions may require certification. The Society for Human Resource Management, Human Resource Certification Institute, WorldatWork, and the International Foundation of Employee Benefit Plans are among many professional associations that offer a variety of certification programs.

Important Qualities

Decisionmaking skills. Human resources managers must be able to balance the strengths and weaknesses of different options and decide the best course of action. Many of their decisions have a significant impact on workers or operations, such as deciding whether to hire an employee. 

Interpersonal skills. Human resources managers need strong interpersonal skills because they regularly interact with people. They often collaborate on teams and must develop positive working relationships with their colleagues. 

Leadership skills. Human resources managers must be able to direct a staff and oversee the operations of their department. They must coordinate work activities and ensure that workers in the department complete their duties and fulfill their responsibilities. 

Organizational skills. Organizational skills are essential for human resources managers. They must be able to prioritize tasks and manage several projects at once.

Speaking skills. Human resources managers rely on strong speaking skills to give presentations and direct their staff. They must clearly communicate information and instructions to their staff and other employees.

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Head Of Human Resources jobs

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Head Of Human Resources Demographics

Gender

  • Female

    55.4%
  • Male

    40.2%
  • Unknown

    4.4%

Ethnicity

  • White

    72.8%
  • Asian

    12.0%
  • Hispanic or Latino

    9.2%
  • Unknown

    4.5%
  • Black or African American

    1.5%
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Languages Spoken

  • Spanish

    36.6%
  • Italian

    12.2%
  • French

    9.8%
  • German

    7.3%
  • Japanese

    7.3%
  • Vietnamese

    4.9%
  • Swedish

    2.4%
  • Portuguese

    2.4%
  • Chinese

    2.4%
  • Mandarin

    2.4%
  • Dari

    2.4%
  • Persian

    2.4%
  • Cantonese

    2.4%
  • Russian

    2.4%
  • Arabic

    2.4%
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Head Of Human Resources

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Head Of Human Resources Education

Head Of Human Resources

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Real Head Of Human Resources Salaries

Job Title Company Location Start Date Salary
Global Head of HR-Tigo People Management Millicom International Services LLC Sunrise, FL Apr 23, 2010 $397,552
Global Head of Human Resources Hay Group, Inc. Philadelphia, PA Feb 02, 2015 $352,283 -
$528,425
Head of Reward & Human Resources Operations CLS Bank International New York, NY Feb 15, 2016 $275,000
Head of Resources, Energy and Infrastructures, America ANZ Banking Group Limited New York, NY Jul 22, 2016 $265,000
Global Head of Human Resources Guy Carpenter & Company, LLC New York, NY Apr 12, 2010 $250,837 -
$180
Global Head of Human Resources Guy Carpenter & Company, LLC New York, NY Nov 16, 2009 $250,000 -
$375,000
Global Head, Compensation, Benefits, HR Operations Novartis Vaccines and Diagnostics, Inc. Cambridge, MA Sep 26, 2014 $229,896
Head of HR, Emea Twitter, Inc. San Francisco, CA Aug 03, 2015 $227,628
Global Head of HR, Customer Experience & Strategic Thomson Reuters Management Services Inc. New York, NY Jun 01, 2013 $227,016
Head of Human Resources Allegis Global Solutions, Inc. Stamford, CT Jan 11, 2015 $224,993
Head of HR Service Delivery Nokia USA Inc. Sunnyvale, CA Sep 22, 2015 $223,500
Head of HR Strategy and Planning Thomson Reuters Holdings, Inc. New York, NY Jul 15, 2011 $219,512
Global Head of Human Resources (OTC) Novartis Consumer Health, Inc. (OTC) Parsippany-Troy Hills, NJ Oct 01, 2011 $202,000
Global Head of HR, Professional Thomson Reuters Holdings, Inc. Stamford, CT Sep 10, 2011 $197,000 -
$509,000
Head of Human Resources-Vusi Vodafone Us Inc. New York, NY Sep 13, 2014 $191,186
Vice President & Head HR (North America) Majesco Morristown, NJ Feb 29, 2016 $185,380
Vice President & Head HR (North America) Majesco Morristown, NJ Jun 27, 2016 $185,380
Head of HR Americas Commonwealth Bank of Australia New York, NY Feb 15, 2016 $180,000
Vice President and Head HR-North America Majescomastek Edison, NJ Jul 05, 2014 $161,200
Head of Human Resources Allegis Group Services Inc. Stamford, CT Jan 10, 2012 $145,000 -
$275,000
Global Head of HR, Investors and Marketplaces Thomson Reuters (Markets) LLC New York, NY May 01, 2012 $144,602 -
$250,000
Head of HR International Business & HR Programs Infocepts, LLC McLean, VA Jan 09, 2016 $144,000
Head of Human Resources, Organization and Control Santander Investment Securities Inc. New York, NY Sep 16, 2015 $140,000 -
$170,000
Head, Human Genetics & Pharmacogenomics Eisai Inc. Cambridge, MA Nov 19, 2013 $131,019 -
$300,000
Head of Human Machine Interface Volkswagen Group of America, Inc. Belmont, CA May 26, 2013 $125,000
Head of Human Resources, Oerlikon Drive Systems Fairfield Manufacturing Company, Inc. Lafayette, IN Oct 01, 2012 $120,000 -
$220,000
Head of Diversity & Inclusion, HR Spotify USA Inc. New York, NY Feb 15, 2016 $115,000 -
$165,000
Head of Talent Resourcing Cognolink Inc. New York, NY Jul 01, 2013 $110,000

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Top Skills for A Head Of Human Resources

PayrollStrategicPlanEnsureComplianceHumanResourcesStrategyPersonnelFinancialSuccessionPlanningWorkforcePlanningHrisSafetyOrganizationDevelopmentCounselHumanCapitalBusinessUnitLeadershipDevelopmentProgramsUKCustomerServiceManpowerPerformanceManagementProcessGlobalHumanResources

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Top Head Of Human Resources Skills

  1. Payroll
  2. Strategic Plan
  3. Ensure Compliance
You can check out examples of real life uses of top skills on resumes here:
  • Completed the SAP Payroll proof of concept to enable the firm to select the HR Operation's delivery model.
  • Developed strategic plans to execute RIF, HR global succession plan, training and compliance programs.
  • Job Responsibilities: * Managed and oversaw the recruitment process and ensure compliance with resourcing policies and procedures during recruitment.
  • Design, Implement and drive human resources strategy and policies.
  • Negotiated integration of disparate personnel policies, 401(k) plan provisions and group health plan offerings.

Top Head Of Human Resources Employers

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