How to hire a human resources vice president

How to hire a human resources vice president, step by step

Here's a step-by-step human resources vice president hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a human resources vice president job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new human resources vice president
• Step 8: Go through the hiring process checklist

What does a human resources vice president do?

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1. Identify your hiring needs

   Before you post your human resources vice president job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a human resources vice president for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A human resources vice president's background is also an important factor in determining whether they'll be a good fit for the position. For example, human resources vice presidents from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of human resources vice president salaries for various roles:

   Type of Human Resources Vice President	Description	Hourly rate
   Human Resources Vice President	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$55-118
   Director Of Talent Acquisition	A director of talent acquisition is primarily responsible for spearheading the development of strategies that will help a company to narrow down and acquire talented individuals. Typically, they must set goals and budgets, coordinate with stakeholders or higher-ranking officials, review and assess the performance of the talent acquisition team, and conduct training and meetings... Show more	$41-98
   Employee Relations Manager	An employee relations manager's responsibilities revolve around maintaining a strong professional relationship between employees and a company's management. They are also in charge of resolving conflicts and issues within the workplace, providing technical support on all employee programs, developing orientation and workshop activities among trainees and new members of the workforce, and addressing their concerns promptly and professionally... Show more	$28-53

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Employee Engagement
   • Succession Planning
   • HRIS
   • Payroll
   • Workforce Planning
   • Organizational Development
   • Labor Relations
   • Customer Service
   • Oversight
   • Legal Compliance
   • Human Resources Functions
   • Human Capital
   • Performance Management System
   • Career Development

   Check all skills

   Responsibilities:

   • Manage staff, administration, financial operations, A/R, A/P, budget.
   • Manage the grievance process, working with supervisors and managers, and present information at grievance hearings and arbitrations.
   • Manage salary, benefits, policy and EEO administration to ensure compliance with internal procedures and practices and external regulatory requirements.
   • Enable dismissal EEO cases by properly handling complaint and developing supporting documentation.
   • Identify and implement HRIS for global locations to increase communication and facilitate reporting.
   • Leverage new HRIS technology to enhance employee communications and enhance understanding of the value of company-provide benefits and streamline on-line recruitment.

   More human resources vice president duties

3. Make a budget

   Including a salary range in your human resources vice president job description is one of the best ways to attract top talent. A human resources vice president can vary based on:

   • Location. For example, human resources vice presidents' average salary in missouri is 38% less than in alaska.
   • Seniority. Entry-level human resources vice presidents 53% less than senior-level human resources vice presidents.
   • Certifications. A human resources vice president with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a human resources vice president's salary.

   Average human resources vice president salary

   $169,647yearly

   $81.56 hourly rate

   ---

   Entry-level human resources vice president salary

   $116,000 yearly salary

   Updated December 31, 2025

   Average human resources vice president salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Nevada	$194,902	$94
   2	Ohio	$193,209	$93
   3	Minnesota	$191,461	$92
   4	California	$191,161	$92
   5	Connecticut	$190,050	$91
   6	Texas	$186,941	$90
   7	Washington	$182,211	$88
   8	New York	$178,410	$86
   9	Iowa	$175,127	$84
   10	Florida	$170,408	$82
   11	District of Columbia	$169,524	$82
   12	Massachusetts	$166,231	$80
   13	Indiana	$162,408	$78
   14	Wyoming	$162,379	$78
   15	North Carolina	$162,148	$78
   16	New Jersey	$162,021	$78
   17	Illinois	$161,908	$78
   18	Arizona	$159,912	$77
   19	Colorado	$156,616	$75
   20	Georgia	$153,498	$74

   Average human resources vice president salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Kindred Hospital Delaware County	$242,792	$116.73
   2	IAVI	$233,918	$112.46
   3	Carle Foundation	$232,738	$111.89	13
   4	Fresenius Medical Care North America Holdings Limited Partnership	$230,154	$110.65	3
   5	Indiana University Health La Porte Hospital Inc	$224,112	$107.75	8
   6	Dignity Health	$224,104	$107.74	20
   7	Barclays	$221,692	$106.58	10
   8	Grainger	$221,658	$106.57	1
   9	Driven Brands	$221,070	$106.28	1
   10	Arlon Graphics	$221,015	$106.26
   11	Sunworks	$220,537	$106.03
   12	Goodwin	$217,492	$104.56	3
   13	Saint Luke's Health System	$217,131	$104.39
   14	True Food Kitchen	$215,700	$103.70
   15	Coach	$215,544	$103.63	2
   16	BlueScope Steel	$214,970	$103.35	3
   17	Third Rock Ventures	$214,004	$102.89
   18	Uponor North America	$213,927	$102.85
   19	AstraZeneca	$212,752	$102.28	4
   20	Citi	$212,735	$102.28	207

4. Writing a human resources vice president job description

   A human resources vice president job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a human resources vice president job description:

   Human resources vice president job description example

   Works under the supervision of the Chief Executive Officer. Administers and supervises the Human Resource functions of the hospital including, but not limited to, benefits and employment. Coordinates personnel activities with employees, supervisors and middle and senior management. Performs other duties as assigned.
   
   Develops, interprets, revises and implements personnel policies. Ensures distribution of new and updated policies.
   
   Oversees and revises salary administration to ensure market competitiveness and equitable application.
   
   Administers or oversees the benefit plans to include revisions and education. Ensures that benefit costs are within budgetary constraints.
   
   Oversees performance appraisal process, including updates and revisions. Administers merit pay program to ensure consistency and equitable application.
   
   Administers CCH position classification system, including review of all existing positions, proper classification of new positions, updates and revisions to position descriptions and the classification system.
   Oversees new employee orientation program. Oversees recruitment for and filling of employment vacancies. Administers employee relations programs including, but not limited to, management and staff training, problem/dispute resolution, grievance procedures, Employee Assistance Program, and employee advocacy. Oversees the functions and operations of Childcare Department, Professional Development and Employee Health, Infection Control, Wellness, Corporate Wellness, Health Check, Patient Experience, and Chaplains Participates on the Administrative Council team and is responsible for overall operations of the CCH, especially those related to Human Resources. Complies with the CCH's Corporate Compliance Program including, but not limited to, the Code of Conduct, laws and regulations, and hospital policies and procedures. Must be free from governmental sanctions involving health care and/or financial practices. Performs other duties as assigned. JOB SPECIFICATIONS
   Education: Bachelors degree in business administration, personnel management, or another comparable field accompanied by appropriate experience. Graduate degree preferred. Licensure / Certifications: None required. Experience: Minimum 5 years experience in Human Resource Management (or educational and work equivalent). Essential Technical/Motor Skills: Ability to type and use computer. Interpersonal Skills: Work requires interpersonal skills to communicate sensitive business matters to individuals who have varying levels of comprehension, and problem solving skills necessary to interact with managers, employees, vendors and the public. Essential Physical Requirements: Work is performed in an office setting. Essential Mental Abilities: Work requires ability to communicate effectively. Ability to think quickly and handle various projects simultaneously. Ability to act decisively and take effective action. Knowledge of software applications. Essential Sensory Requirements: Sufficient vision, hearing and speech to perform duties. Exposure to Hazards: OSHA CATEGORY III. Identified job duties do not have any anticipation for contact with blood, contaminated body fluids or tissues. Other (Hours of Work): Generally, Monday through Friday, although will be expected to work evenings, nights and weekends as job and duties require. Required to take administrative call.

   Copy this example

   

5. Post your job

   To find human resources vice presidents for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any human resources vice presidents they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level human resources vice presidents with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your human resources vice president job on Zippia to find and attract quality human resources vice president candidates.
   • Use niche websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit human resources vice presidents, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new human resources vice president

   Once you've decided on a perfect human resources vice president candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new human resources vice president first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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