How to hire a vice president talent management

How to hire a vice president talent management, step by step

Here's a step-by-step vice president talent management hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a vice president talent management, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a vice president talent management to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a vice president talent management that fits the bill.

   This list presents vice president talent management salaries for various positions.

   Type of Vice President Talent Management	Description	Hourly rate
   Vice President Talent Management	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.	$64-174
   Director Of Human Resources	A human resources director is responsible for managing the overall operations of the human resources department, ensuring smooth operations while meeting the company's goals of successful profitability and services. Human resources directors' duties include providing staff consultation, addressing staffing concerns, managing compensation and benefits plans, reviewing plans for training and development programs, and reporting future actions to the management... Show more	$32-70
   Human Resource Officer	A human resources officer is typically in charge of managing and handling the employment operations in the company, including the payroll and training systems. Their responsibilities revolve around participating in advertising job openings, interviewing applicants, training and managing new employees, and devising programs that will help them learn about the policies and regulations of the company... Show more	$28-64

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Employee Engagement
   • Succession Planning
   • Employee Development
   • Career Development
   • Organizational Effectiveness
   • Business Strategy
   • Organization Development
   • Business Objectives
   • C-Suite
   • HRIS
   • Competitive Advantage
   • SVP
   • Organizational Change Management
   • Business Results

   Check all skills

   Responsibilities:

   • Manage onsite logistics for interviews; research, evaluate and negotiate compensation packages.
   • Implement HRIS, and market base compensation management including grade structure.
   • Analyze data to assess recruitment strategy ROI using recruitment marketing/advertising platforms and metrics.
   • Create, develop and implement LinkedIn company brand awareness and campaign, increasing visibility in an extremely competitive financial services market.
   • Implement standardized applicant flow process within iCims.
   • Provide executive oversight and leadership for HR/Payroll best practices driving organizational change.

3. Make a budget

   Including a salary range in your vice president talent management job description is a great way to entice the best and brightest candidates. A vice president talent management salary can vary based on several factors:

   • Location. For example, vice president talent managements' average salary in hawaii is 31% less than in alaska.
   • Seniority. Entry-level vice president talent managements earn 63% less than senior-level vice president talent managements.
   • Certifications. A vice president talent management with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a vice president talent management's salary.

   Average vice president talent management salary

   $221,369yearly

   $106.43 hourly rate

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   Entry-level vice president talent management salary

   $134,000 yearly salary

   Updated January 13, 2026

4. Writing a vice president talent management job description

   A vice president talent management 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 vice president talent management job description:

   Vice president talent management job description example

   As one of the largest EHR companies in the country, Qualifacts offers revolutionary support for behavioral health, human services, and rehabilitative services. The technology and solutions that we provide enhance how our customers deliver quality care, make it possible for them to achieve exceptional outcomes, and improve the lives of the individuals they serve. We draw upon 20 years of experience to inform our products and services, and the result is solutions that empower our customers to achieve interoperability goals, optimize efficiency, improve productivity, and maximize reimbursement.
   
   Qualifacts supports three platforms: CareLogic, Credible, and InSync. The EHR platforms, each uniquely positioned, allow us to serve all segment sizes within the market.
   
   If you want to work inside an atmosphere where innovation has purpose, and your ambition works to support our customers and those they serve, please apply today!
   
   This position is preferably based out of our Tampa, FL or Nashville, TN office. However, we are open to a remote working arrangement with regular travel to our offices as required.
   Summary of the Vice President, Talent Management
   
   Reporting to the Chief Human Resources Officer, the VP of Talent Management will be responsible for the day-to-day global talent management practices including driving company culture, establishing policies and procedures, and working with leaders to develop, reward, attract and retain our top talent. They will lead the global HR business partnering and talent development practices to support our employees and leaders, in partnership with Talent Acquisition (TA), Employee Services and Rewards and Finance leaders on corporate systems and programs. The successful candidate has a strategic mindset yet enjoys a hands-on engagement level in this high-growth organization.
   
   Responsibilities of the Vice President, Talent Management
   Work force Strategy - develop and implement a Global Workforce Strategy that aligns with the company's long-range planning and financial goals Talent Management - provide oversight for talent management strategy including workforce planning, talent acquisition, talent development, and pipeline management. Develop progressive talent. management processes and programs across the organization. Employ standard HR processes and programs such as benefits administration, employee data and file management, performance review processes and new hire and termination processing. Mergers and Acquisitions - lead HR-related due diligence on acquisition targets, including defining acquisition success metrics for each target. Execute integration plans when indicated. Employee Engagement - plan, develop, implement, and evaluate the organization's employee engagement practices to build a strong culture around the corporate values to retain our talent. Performance Management - design, implement and maintain performance goal setting, feedback, and assessment programs to help facilitate the achievement of company objectives. Employee Relations - provide leadership support to employee engagement-related activities. Consult on employee relations activities. Ensure compliance with state, federal, and agency requirements to help to address and minimize legal and regulatory risks. Training and Development - build training and development programs to optimize high-performing teams. Ensure the cost-effective deployment of targeted training and development-related strategies and activities aligned to key organizational needs. Organizational Effectiveness - contribute to strategy development and overall organizational performance by providing consultation in HR-related matters, change management, communication, and other issues associated with organizational development and operational performance
   Qualifications of the Vice President, Talent Management
   Bachelor's degree in a human resources field; Master's degree preferred Minimum 10 years of progressive experience in Human Resources Minimum 5 years of supervisory and leadership experience Human Resources professional certifications preferred such as CCP, SCP, SPHR
   Knowledge, Skills, and Abilities for the Vice President, Talent Management
   Experience with healthcare and technology industries that have employees in both exempt and non-exempt roles Proven experience in a global environment with extensive knowledge of a workforce in India and other countries Proven successful experience in interacting with and influencing senior staff, community leaders and directors of boards Experience in M&A diligence and integration required Demonstrated experience working in a complex matrixed organization including experience at a Sr. Director or Vice President at a comparable level Demonstrated ability to understand strategic and operational plans and to add value through the integration of HR initiatives Demonstrated progressive professional experience in business and Human Resources Relevant business experience working with senior leadership at a strategic level Demonstrated success in internal consulting or similar trusted advisor role A focus on understanding the needs of the organization and supporting senior leaders with a customer-focused, service orientation
   
   Qualifacts is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, disability, military status, national origin, or any other characteristic protected under federal, state, or applicable local law.

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5. Post your job

   To find the right vice president talent management for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with vice president talent managements they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit vice president talent managements who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   To successfully recruit vice president talent managements, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to 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 vice president talent management

   Once you've selected the best vice president talent management candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the 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 vice president talent management 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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