Vp

HR VP (Human Resources Vice President)

The senior HR executive — leading HR strategy and operations for a major division or organization.

Career Level
Junior
Mid
Senior
Director
VP
Executive
Work Personality
E
C
S
I
A
R
Enterprisingleading, persuading
Conventionalorganizing, detail-oriented
Based on Holland Code framework
Industries that often hire HR VP (Human Resources Vice President)s
Professional Services · 16%Manufacturing · 9%Administrative Services · 9%Healthcare · 9%Government · 8%Financial Services · 8%
Job markets for HR VP (Human Resources Vice President)s
Employment concentration · ~354 areas
Based on employment in related occupations
Mapped SOC categories:
Human Resources
BLS Occupational Employment Statistics
Jump to:What it's likeCareer pathsBy the numbers
What it's like

What it's like to be a HR VP (Human Resources Vice President)

As HR Vice President, you are a senior HR executive leading HR for a significant portion of the organization. You shape people strategy, manage HR leaders, partner with senior executives, and ensure HR programs drive business outcomes. You operate at the intersection of HR expertise and business leadership.

Your days involve strategic leadership and executive partnership. You might meet with business executives about talent strategy, lead your HR leadership team through planning, address a significant organizational issue, present to senior leadership, and advise on executive talent decisions. You shape how the organization approaches its people.

The hardest part is being both strategic and operational at scale — you must set direction while also ensuring execution through your leadership team. HR VPs who thrive are credible business partners, skilled at developing HR leaders, and able to influence at the executive level while staying connected to organizational realities.

What people in this role value
RelationshipsHigh
RecognitionAbove avg
AchievementAbove avg
Working ConditionsAbove avg
IndependenceAbove avg
SupportModerate
O*NET Work Values survey
Role Profile
StrategyExecution
StructuredAdaptable
ManagingContributing
CollaborativeIndependent
Things that vary from job to job as a HR VP (Human Resources Vice President)
Organizational scopeCHRO relationshipBusiness unit vs corporateExecutive exposureTransformation mandate
HR VP scope varies significantly. Some lead HR for major business units with significant autonomy; others are part of corporate HR leadership. The relationship with CHRO determines strategic versus operational balance. Some are clear CHRO succession candidates; others are permanent senior roles. Transformation expectations vary by organizational needs.
✦ Editorial — written by Truest from industry research and career patterns
Career Paths

Where this role sits in the broader career landscape — and where it can take you.

Earning potential across this track
$239K$179K$119K$60K$0KLower paying386 metro areas, sorted by salary level
All experience levels1
This level's estimated range
INDUSTRIES PAYING ABOVE AVERAGE
Energy & Utilities$136K+15%
Professional Services$128K+9%
Technology & Information$128K+9%
Financial Services$119K+1%
Wholesale & Distribution$106K-10%
Compared to Human Resources average across all industries
1 BLS OEWS May 2024 covers all HR VP (Human Resources Vice President)s (SOC 11-3121.00), not just this title · BEA RPP 2023
* Top salaries exceed this figure. BLS caps reported wages at ~$240K to protect individual privacy in high-earning roles.
Career Growth OptionsHuman Resources track →
HR VP (Human Resources Vice President)
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What it takes to advance
1
Enterprise leadership
CHRO requires contributing to overall business strategy, not just HR
2
Board engagement
CHRO roles include significant board interaction
3
External perspective
The most effective CHROs bring outside insight and best practices
Lateral Moves
Chief Operating Officer →
If you want broader operational leadership beyond HR
Board Director →
If you want to contribute to governance
Questions you might ask when interviewing
What is the scope of this role — business unit, function, or enterprise?
How does this role interact with the CHRO and executive team?
Is this positioned as CHRO succession or a permanent senior role?
What are the biggest people strategy priorities?
What board or executive committee exposure comes with this role?
✦ Editorial — career progression and interview guidance based on industry patterns
The Broader Landscape

Roles like this one sit within a broader occupational category. The numbers below reflect that full landscape — helpful for context, but your specific experience will depend on level, specialty, and where you work.

$84K–$208K
Salary Range
10th – 90th percentile
216K
U.S. Employment
+5%
10yr Growth
18K
Annual Openings

How this category is changing

$97K$94K$91K$88K$85K201920202021202220232024$85K$97K
BLS OEWS May 2024 · BLS Employment Projections 2024–2034

Skills & Requirements

Active ListeningManagement of Personnel ResourcesSpeakingReading ComprehensionWritingCoordinationJudgment and Decision MakingComplex Problem SolvingActive LearningMonitoring
O*NET OnLine · Bureau of Labor Statistics
Mapped SOC Codes
11-3121.00

Explore related roles

Other roles in the Human Resources career track

juniorTraining Coordinator$103KmidTalent Acquisition Manager$140KdirectorTalent Acquisition Director$140KexecutiveCHRO (Chief Human Resources Officer)$140KseniorHR Supervisor (Human Resources Supervisor)$140KseniorHR Department Supervisor (Human Resources Department Supervisor)$140K
View all Human Resources roles →

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Federal data: BLS Occupational Employment & Wage Statistics (May 2024) · BLS Employment Projections · O*NET OnLine
Truest editorial: Fit check, role profile, things that vary, advancement analysis, lateral moves, interview questions.