What Does A VP of Human Resources Do?

WHAT DOES A VP OF HUMAN RESOURCES DO?

Updated: Oct 10, 2025 - The Vice President (VP) of Human Resources leads the development and implementation of HR strategies, programs, and policies that align with Canalyst’s overall business goals. This role involves advising executive leadership on organizational and management issues, overseeing HR Business Partners, and driving initiatives such as global hiring assessments, career development frameworks, and succession planning. The vice president also ensures global compliance, leads total rewards strategy, and provides strategic direction across the entire HR function.

A Review of Professional Skills and Functions for VP of Human Resources

1. VP of Human Resources Job Summary

People Program Execution: Drive the implementation and roll-out of org-wide people initiatives.
Talent Management: Initiatives include, but are not restricted to, capability building, recruiting, learning interventions, talent reviews, benefits policies, and onboarding programs.
Strategic HR Partnership: Partner effectively with business leaders on manpower planning, organizational design, cost management, and succession planning to support a high-growth business.
Leadership Coaching: Coach leaders on a variety of topics that impact business results.
Training Needs Analysis: Assess and address leadership and employee training needs.
Employee Experience Enhancement: Continuously improve employee engagement, performance, retention, and experience.
Data-Driven HR Analysis: Proactively review and analyze business data.
Business Performance Improvement: Identify trends and recommend improvements to business efficiency and performance.
Cross-Functional Team Management: Handle teams across business, tech, product, and operations; based out of Bangalore.

2. VP of Human Resources Responsibilities

Requirement Coordination: Communicating and coordinating requirements.
Fulfillment Evaluation: Expediting fulfillment, evaluating milestone accomplishments.
Strategic Evaluation: Evaluating optional courses of action, and changing assumptions and direction.
Policy Guidance: Guiding management actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines.
Values Communication: Communicating and enforcing organizational values.
Compliance Oversight: Overseeing compliance with federal, state, and local legal requirements by studying existing and new legislation.
Regulatory Anticipation: Anticipating legislation, enforcing adherence to requirements.
Management Advising: Advising management on needed actions.

3. VP of Human Resources Details

HR Strategy Alignment: Partner with senior leaders to understand the business strategy and develop an HR agenda.
Team Support Focus: Support the needs of the teams with a focus on culture and capability.
Leadership Advising: Act as advisor and confidant to leaders.
Employee Development: Coach and develop employees and managers at all levels of the organization.
HR Team Coaching: Coach and develop HR team members as they continue on the HR transformation journey.
HR Collaboration: Partner with the broader HR team and HR centers of excellence.
Business Solutioning: Develop solutions for business needs and effectively implement company-wide initiatives.
Labor Strategy Partnership: Partner with the Labor team on developing labor strategy, aligning on contract negotiations priorities, and supporting the union avoidance approach.

4. VP of Human Resources Duties

Workforce Trend Analysis: Support institutional workforce planning through analysis of internal and external trends, particularly those related to the impact of technology on the future of work.
Remote Work Strategy: Advance institutional implementation of remote and hybrid working arrangements.
Leadership Development: Build leadership capacity and capability through recruitment, goal setting, development, and performance management.
Organizational Effectiveness: Evaluate and formulate responses to complex talent, team, organizational, and institutional effectiveness issues and opportunities.
Crisis Response Leadership: Promote business continuity by leading talent and organizational responses to institutional challenges or crises.
Executive Advisory Support: Function as a strategic advisor to the executive/senior management of each unit regarding key organizational and management issues.
Cross-Functional Collaboration: Collaborate with University partners, including General Counsel, IT, Finance, and Academic Affairs.
Project Execution: Accomplish special project results by identifying and clarifying issues and priorities.

5. VP of Human Resources Tasks

HR Strategy Alignment: Work with the group and division leadership and functional leaders to drive change, aligning human resources programs with strategic objectives and annual business goals.
Performance Planning: Drive unified plans with measurable metrics that support business, financial, and employee engagement goals.
Leadership Collaboration: Work with the group’s leadership teams to set direction, priorities, and cultural expectations.
Functional HR Excellence: Drive HR functional excellence through the deployment of programs, ensuring process quality and content alignment.
Knowledge Management: Ensure that knowledge retention and sharing mechanisms are developed, continuously improved, and sustained.
Process Standardization: Develop, optimize, document, and standardize sustainable processes, sharing best practices across the division and broader organization.
HR Team Development: Manage and develop the skills of the HR team to support business initiatives and goals, including direct and functional reports.
Best Practice Sharing: Encourage and drive knowledge retention and best practice sharing across the group, region, and organization.

6. VP of Human Resources Roles

HR Leadership Oversight: Provide overall leadership and guidance to the HR function by developing and overseeing workforce planning and talent acquisition.
Talent Lifecycle Management: Hire and onboard employees, and oversee learning and development, performance management, classification/compensation, benefits, succession planning, payroll, and leadership development.
HR Operations Management: Oversee human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff.
Performance Evaluation: Plan, monitor, appraise, and review staff job contributions, and manage compensation practices.
Strategic Planning: Determine production, productivity, quality, and customer service strategies.
Organizational Effectiveness: Design systems, manage resources, resolve escalated problems, and implement change.
Policy Development: Identify needs and lead the development of policies, programs, procedures, methods, and guidelines.
Employee Engagement: Support workforce productivity, morale, engagement, and adaptability.
Equity and Inclusion: Advance institutional core values of equity, inclusion, and social justice through the promotion of relevant policies, programs, and practices.
Inclusive Culture Building: Champion the development of an inclusive culture and community that supports institutional affiliation and resilience.

7. VP of Human Resources Overview

HR Problem Solving: Develop human resources solutions and solve people-related business problems by monitoring key business metrics.
Data Analysis: Collect and analyze data and recommend courses of action.
Performance Improvement: Improve manager and employee performance by identifying and clarifying problems, evaluating potential solutions, and implementing selected solutions.
Coaching and Counseling: Coach and counsel managers and employees.
Policy Guidance: Provide HR policy, practices, and guidance to management.
HR Knowledge Application: Apply knowledge across the disciplines of HR, such as talent acquisition, learning and talent development, organizational effectiveness, change management, compensation and benefits administration, employee relations, employment law, internal communications, and leadership.
Strategic Compliance Oversight: Operate at a high level to strategically apply, monitor, and enforce employment laws, regulations, policies, and procedures.
Regulatory Expertise: Responsible for providing expertise on laws that impact the company, such as EEO, Workers’ Compensation, FSLA, OSHA, OWBPA, ADA, ADEA, FMLA and other federal, state, or local regulations.

8. VP of Human Resources Job Description

HR Team Supervision: Provide supervision and management support to HR staff.
HR Operations Oversight: Direct and oversee the performance and execution of all HR-related activities.
HR Staff Development: Facilitate development opportunities for HR staff.
Trusted Advisor Role: Serve as a confidante, resource, and sounding board to HR staff and senior business managers.
Feedback and Coaching: Provide appropriate feedback and coaching to HR staff and senior business managers on their style, approach, and effectiveness.
Strategic Business Partnership: Partner with key senior business leaders by participating in the business planning and management process and implementing strategies to support major initiatives.
Change Management Execution: Implement appropriate change management, manager assimilation, team building, and related tools and processes.
Talent Assimilation: Assimilate key talent into the organization.
Leadership Training Support: Assist with the needs assessment and determination of management and leadership training for business areas, in support of the business Head/Lead Generalist.
Employee Relations Assurance: Ensure work environments and workplace practices promote a positive employee relations environment free of discrimination, harassment, or any form of unfair or unethical practice.

9. VP of Human Resources Roles and Details

Complex Case Handling: Involved in the most complex HR investigations, site assessments, and IDRs (all related forms of complaints).
Issue Resolution Oversight: Ensure objective evaluation and resolution of issues.
Employee Relations Consulting: Provide management with collaborative consultation on sensitive or complex employee relations issues.
Performance Process Support: Support the business Head/Lead Generalist, review and monitor the performance management process.
Process Quality Assurance: Ensure quality, timeliness, and effectiveness for the business.
AAP Implementation Oversight: Accountable for the oversight of the development and implementation of AAPs, including goals and communication with business groups.
Performance Training Strategy: Strategize appropriate training and consulting needed to promote effective employee performance management practices.
Talent Assessment Strategy: Support the business Head/Lead Generalist, continuously assess the business area's talent pool and competencies/readiness to execute a "right person, right job, right time" strategy.

10. VP of Human Resources Responsibilities and Key Tasks

Talent Retention Strategy: Ensure the identification and execution of the business area's strategies to mitigate the risk of turnover of 'key' talent.
Diversity Development Support: Provide assistance and support to management in developing an employee population that is diverse.
Talent Analysis Tools: Use of tools such as skills assessment/gap analysis in order to better understand organizational talent.
HR Training Development: Develop HR-related training for the organization, i.e., Performance Management, Sexual Harassment, Managing a Diverse Workforce.
Compensation Consulting: Consult and advise business partners on effective compensation programs and decisions at the unit and individual levels.
Compensation Communication: Ensure the communication and execution of pay for performance and other aspects of compensation philosophy.
Senior Recruitment Support: Involved in high-level recruitment efforts and compensation packages.
Executive Talent Acquisition: Involved in the highest-level recruitment efforts for the business, ensuring the attraction of qualified and diverse talent.

11. VP of Human Resources Duties and Roles

Culture & Change: Provide leadership and expertise in culture, change and HR processes, including talent management and pipeline development, leading organizational change, coaching, and facilitating team performance.
HR Collaboration: Partner with HR Corporate Headquarters in areas of organizational talent and strategy, compensation and benefits, learning strategies, and communications.
Talent Acquisition: Perform a leadership role in recruiting, selection, as well as restructuring.
Succession Planning: Utilize early career programs, mid-career transitions and knowledge transfers to ensure robust pipeline and succession plans are in place.
HR Strategy: Partner with client managers to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives.
Cultural Transformation: Partner with client managers to develop and embed a contemporary organizational culture, and leverage change acceleration techniques to assist in driving broad change.
Organizational Coaching: Act as an organizational and simplification champion, a coach.
Team Performance: Build organizational capabilities, reduce complexity and partner with clients to maximize team performance.

12. VP of Human Resources Roles and Responsibilities

Org Design Partnership: Strategically partner with client managers to design and implement the most effective organizational structures and manage transitions.
Manager Coaching: Provide timely, effective and direct coaching to client group managers.
Leadership Development: Assist in the development of strong, contemporary leadership skills.
Culture Facilitation: Facilitate culture and communications throughout the organization.
Change Implementation: Work with operating leaders to ensure the successful implementation of change efforts.
Rewards Management: Responsible for rewards and recognition programs that are equitable and in line with the organization’s goals.
HR Program Support: Provide advice, counsel, and support for benefits, training, compliance programs, HR systems, and CSR.
Fair Treatment Advocacy: Act as an impartial advocate to ensure that all individuals receive fair and equitable treatment.

13. VP of Human Resources General Responsibilities

People Strategy Execution: Push forward key business strategies through actionable People initiatives and spearhead ongoing organizational initiatives that enable and improve a high-performance company culture as you grow and scale.
Culture Engagement: Lead and create ways to promote culture throughout the organization to drive enhanced employee engagement.
Program Evaluation: Ensure accountability through analytical rigor and deep analysis on the effectiveness and competitiveness of existing programs.
Metrics Leadership: Establish and drive key metrics, including usage, engagement, and cost analyses for people programs.
HR Leadership Acceleration: Push the Chief People Officer and HR leadership team to elevate their work and accelerate their programs.
Impact Delivery: Drive greater impact through providing solutions and modeling speed and impact in all they do.
HR Innovation: Innovate and react quickly as business and market realities change, staying up to date on best practices and trends.
Workforce Compliance: Ensure compliance with applicable legislation - work to ensure approach fits for both Corporate and Hybrid workforce.
Change Management: Lead change management and communications of overarching people philosophy and practices with managers, team members, and throughout Upwork’s Hybrid Workforce.
DEI Partnership: Actively partner with and amplify Diversity, Equity, and Inclusion efforts.
Belonging & Inclusion: Ensure Upwork is an incredible place for anyone and everyone to belong and achieve.
HR Team Leadership: Inspire, lead, motivate, and empower teams of HR professionals as they engage throughout the business.
HR Team Coaching: Coach and develop the HR team to continue going first and driving innovative business initiatives at strategic levels throughout the company.
Cross-Functional Partnerships: Build strong partnerships with the Total Rewards, Talent Access, Learning and Development, Payroll, Legal, Stock, Internal Communications, Finance and Accounting teams, as well as 3rd party vendors.

14. VP of Human Resources Essential Functions

HR Program Leadership: Responsible for leading the development and execution of the property’s labor relations, employee training, communication, engagement efforts, and recruitment plan.
Community Engagement: Work with the General Manager and Property Leadership team to lead and engage the community with a robust and comprehensive engagement plan.
Policy Administration: Responsible for researching, establishing, recommending changes, and administering personnel policies relating to the recruitment of employees, training and development of personnel, compensation, and other employee services.
Staffing and Training: Responsible for ensuring the property is well-staffed and employees are well-trained.
Policy Communication: Responsible for communicating new policies and procedures relating to the personnel areas to all department heads affected.
Staff Direction: Provide direction and support for all staff to achieve property goals and objectives through the fair application of all policies and procedures.
HR Metrics Monitoring: Monitor Human Resource measurements, such as turnover, retention, supervisory feedback scores, and employee morale surveys.
Performance Accountability: Ensure that each team member clearly understands and is held accountable for their respective performance expectations.

15. VP of Human Resources Additional Details

Employee Coaching: Act as a role model and coach while developing employees using a consistent, approachable demeanor and clearly articulating expectations.
Manager Development: Coach and develop supervisor/manager skills in performance management, fair treatment, and assist in diagnosing and designing solutions to improve service quality.
Legal Compliance: Ensure compliance with all laws and record-keeping rules.
Process Improvement: Strive to improve and streamline departmental operations through the continuous assessment of policies and procedures, work processes, and program effectiveness/value.
Budget Oversight: Responsible for the budgetary control of all departments within the Human Resources function.
Ethical Leadership: Lead an organization with methods and actions that are ethical and in full compliance with all applicable laws, regulations, and Company policies.
Risk Mitigation: Identify compliance risks and take actions necessary to eliminate or minimize risks.
Integrity Advocacy: Champion, within the organization, a commitment to honesty, integrity, and responsible corporate behavior.
Compliance Culture: Create a compliance culture within the organization and foster an environment where employees feel comfortable reporting potential violations or misconduct.

16. VP Human Resources Responsibilities

Executive Partnership: Work closely with executive team members.
Talent Strategy Support: Support talent acquisition, development, retention and improvement strategies.
People Advisory: Consult and advise managers and employees concerning all people-related domains.
Change Management: Participate and initiate change management programs that improve business results.
Global Project Leadership: Drive global people projects and programs with local adaptations to ensure business value.
Local Experience Delivery: Drive local experience strategy and program implementation for HQ sites (Israel, Romania).
People Operations Oversight: Oversee benefits, operational support and all people's needs in HQ sites (Israel, Romania).
Global HR Collaboration: Participate in the global HR leadership team and contribute to the company's HR strategy.
Team Leadership: Lead a team of HRBPs and Talent Acquisition Specialists.

17. VP of Human Resources Duties and Roles

People Strategy Development: Understand the vision and direction of the Fingerhut business and develop a people strategy.
Talent Management: Attract, develop and retain the talent to deliver the business goals.
Organizational Design & Optimization: Proactively work with the business partners to recommend, align, and implement organization redesign, talent development, internal talent moves for career pathing, talent optimization, etc.
HR Team Leadership: Lead and develop the HR team as a ‘center of excellence’ to demonstrate to the business how Employer of Choice comes to life through the work experience of the HR team.
Employer Branding: Participate in conferences, including speaking, and roundtables to advocate and promote Fingerhut and its employee experience.
Market Trend Awareness: Maintain knowledge of organizational and market trends, best practices, regulatory changes, and competition for both the business and talent.
HR Data Insights: Analyze and communicate insights from HR data points affecting recruiting, retention, succession planning, performance, engagement, and turnover surveys.
Talent Review Design: Provide significant input into the design, development, and implementation of the organization's talent review process.
Performance Management Execution: Lead and maintain the execution of performance management through current job descriptions, standards of performance and performance evaluation tools.
Complex Employee Relations: Conduct employee relations activities (e.g., performance improvement, investigations, etc.) that involve high complexity or sensitivity.
Employee Relations Coaching: Responsible for teaching, guiding, and mentoring the team on the handling of less complex or sensitive employee relations matters.

18. VP of Human Resources Overview

Performance Management: Actively manage performance management needs and escalations and follow-up with managers and leaders.
Documentation Oversight: Ensure consistent oversight and appropriate documentation.
Strategic HR Advising: Advise business leaders on both strategic and tactical plans to support their business goals.
Cross-Functional Collaboration: Lead and participate in cross-functional project teams and assignments, often partnering with Compensation and Benefits, Talent Development, Learning Delivery, Diversity, Equity and Inclusion, Talent Acquisition, HR Ops, Systems and Analytics, Corporate Real Estate, EX and CX Initiatives and Corporate Communications.
Client Advocacy: Act as the voice of the internal client to facilitate improvements to LPL's HR policies, benefits, initiatives, processes, etc.
Human Capital Leadership: Responsible for providing overall Human Capital leadership, focusing on employee engagement and offering support, coaching, mentorship, feedback, and development to business leaders.
Innovative Problem Solving: Provide creative and innovative solutions to the business on complex problems.
Data-Driven Decisioning: Identify and act on key metrics for decision making.
Initiative Support: Prepare and maintain materials to support initiatives across the client groups.
Data Analysis Methods: Develop methods and procedures for compiling and analyzing data for reports and special projects, working closely with the HC Workforce Analytics team and other partners.
Training Delivery: Identify, prepare and conduct training.
Project Participation: Actively participate in various projects in support of the Human Capital strategy.

19. VP of Human Resources Roles

HR Policy Oversight: Plans, directs, implements and oversees human resource policies, procedures, activities and associate relations functions of the division, including employment, compensation, benefits, labor relations, performance management, organization design and development, management development and training, and change management.
Strategic HR Planning: Works with President and Senior Management to strategically plan HR initiatives that will support and benefit the division's business objectives.
Departmental Leadership: Reports to the President and is responsible for the management and direction of the HR Department staff, achieving performance metrics.
Financial Compliance Management: Responsible for expense and revenue management and compliance with local, state, federal and other regulatory agencies.
Executive HR Partnership: Serve as a strategic partner to the President and senior management in the development of the organization's long-range plans and programs, particularly from the perspective of the impact on people, in order to achieve financial goals and business strategies.
Regulatory Oversight: Manage regulatory oversight to ensure all activities and operations are performed in compliance with local, state, federal and other regulatory agencies.
Compensation Program Management: Direct and manage the HR team in the administration of the company's compensation and benefits programs, including maintenance of HR information.
HR Analytics Reporting: Provide necessary reporting for critical analysis of the HR function and the people resources of the organization.
Staffing Strategy Development: Direct the development and implementation of effective staffing strategies, which include recruitment, selection, training, development, retention, and succession planning programs.

20. VP of Human Resources Tasks

Associate Relations Management: Establishes a positive, open and productive associate relations environment by proactively identifying and resolving issues of concern, and constantly communicating relevant issues and policies.
Engagement Strategy: Use engagement survey data to develop action plans to ensure company culture and associates are aligned with strategies and values.
Diversity & Inclusion: Develop programs to allow the organization to embrace Diversity and Inclusion of applicants and associates and to permit the full development and performance of all associates.
HR Policy Development: Develop and implement HR policies, programs and associate activities to support Opco operations, and make fair and consistent decisions to fulfill legal obligations.
Cross-Functional Policy Support: Contribute to the development of other policies and procedures (non-HR).
Policy Compliance: Ensure they are consistent with company culture and are in compliance with local, state and federal laws.
HR Budget Oversight: Manage the budget and other financial measures of the HR department.
Compensation Strategy: Develop compensation and incentive strategies that meet the needs of associates, Opco financials and business strategies.
Workplace Investigations: Execute investigations concerning harassment, theft, workers' compensation fraud, etc.
Findings Analysis: Analyze and present findings to the President to determine action to be taken.
Legal Compliance Advising: Advise on applicable laws to ensure fairness, consistency and compliance.

21. VP of Human Resources Overview

Strategic HR Partnership: Partner with business leaders to develop and execute both short- and long-term strategies that directly support business priorities.
HR Alignment Oversight: Accountable for all HR work within the business unit/function, ensuring it is in alignment with HR and business strategies.
Workforce Analytics Monitoring: Monitor workforce analytics/trends.
Root Cause Diagnosis: Diagnose root causes or issues and identify performance gaps.
Inclusive Talent Strategy: Determine a holistic talent strategy, with a focus on inclusion and diversity.
Talent Pipeline Development: Build strong talent pipelines of internal and external talent.
Organizational Structure Evaluation: Evaluate organizational structure and processes.
Performance Optimization: Make adjustments to simplify and drive performance.

22. VP of Human Resources Job Description

Culture Performance Analysis: Identify key components of the culture that drive performance, engagement, and retention.
Strategic Action Planning: Drive plans to build on strengths and address opportunities.
Executive Coaching: Act as a sounding board and coach for business leaders, with the ability to influence to achieve the best outcomes.
HR Thought Leadership: Provide thought leadership and insights into HR best practices.
Team Leadership: Inspire and lead a team that operates with a sense of urgency, proactively solves problems, and embodies a commitment to high performance.
Purpose-Driven Leadership: Serve as a purpose-led, performance-driven leader.
Talent Development: Build productive relationships and collaboration with a strong focus on motivating and developing talent while leading by example.
Policy Management: Put in place management guidelines by preparing, updating, and recommending human resource policies and procedures.

23. VP of Human Resources Responsibilities

HR Leadership: Responsible for leading the HR team in all aspects of human resource practices and strategy, including talent management, training and development, total rewards, leadership development, performance management, and succession planning.
Executive HR Partnership: Partner with the CEO, President, and other leadership team members, acts as a trusted advisor in all people initiatives.
Systems Integration: Lead integration efforts for systems and processes across multiple sites and states.
Staffing Strategy: Develop a comprehensive staffing strategy, from hourly roles to leadership positions, that attracts the best talent to the organization.
People-First Culture: Champion a people-first, continuous improvement culture focused on professional development and exceeding business goals.
Manager Coaching: Coach managers on leadership practices and behaviors, employee development and performance management strategies to promote engagement and accountability.
Compensation Evaluation: Evaluate compensation and benefits programs.
Retention Recommendations: Make recommendations to attract and retain top talent.
HR Mentoring: Provide mentoring and coaching on HR best practices and people strategies across the organization.
Employment Branding: Implement local community employment branding programs to create awareness.
Process Improvement: Drive continuous improvement efforts by focusing on best practices with appropriate documentation, interventions, and procedures.
Staffing Metrics Analysis: Monitor and analyze trends in key staffing metrics and develop recommendations accordingly.
Legal Compliance: Ensure compliance with employment laws at the local, state, and federal levels.

24. VP of Human Resources Details and Accountabilities

HR Team Leadership: Lead and continue to build PRP’s human resources team.
Mission Communication: Facilitate the ongoing development and communication of PRP’s mission, vision, values and operating norms.
HR Process Design: Design, lead, and leverage HR processes; design and drive key HR initiatives, including hiring, staffing, benefits, performance management, compensation planning, succession planning, training and development, rewards and recognition, payroll, organizational effectiveness, and employee communication.
Training Program Management: Lead the creation, oversight and execution of current training and leadership development programs.
Workplace Culture Development: Work with HR leaders and employees to establish and maintain a positive and motivating work environment, which encourages the full use of diverse talents and abilities.
Employee Advocacy: Act as an employee advocate.
Strategic Business Partnership: Partner and collaborate with various business leaders on growth strategies and cost challenges.
HR Decision Support: Provide HR guidance and input on decisions and execute them in order to enable these strategies.
Career Pathing Support: Work with managers on building career paths for their employees, identifying opportunities for training, new skill acquisition, and advancement.
Organizational Change Management: Help to drive change within the organization, to include workflows, staffing models, cultural initiatives, and organization structures in a cost-effective manner.
Talent Acquisition & Retention: Identify, select, develop and retain world-class talent.
Diversity & Inclusion: Foster an environment of diversity and inclusion in the organization.
Compliance Partnership: Partner with legal counsel regarding compliance policies across the organization.

25. VP of Human Resources Duties

HR Strategy Execution: Evaluate, develop and implement HR strategy, programs, and initiatives to support the achievement of Canalyst’s overall business goals.
Talent Development Initiatives: Examples of such initiatives include the assessment of global hiring locations or the development of function-specific career development programs (rubrics) to increase engagement and retention.
Strategic HR Advising: Function as a strategic business advisor to the executive of each functional department regarding key organizational and management issues.
HR Management Support: Responsible for managing and supporting HR.
HRBP Enablement: Business Partners to act as advisors to management.
Succession Planning: Partner with the executive team to establish management succession plans in support of Canalyst’s long-term strategy.
Compensation Program Management: Evaluate, develop and implement total rewards and compensation programs.
Policy & Compliance: Develop and document policies (e.g., jurisdiction-specific time-off policies), and own global compliance (e.g., local employment law provisions).
HR Function Leadership: Provide leadership and guidance to the HR function.

26. VP of Human Resources Duties and Roles

National HR Leadership: Responsible for the National HR operations, including providing counsel for management and staff on employee relations issues, interpretation of company policies, procedures and guidelines.
Legal Compliance Advisory: Maintain knowledge of legal requirements by studying existing and new legislation and advising management on needed actions.
Policy Development: Develop, recommend, and implement HR policies and procedures.
Strategic Alignment: Ensure consistency and alignment of subsidiary and departmental strategy with the overall corporate strategy and established governance.
HR Function Oversight: Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits, and meeting management.
Recognition Program Strategy: Strategize and implement global incentive and employee recognition systems.
Executive Coaching: Provide executive coaching to HR leaders, offering feedback and guidance on employee and organizational matters.
Employee Relations Management: Manage sensitive employee matters with confidentiality and in accordance with respect in the workplace policy, upholding a core value of the Company to do the right thing and treat people the right way.
Special Project Partnership: Partner with corporate leaders to participate in special projects and initiatives to represent an HR business partner perspective.
Corporate HR Collaboration: Collaborate closely with Corporate HR teams (i.e., HR Operations, Learning and Development, HR Connection, Compensation, and Legal) to execute on responsibilities.

27. VP of Human Resources Roles and Details

Executive HR Support: Provide support, guidance and counsel from an HR perspective to the Company’s executive team to enable strategic decisions that minimize cost from HR impact and drive overall Company efficiency, effectiveness and growth.
Corporate HR Leadership: Lead the Corporate HR function and infrastructure, providing consistent policies and processes across a diverse group of operations and locations across the Company.
HR Budget Management: Manage overall corporate HR budget and staffing.
Team Leadership: Lead, manage and develop assigned resources.
HR Business Partnership: Provide ongoing HR counsel and services to all internal teams in all areas to include organization effectiveness, headcount planning and staffing, talent management, compensation and benefits, employee relations, performance, communication, etc.
HR Policy Governance: Manage, monitor and evolve HR policies and processes for the Company to enable consistency in administration and management and provide a scalable foundation for organizational growth.
Multi-Site HR Implementation: Implement in all assigned facilities across various locations, including, but not limited to, recruitment, onboarding, performance management, talent management and development, compensation administration, employee relations, etc.
Compliance Management: Assess and implement various policies and procedures around employment practices, employment laws, ADA, AAP and more.
Talent Development: Oversee recruiting, training and coaching.
Employee Handbook Maintenance: Prepare and maintain the employee handbook.
Regulatory Awareness: Stay up to date on industry trends and ever-changing employment laws.
Training Delivery: Develop training criteria and deliver training sessions on various HR topics.

28. VP of Human Resources Duties

Vision & Mission Alignment: Collaborate with the management team to craft the company’s vision and mission.
Strategic HR Planning: Develop strategic HR plans and policies, e.g., recruitment, training, compensation, performance evaluation, and career path.
Diversity & Inclusion: Decide and act on initiatives for equal opportunity, diversity, etc.
Regulatory Compliance: Ensure all procedures comply with legal regulations and best practices.
HR Effectiveness Analysis: Analyze the effectiveness of HR operations and policies.
Talent Acquisition: Talent acquisition and onboarding.
Field Recruitment Support: Work with operations to help recruit field personnel.
Organizational Development: Organizational development and training.
Process Improvement: Drive process improvements to more fully support a widely distributed workforce.
Compensation Management: Compensation and benefits analysis and administration.
Policy Compliance: HR policy development and compliance.
Employee Relations: Employee relations.
Engagement Support: Help departments to enhance team member engagement.

29. VP of Human Resources Tasks

HR Team Leadership: Lead the facility's HR team to deliver strategic and operational HR support within the facility.
Executive Partnership: Partner with the executive leadership team to analyze and prioritize the critical business challenges faced by the organization.
HR Intervention Deployment: Deploy appropriate HR interventions in collaboration with the appropriate Centers of Excellence.
HR Collaboration: Work collaboratively with other Region HR leaders, HR Centers of Excellence and HR Service Centers to provide feedback and improve the enterprise-wide programs and services for the employee and leader population.
Talent Development: Deploy talent and development programs.
Engagement Leadership: Lead local Employee and Community engagement efforts.
Business Support: Partner to support business performance, quality and patient care initiatives.
Mission Alignment: Collaborate with executive leadership to define the organization's long-term mission and goals.
Talent Strategy: Identify ways to support this mission through talent management.
Department Oversight: Oversee the daily workflow of the department.
Performance Evaluation: Provide constructive and timely performance evaluations.
Employee Relations Management: Handle discipline and termination of employees in accordance with company policy.
Professional Development: Participate in professional development and networking conferences and events.