VP/Director of Human Resources

Role Summary

The VP or Director of Human Resources leads talent acquisition, employee development, and organizational culture to support business objectives. You design and implement HR strategies that drive engagement, performance, and compliance. Your role balances people management with legal requirements, ensuring a productive, motivated, and compliant workforce across complex operations.

Required Education, Certifications, and Experience

Education:

Bachelor’s in Human Resources, Business, or related field.

HR certification preferred (PHR, SHRM-CP).

Certifications:

  • Senior Professional in Human Resources (SPHR)
  • SHRM Senior Certified Professional (SHRM-SCP)
  • Professional in Human Resources (PHR)
  • Certified Compensation Professional (CCP)
  • Talent Management Practitioner (TMP)
  • HR Analytics Certificate – AIHR

Experience:

10 plus years in HR leadership.
Proven success in talent management.
Experience navigating complex labor laws and compliance.

Core Skills

  • Talent acquisition
  • Employee relations
  • Performance management
  • Compliance knowledge
  • Organizational development
  • Conflict resolution
  • HRIS proficiency
  • Change management

A Hypothetical Day in the Life of a VP/Director of Human Resources

7:00 AM- You start by reviewing workforce metrics and attendance reports. A spike in absenteeism at one facility demands immediate investigation. You schedule a meeting with the site HR manager to understand root causes and develop targeted engagement initiatives to reduce turnover and improve morale.

8:00 AM- You lead a leadership team call focused on employee engagement surveys and feedback. You analyze key themes, discuss follow-up actions, and prioritize quick wins to improve workplace culture. Balancing honest communication with optimism is essential to maintaining trust.

9:30 AM-You meet with the legal counsel and compliance team to review recent changes in labor laws impacting wage and hour policies. You prepare communications and training plans to ensure managers and employees understand new requirements and avoid compliance risks.

11:00 AM- You conduct one-on-one coaching sessions with HR business partners. You guide them on complex employee relations cases and performance management strategies, emphasizing consistency and fairness across sites. Your support helps reduce legal exposure and retain talent.

12:30 PM- Lunch is a working meal reviewing diversity and inclusion initiatives. You assess progress toward hiring goals, identify gaps, and plan workshops to foster an inclusive environment that supports business goals and employee satisfaction.

2:00 PM- You review talent acquisition metrics and upcoming hiring needs with recruitment teams. You challenge them to refine sourcing strategies for hard-to-fill roles and improve time-to-hire without sacrificing candidate quality.

3:30 PM- You attend a meeting with operations leadership to discuss workforce planning in light of upcoming expansions. You provide data-driven insights on staffing models and recommend flexible workforce solutions to manage seasonal fluctuations.

5:00 PM- You review pending employee disciplinary actions and exit interview summaries. You identify patterns and trends that require systemic solutions and discuss these with the legal team and operations leaders to reduce future risks.

6:30 PM-You wrap up your day by reviewing emails, approving HR policies, and setting priorities for the next day. Your role requires constant attention to both strategic initiatives and daily employee concerns to keep the organization functioning smoothly and compliantly.