Head of Human Resources

Career Guide

Heads of Human Resources lead an organization’s people strategy. They oversee hiring, compensation and benefits, employee relations, and compliance, partner with executives on organization design and culture, and ensure HR systems and policies support business goals.

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Key Responsibilities

Set HR strategy aligned to business goals
Lead workforce planning and talent acquisition
Design compensation, benefits, and total rewards
Oversee employee relations and investigations
Ensure compliance with federal and state labor laws
Drive DEI, engagement, and culture initiatives
Manage HRIS, reporting, and people analytics
Partner with executives on org design and change

Career Progression

Can Lead To

Chief Human Resources Officer (CHRO)

Chief People Officer

SVP, Human Resources

Transition Opportunities

HR Consultant (people advisory)

Organizational Development Director

Head of Talent Acquisition

People Analytics Director

Common Skill Gaps

Often Missing Skills

Executive compensation and equity designEnterprise-wide org design and change leadershipAdvanced HR analytics and board-ready reportingComplex multi-state labor law strategyM&A people integration planning

Development SuggestionsEarn SHRM-SCP/SPHR and complete WorldatWork compensation courses. Lead a cross-functional initiative (e.g., pay-band redesign or post-merger HR integration) to apply skills and produce measurable outcomes.

Market Intelligence Report

Head of Human Resources is part of the HR Operations category.Explore our market intelligence report to see how AI and hiring demand are shifting for these roles.

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Salary & Demand

Median Salary Range

Entry Level$130,000-$170,000

Mid Level$175,000-$240,000

Senior Level$240,000-$350,000

Growth Trend

stable - Demand tracks overall hiring; compliance and change needs keep it steady.

Companies Hiring

Major Employers

AmazonJPMorgan Chase & Co.Kaiser Permanente

Industry Sectors

TechnologyHealthcareFinancial Services

Recommended Next Steps

Obtain SHRM-SCP or SPHR; consider CCP coursework focused on executive compensation.

Deliver an organization-wide project (e.g., new pay structure or manager capability program) and quantify results to showcase impact.

Join SHRM/local HR executive groups and schedule 3-5 informational interviews with CHROs to validate scope and expectations.