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Group Head Jobs (NOW HIRING)

BULLDOG SWIMMING INC

Head Age Group Coach

New Haven, CT · On-site

Paid time off We are seeking a passionate, organized, and driven Head Age Group Coach to lead and develop our 10 & under / 12 & under swimmers within a growing competitive swim program. This role is ...

Sakerhetsvarlden

NY · On-site

$185.22 - $329.28/hr

Vara primär kontaktlänk mellan affärsledningen och Group CIO samt Group Head of Information & Data Management. * Leda och utveckla ett IT- och Information & Data Management-team med fokus på ...

Export & Freight Awards

NY · On-site

He joined the Volvo Group in May 2020 in Sweden as Group head of Internal Audit and Risk Management, reporting to the AB Volvo Board. Prior to that, he held several senior leadership positions within ...

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How much do group head jobs pay per year?

As of Aug 16, 2026, the average yearly pay for group head in the United States is $159,999.00, according to ZipRecruiter salary data. Most workers in this role earn between $150,000.00 and $170,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a group head, and why are they important?

To thrive as a Group Head, you generally need strong leadership abilities, strategic planning skills, and extensive experience in your industry, often supported by a relevant degree or advanced qualifications. Familiarity with project management software, data analytics tools, and enterprise resource planning (ERP) systems is typically required. Exceptional communication, decision-making, and team-building skills set top Group Heads apart. These competencies are crucial for effectively guiding teams, achieving organizational goals, and driving overall business success.

What is the difference between Group Head vs Department Manager?

AspectGroup HeadDepartment Manager
CredentialsTypically requires advanced degrees and leadership experienceRequires relevant bachelor's or master's degree, often with management experience
Work EnvironmentOversees multiple teams or units within a larger organizationManages a specific department or team within a company
Industry UsageCommon in banking, finance, and multinational corporationsWidely used across various industries including retail, manufacturing, and services
Search & Comparison IntentOften compared for leadership scope and strategic responsibilitiesCompared for operational management and team oversight

The main difference between a Group Head and a Department Manager lies in their scope of responsibility. A Group Head oversees multiple departments or units, focusing on strategic leadership across a broader area. In contrast, a Department Manager manages a specific department, concentrating on day-to-day operations. Both roles require relevant credentials and experience, but the Group Head's role is more strategic and expansive.

How does a group head typically balance strategic leadership with hands-on management of multiple teams?

As a Group Head, you are often responsible for overseeing several teams or departments, which requires balancing high-level strategic planning with direct team management. This involves setting clear objectives, monitoring progress, and ensuring alignment with organizational goals while remaining accessible to support team leads in tackling operational challenges. Successful Group Heads foster collaboration across teams, delegate effectively, and maintain open channels of communication to drive performance and cohesion. The role often includes regular strategy meetings, progress reviews, and mentoring sessions, making adaptability and strong interpersonal skills essential.

What is a group head?

A Group Head is a senior-level manager responsible for overseeing multiple teams or departments within an organization, often within a specific business area or function. They provide strategic direction, ensure alignment with company goals, and manage overall performance of their group. Group Heads typically report to senior executives, such as a Director or C-suite leader, and play a key role in leadership, resource allocation, and cross-functional collaboration.

What cities are hiring for Group Head jobs?

Cities with the most Group Head job openings:

What are the most commonly searched types of Group jobs?

The most popular types of Group jobs are:

What states have the most Group Head jobs?

States with the most job openings for Group Head jobs include:

Group Head jobs near you
Infographic showing various Group Head job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, and 4% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $159,999 per year, or $76.9 per hour.

Head of Human Resources

International Schools Partnership

Anaheim, CA • On-site

Full-time

Medical, Retirement, PTO

Re-posted 23 days ago

Job description

Job Description
Purpose of Role
The Regional Head of HR Business Partnering serves as a strategic business partner to both the regional team and schools. They oversee a team of School Cluster HR Business Partners and are responsible for ensuring the effective delivery of seamless HR guidance and support across their region in alignment with local cultural and legal contexts. Reporting to the Regional MD, with a dotted line report to the Group Head of People Operations, and working with the DCLO and RLD, the Regional Head of HR Business Partnering will develop and deliver a regional people plan that is fully aligned with ISP's School of Choice, Global People Strategy and regional priorities, driving business goals and supporting school leadership teams. This role supports workforce planning, talent development, performance management and organisational design to ensure optimal staff engagement, operational excellence and a focus on continual improvement.
ISP Regional Head of HR Business Partnering Key Responsibilities
Global HR Collaboration
  • Act as a key regional partner to ISP Group HR, contributing to the development and ensuring the delivery of the Global People Strategy.
  • Participate in and support the implementation of Group HR initiatives, transformation programs, and global projects.
  • Ensure regional insights inform the wider people agenda while maintaining alignment with ISP's global standards, frameworks, and best practices.

Partnership with Regional and School Leaders
  • Partner with the Regional leadership team and Principals / Heads of School to ensure HR activities support the region's growth and operational priorities.
  • Provide insights on performance, talent management, skills gaps and development needs to drive regional workforce planning, succession planning and organisational design.
  • Leverage Workday to track key HR metrics such as employee turnover, engagement, cost per hire, and training hours, transforming this data into actionable insights to inform and guide HR strategy decisions across the region.
  • Provide expert guidance on complex employee relations matters such as grievances, disciplinary actions.

Systems, Policies and Processes
  • Drive high proficiency across all system process and capability requirements, acting as a digitally astute leader who champions data-driven and technology-enabled ways of working.
  • Promote end-users' engagement with Workday and ensure that and HR and line managers are capable across the whole employee lifecycle.
  • Ensure all HR processes and activities comply with local employment laws and ISP Group policies and are reviewed and updated promptly to reflect changes in legislation and best practices across the region.
  • Collaborate with ISP Global HR on compensation, benefits and HRIS processes.

Safer Recruitment and Talent Acquisition
  • Ensure a comprehensive approach to safer recruitment across the region, fully aligned to ISP standards and underpinned by a commitment to upskilling own knowledge and sharing learning and initiatives with the region and schools.
  • Uphold high recruitment standards that are rigorous, professional, and compliant with ISP guidelines and processes, thereby fostering a fair, transparent, and positive candidate experience at every stage of the hiring journey.
  • Lead the regional implementation of ISP Group Talent Acquisition strategies and practices.

Performance Development and Growth
  • Drive best practice in performance management across the region, ensuring the performance review process is consistently implemented, with a focus on goal-setting, continuous feedback, and employee development.
  • Collaborate with global and regional HR and L&I to implement core learning and development programs, ensuring alignment with business needs and creating a strong pipeline for talent development at all levels.

Recognition and Reward
  • Ensure that amazing learning and performance impact is recognised and celebrated across the region.
  • Stay informed on market salaries and reward practices to support benchmarking efforts for existing and new roles and collaborate with finance and leadership teams to execute the annual salary review process.
  • Lead collective bargaining strategy, ensuring fair and mutually beneficial agreements.

Talent Management and Development:
  • Play a key role in the regional OMR talent review and succession planning process, working closely with senior leadership and Learning & Innovation colleagues to identify and develop top talent in line with ISP's global approach, guiding, challenging and advising leaders as appropriate.
  • Leverage data-driven strategies and the Workday Talent Optimisation module to inform talent decisions, enabling internal mobility throughout the region and beyond and maintaining a regretted loss rate of under 5%.
  • Drive the design and execution of tailored development initiatives, ensuring 100% of high-performing and high-potential employees have bespoke development plans documented in Workday, with ongoing line manager engagement and follow-up.

Employee Experience and Culture
  • Champion employee engagement by leading survey feedback discussions, facilitating collaborative action planning, and promoting the sharing and celebration of local initiatives across the wider region and division.
  • Promote ISP's employer brand and purpose in the region, creating initiatives founded on feedback that improve the employee experience and drive physical and mental wellbeing.
  • Foster a culture of belonging by embedding ISP's DEIB commitment across the school, ensuring all employees feel respected, valued, and included in the school community.
  • Support new school onboarding, organisational change and transformation initiatives, ensuring alignment with business objectives whilst preserving and strengthening ISP's employee experience and culture throughout periods of growth and transition.

Key Skills
  • HR business partnering
  • Commercial acumen
  • People analytics
  • Talent management
  • Performance development
  • Employee and labour relations
  • Organisational design
  • Change management
  • Cultural awareness
  • Diversity and Inclusion
  • HR project management
  • Coaching techniques
  • Human Resource Information Systems (HRIS)
  • Reward recognition
  • Employee engagement

Pay Range: We anticipate the salary range to be $140,000-$160,000 USD. An individual's compensation can vary based on several factors which include, but are not limited to, geographic location, experience, training, education, and local market conditions.
Benefits: We offer a benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.
E-Verify Participation: ISP U.S. participates in E-Verify and will provide the Federal Government with your form I-9 information to confirm that you are authorized to work in the U.S.
ISP Principles
Begin with our children and students. Our children and students are at the heart of what we do. Simply, their success is our success. Wellbeing and safety are both essential for learners and learning. Therefore, we are consistent in identifying potential safeguarding
and Health & Safety issues and acting and following up on all concerns appropriately.
Treat everyone with care and respect. We look after one another, embrace similarities and differences and promote the well-being of self and others.
Operate effectively. We focus relentlessly on the things that are most important and will make the most difference. We apply school policies and procedures and embody the shared ideas of our community.
Are financially responsible. We make financial choices carefully based on the needs of the children, students and our schools.
Learn continuously. Getting better is what drives us. We positively engage with personal and professional development and school improvement.
ISP Commitment to Safeguarding Principles
ISP is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. All post holders are subject to appropriate vetting procedures, including an online due diligence search, references and satisfactory Criminal Background Checks or equivalent covering the previous 10 years' employment history.
ISP Commitment to Diversity, Equity, Inclusion, and Belonging
ISP is committed to strengthening our inclusive culture by identifying, hiring, developing, and retaining high-performing teammates regardless of gender, ethnicity, sexual orientation and gender expression, age, disability status, neurodivergence, socio-economic background or other demographic characteristics. Candidates who share our vision and principles and are interested in contributing to the success of ISP through this role are strongly encouraged to apply.

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