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Head Of Human Resource Jobs (NOW HIRING)

Australia-Employment

Head of HR

Thornton, CO · On-site

$185 - $205/hr

Head of HR $185,000 - $205,000 per year | Thornton, CO | On-site | Permanent Head of HR aligning talent, culture, and strategy to drive business growth This role is responsible for building a ...

Picarro, Inc

Head of Human Resources

Santa Clara, CA · On-site

$230K - $260K/yr

Head of Human Resources Location: Santa Clara, CA (On-Site, 5 days a week) Reports To: COO Picarro is seeking a strategic as well as operationally minded, business-driven Head of Human Resources to ...

New

Picarro, Inc

Head of Human Resources

Santa Clara, CA · Hybrid

$230K - $260K/yr

Head of Human Resources Location: Santa Clara, CA (On-Site, 5 days a week) Reports To: COO Picarro is seeking a strategic as well as operationally minded, business-driven Head of Human Resources to ...

New

Everise

Head of Human Resources

Florida, NY · On-site

The Head of Human Resources is responsible for leading all people functions of the organization in ... This position is responsible for enterprise-level human resource strategy and workforce planning ...

Everise

The Head of Human Resources is responsible for leading all people functions of the organization in ... This position is responsible for enterprise-level human resource strategy and workforce planning ...

SC&H Group

Head of Human Resources

Hunt Valley, MD · On-site

Head of Human Resources Executive Leadership Position | Full Time Based in Maryland | Reports to CE ... Serve as a key resource for employees and managers navigating workplace concerns, conflict ...

ZL Tech

Head of HR

Milpitas, CA

Head of Human Resources ZL Technologies is seeking a Head of HR, based in Milpitas CA. This leader ... S. and international staff, of the Human Resource (HR) department, ensuring legal compliance and ...

ZL Technologies

Head of HR

Milpitas, CA · On-site

Head of Human Resources ZL Technologies is seeking a Head of HR, based in Milpitas CA. This leader ... S. and international staff, of the Human Resource (HR) department, ensuring legal compliance and ...

UK Agri-Tech Centre

Head of HR

Glasgow, KY · On-site

$120 - $180/hr

About the Role We're seeking an experienced Head of HR to join the senior HR leadership team and play a pivotal role in shaping, leading, and delivering HR services across a complex, multi-site ...

ZL Technologies

Head of HR

Milpitas, CA · On-site

$140 - $240/hr

Head of Human Resources ZL Technologies is seeking a Head of HR, based in Milpitas CA. This leader ... S. and international staff, of the Human Resource (HR) department, ensuring legal compliance and ...

Chandler Maclain

Head of Human Resources

Denver, CO

$180K - $220K/yr

Our client is seeking a Head of Human Resources to join its leadership team. This individual will be responsible for leading the organization's people strategy while overseeing all aspects of the ...

Seasats

Head of Human Resources

San Diego, CA

$150K - $180K/yr

Head of Human Resources Location: San Diego, CA (in-office) Salary Range: $150,000 - $180,000 / yr + stock options, 401k matching, and other benefits Role Overview: Seasats designs and deploys ...

Seasats

Head of Human Resources

San Diego, CA · On-site

$150K - $180K/yr

Head of Human Resources Location: San Diego, CA (in-office) Salary Range: $150,000 - $180,000 / yr + stock options, 401k matching, and other benefits Role Overview: Seasats designs and deploys ...

Vivalon

Interim Head of Human Resources

San Rafael, CA · On-site

We are hiring an Interim Head of Human Resources. Reporting to the CEO, this person leads the Human Capital team, including Human Resources and Volunteer Services. This executive role develops and ...

New

Urrly

Head of Human Resources

Columbus, OH · Remote

$125K - $160K/yr

Head of Human ResourcesAbout The Opportunity Lead the internal HR function for a fast-growing, PE-backed professional services platform that has scaled quickly and is ready for a more structured ...

Blum, Inc

Head of Human Resources

Stanley, NC · On-site

About the Role The Head of Human Resources reports to the Chief Financial Officer and works ... Human resource policies and practices including recruitment, selection, promotion, compensation ...

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All JobsHead Of Human Resource Jobs

Head Of Human Resource information

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$38.5K

$116.6K

$182K

How much do head of human resource jobs pay per year?

As of Aug 10, 2026, the average yearly pay for head of human resource in the United States is $116,601.00, according to ZipRecruiter salary data. Most workers in this role earn between $88,500.00 and $136,500.00 per year, depending on experience, location, and employer.

What does a head of human resource do?

A Head of Human Resource is responsible for overseeing all aspects of an organization's human resources practices and processes. They develop HR strategies, manage recruitment and talent acquisition, ensure compliance with labor laws, and create policies that foster a positive workplace culture. Additionally, they play a key role in organizational development, employee relations, and performance management. Their goal is to align HR initiatives with overall business objectives to support the company's growth and success.

What are the key skills and qualifications needed to thrive as a head of human resource?

To thrive as a Head of Human Resource, you need comprehensive knowledge of HR management, labor laws, and talent strategy, typically supported by a degree in HR or business administration and significant experience in the field. Familiarity with HRIS platforms, payroll systems, and certifications like SHRM-SCP or SPHR are highly valuable. Exceptional leadership, communication, and conflict resolution skills set outstanding HR leaders apart. These skills and qualifications are crucial for aligning workforce strategy with organizational goals and fostering a positive, compliant workplace culture.

What is the difference between Head Of Human Resource vs HR Manager?

AspectHead Of Human ResourceHR Manager
ResponsibilitiesStrategic planning, policy development, overseeing entire HR functionsImplementing HR policies, managing daily HR operations
Required CredentialsBachelor's or Master's in HR, Business, or related field; extensive experienceBachelor's degree in HR or related field; relevant HR experience
Work EnvironmentExecutive leadership, strategic meetings, cross-department collaborationOperational HR settings, employee interactions, team management
Industry UsageCommon in larger organizations with complex HR needsWidely used across organizations of all sizes

The Head Of Human Resource focuses on strategic leadership and policy development, while the HR Manager handles daily HR operations and employee management. Both roles require HR credentials, but the Head Of Human Resource typically has more extensive experience and a broader scope of responsibilities.

How does the head of human resource typically collaborate with other department leaders to drive organizational success?

The Head of Human Resource works closely with leaders across departments to align HR strategies with overall business goals. This often involves participating in strategic meetings, advising on workforce planning, and ensuring that HR initiatives support departmental needs. Effective collaboration can include developing leadership training programs, addressing talent gaps, and facilitating change management processes. The role requires strong communication and relationship-building skills to foster a cohesive and productive work environment.
What cities are hiring for Head Of Human Resource jobs? Cities with the most Head Of Human Resource job openings:
What are the most commonly searched types of Of Human Resource jobs? The most popular types of Of Human Resource jobs are:
What states have the most Head Of Human Resource jobs? States with the most job openings for Head Of Human Resource jobs include:
Head Of Human Resource jobs near you
Infographic showing various Head Of Human Resource job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 16% Part Time, 1% Temporary, and 4% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $116,601 per year, or $56.1 per hour.

Head of Human Resources

International Schools Partnership

Anaheim, CA • On-site

Full-time

Medical, Retirement, PTO

Re-posted 17 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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