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Vice President Human Relation Jobs (NOW HIRING)

Berkley

Vice President, Human Resources

Parsippany, NJ · Hybrid

$150K - $200K/yr

The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging ... Manage employee relations, investigations, and disciplinary actions with fairness and transparency.

Berkley

Vice President, Human Resources

Parsippany, NJ · On-site

$150K - $200K/yr

The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging ... Manage employee relations, investigations, and disciplinary actions with fairness and transparency.

Berkley

Vice President, Human Resources

Parsippany, NJ · Hybrid

$150K - $200K/yr

The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership ... Manage employee relations, investigations, and disciplinary actions with fairness and transparency.

Balcones Resources, Inc.

VP Human Resources

Austin, TX · On-site

Circular Services is seeking an experienced, bilingual (English/Spanish) Vice President of Human ... Employee Relations & Labor Relations * Lead employee and labor relations strategy and serve as a ...

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How much do vice president human relation jobs pay per year?

As of Sep 13, 2026, the average yearly pay for vice president human relation in the United States is $157,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $190,000.00 per year, depending on experience, location, and employer.

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Infographic showing various Vice President Human Relation job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 16% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $157,532 per year, or $75.7 per hour.

VP HR Client Services

Philadelphia, PA • On-site

Independence Blue Cross
Insurance Services • 1 - 5K employees
Learn more about Independence Blue Crossexternal

Full-time

Re-posted 8 days ago

Independence Blue Cross rating

8.8

Company rating: 8.8 out of 10

Based on 26 frontline employees who took The Breakroom Quiz

Job description

Vice President, HR Client Services
Job Summary
The Vice President, HR Client Services plays a critical leadership role within the HR leadership team and serves as a trusted partner across the enterprise. This position reports to the Senior Vice President, Chief Human Resources Officer and leads the HR Business Partners, Associate Relations and HR Operations functions, translating business goals into people strategies that drive performance, engagement, and organizational capability.
As a trusted advisor and a key integrator within HR, the VP, HR Client Services plays a central role in shaping how HR creates business value, elevates performance, and supports organizational success. The leader successfully balances operational excellence with forward-looking transformation, ensuring HR is positioned to meet current and future business needs.
Essential Functions
Strategic Leadership & Executive Partnership
  • Serves as a strategic partner and advisor, providing counsel on organizational design, talent, leadership effectiveness, and change.
  • Partners closely with the EVP, Chief People and Culture Officer and the SVP, Chief Human Resources Officer to align and execute HR strategy and enterprise priorities.

Functional Leadership - HR Business Partners & Associate Relations
  • Leads, develops, and scales high-performing HR Business Partner and Associate Relations functions.
  • Acts as the senior HR liaison to cross-functional stakeholders, ensuring enterprise-aligned people decisions.
  • Champions a data-driven culture and enterprise consistency.
  • Optimizes the HRBP operating model.
  • Owns enterprise Associate Relations strategy and leads resolution of complex and high-risk cases in partnership with Legal.

HR Operations
  • Leads the continuous improvement of HR operations, ensuring accuracy, efficiency, and exceptional service quality.
  • Oversees core HR operational processes including employee data management, onboarding/offboarding administration, and audit/compliance activities.
  • Develops and maintains governance frameworks, standard operating procedures, and quality controls to ensure operational consistency and risk mitigation.
  • Partners with HR Technology, Payroll, Finance, and Legal to optimize workflows, streamline processes, and drive automation.
  • Establishes service-level metrics and reporting dashboards that enable performance transparency and operational excellence.
  • Ensures HR operations adhere to all regulatory, legal, and organizational requirements.
  • Leads enterprise leave administration programs including FMLA, ADA, disability, parental leave, and other statutory or company-sponsored leaves.
  • Monitors vendor performance and ensures service delivery meets contractual and operational expectations.
  • Uses data and trend analysis to identify upstream issues, improve manager readiness, and enhance employee experience during leave events.

Collaboration & Internal HR Partnership
  • Serves as an integrator across HRBPs, COEs, and Shared Services.
  • Advances the HR Operating Model.
  • Provides strategic oversight of HR budget and resource allocation.

Job Scope and Impact
  • People Manager. Leads enterprise-wide HR Business Partner, HR Operations and Associate Relations functions.

Job-Related Experience and Education
  • Bachelor's Degree required
  • 10+ years of progressive Human Resources, employment law or related discipline requiring deep knowledge of Human Resources, employment practices, regulatory compliance and organizational effectiveness
  • Demonstrated experience providing strategic counsel on organizational design, talent, leadership effectiveness and change supporting complex organizations.

Other Job-Related Skills and Background
  • Demonstrated business acumen with the ability to link people strategy to enterprise outcomes.
  • Executive-level influencing and communication skills.
  • Expertise in organizational design, change management, and employee relations.
  • Data-driven, enterprise-minded, and transformation-oriented leadership approach.

Hybrid
Independence has implemented a "Hybrid" model which provides our associates with the ability work in the office 3 days a week (Tuesday, Wednesday & Thursday) and remotely 2 days a week (Monday & Friday). This role is designated as a role that fits into the "Hybrid" model. While associates may work remotely, the work must be performed in the Tri-State Area of Delaware, New Jersey or Pennsylvania.

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