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Vice President Human Resource Jobs in Raleigh, NC

Cutera

Vice President, Human Resources

Raleigh, NC · On-site

$180 - $300/hr

The Vice President, Human Resources partners closely with the CEO, Board of Directors, and ... Advanced proficiency with Microsoft Office and Human Resource Information Systems (HRIS). PREFERRED ...

CUTERA INC

Vice President, Human Resources

Raleigh, NC · On-site

The Vice President, Human Resources partners closely with the CEO, Board of Directors, and ... Advanced proficiency with Microsoft Office and Human Resource Information Systems (HRIS). PREFERRED ...

Self Help

VP Marketing and Communications

Durham, NC · On-site

The Vice President (VP) serves as Team Leader and oversees the planning, coordination and ... Human Resources, sustainability, real estate development, etc. to ensure seamless alignment of ...

Self Help

VP Marketing and Communications

Durham, NC · On-site

The Vice President (VP) serves as Team Leader and oversees the planning, coordination and ... Human Resources, sustainability, real estate development, etc. to ensure seamless alignment of ...

Civic Credit Union

Vice President, Audit Services

Raleigh, NC · On-site

$122K - $164K/yr

ABOUT THE POSITION The Vice President, Audit Services will develop and lead a dynamic and high ... Civic Human Resources 3600 Wake Forest Road, Raleigh, NC 27609 careers@civicfcu.org Requirements:

Jaggaer

Vice President, Sales Operations

Durham, NC

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The VP, Sales Operations will own the operating framework that enables our sales organization to ... Partner with Finance and HR on sales compensation inputs, headcount planning, performance tracking ...

Jaggaer

Vice President, Sales Operations

Durham, NC

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The VP, Sales Operations will own the operating framework that enables our sales organization to ... Partner with Finance and HR on sales compensation inputs, headcount planning, performance tracking ...

Jaggaer

Vice President, Sales Operations

Durham, NC · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The VP, Sales Operations will own the operating framework that enables our sales organization to ... Partner with Finance and HR on sales compensation inputs, headcount planning, performance tracking ...

Baker Roofing Company

SVP of Restoration

Cary, NC · On-site

Strategically assess and optimize labor resources and operational capabilities across the business ... At times the SVP's work will be conducted at construction work sites and will be exposed to varying ...

Baker Roofing Company

SVP of Restoration

Cary, NC · On-site

Strategically assess and optimize labor resources and operational capabilities across the business ... At times the SVP's work will be conducted at construction work sites and will be exposed to varying ...

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All JobsVice President Human Resource JobsVice President Human Resource Jobs in Raleigh, NC

Vice President Human Resource information

See Raleigh, NC salary details

$71.9K

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

As of Aug 18, 2026, the average yearly pay for vice president human resource in Raleigh, NC is $156,969.00, according to ZipRecruiter salary data. Most workers in this role earn between $121,500.00 and $184,700.00 per year, depending on experience, location, and employer.

What does a vice president of human resources do?

A Vice President of Human Resources (VP of HR) is a senior executive responsible for overseeing all aspects of an organization's human resources functions. This includes developing and implementing HR strategies, managing talent acquisition, employee relations, performance management, compensation and benefits, and ensuring compliance with labor laws. The VP of HR works closely with other executives to align HR initiatives with the company's overall goals and fosters a positive workplace culture. They also lead HR teams and play a vital role in organizational change management.

What are the key skills and qualifications needed to thrive as a vice president of human resources?

To thrive as a Vice President of Human Resources, you need in-depth knowledge of HR management, employment law, organizational development, and typically a bachelor’s or master’s degree in HR or a related field. Familiarity with HRIS platforms, talent management systems, and certifications such as SHRM-SCP or SPHR are highly valued. Exceptional leadership, strategic thinking, and interpersonal skills set top performers apart in this executive role. These competencies are essential for driving organizational success, ensuring legal compliance, and fostering a positive and productive workplace culture.

What are common challenges faced by a vice president of human resources when leading organizational change initiatives?

Vice Presidents of Human Resources often encounter challenges such as resistance to change from employees, aligning HR strategies with overall business objectives, and ensuring clear communication across all levels of the organization. Successfully navigating these challenges typically requires strong leadership, strategic planning, and effective stakeholder management. Building trust with executive leadership and frontline staff alike is crucial for driving adoption and minimizing disruption during change initiatives.

What is the difference between Vice President Human Resource vs HR Director?

AspectVice President Human ResourceHR Director
ResponsibilitiesStrategic planning, executive decision-making, overseeing HR policies at a corporate levelImplementing HR policies, managing HR teams, handling day-to-day HR operations
Required CredentialsBachelor’s or Master’s in HR, Business Administration, or related; extensive HR experienceBachelor’s degree in HR or related field; significant HR experience
Work EnvironmentCorporate executive offices, strategic meetingsHR departments, operational settings
Industry UsageCommon in large corporations and multinational companiesFound across organizations of various sizes, often reporting to VP or senior HR leaders

The Vice President Human Resource typically holds a higher strategic role, focusing on organizational HR policies and executive leadership, while the HR Director manages daily HR operations and team management. Both roles require strong HR credentials, but the VP is more involved in strategic planning and decision-making at the executive level.

What are the most commonly searched types of Human Resource jobs in Raleigh, NC?

The most popular types of Human Resource jobs in Raleigh, NC are:

What cities near Raleigh, NC are hiring for Vice President Human Resource jobs?

Cities near Raleigh, NC with the most Vice President Human Resource job openings:

Vice President Human Resource jobs near you
Infographic showing various Vice President Human Resource job openings in Raleigh, NC as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 16% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $156,969 per year, or $75.5 per hour.

Vice President, Human Resources

Cutera

Raleigh, NC • On-site

$180 - $300/hr

Other

Posted 5 days ago

Job description

Job DetailsJob Location: RALEIGH - RALEIGH, NC 27615Position Type: Full Time

EXECUTIVE POSITION SUMMARY

The Vice President, Human Resources serves as a member of the Executive Leadership Team and is responsible for developing and executing Cutera's global people strategy in support of the Company's business objectives. The Vice President, Human Resources partners closely with the CEO, Board of Directors, and executive leadership to attract, develop, engage, and retain a high-performing workforce while fostering a culture of accountability, innovation, and operational excellence.

The Vice President, Human Resources provides strategic leadership across all Human Resources functions, including talent acquisition, leadership development, organizational effectiveness, succession planning, total rewards, employee relations, HR operations, compliance, culture, and workforce planning. This role also advises the Compensation Committee and Board on executive compensation, leadership succession, and governance matters while ensuring the Company's global HR practices support business growth and comply with applicable employment laws.

DUTIES & RESPONSIBILITIESExecutive Leadership
  • Serve as a strategic advisor to the Chief Executive Officer, Executive Leadership Team, and Board of Directors on all people-related matters.
  • Develop and execute the Company's global Human Resources strategy aligned with business objectives.
  • Build a culture that promotes accountability, collaboration, innovation, engagement, and operational excellence.
  • Lead enterprise-wide organizational effectiveness and workforce planning initiatives.
  • Provide executive leadership during periods of organizational growth, restructuring, acquisitions, and business transformation.
Talent Strategy
  • Develop comprehensive talent acquisition, onboarding, retention, and succession planning strategies.
  • Lead executive succession planning and leadership assessment across the organization.
  • Establish leadership development programs to strengthen organizational capability.
  • Partner with business leaders to ensure the Company attracts, develops, motivates, and retains exceptional talent.
Compensation & Benefits
  • Oversee the design, implementation, and administration of global compensation, incentive, equity, and benefits programs.
  • Partner with executive leadership and the Board's Compensation Committee regarding executive compensation and equity programs.
  • Lead annual compensation planning, merit reviews, incentive programs, and market benchmarking.
  • Ensure compensation programs remain competitive while supporting Company objectives.
Employee Relations & Compliance
  • Provide executive oversight for employee relations matters and workplace investigations.
  • Ensure compliance with applicable federal, state, local, and international employment laws.
  • Oversee development and implementation of HR policies, procedures, and employee programs.
  • Maintain compliance with corporate governance requirements and regulatory obligations.
Organizational Development
  • Lead organizational design initiatives that improve effectiveness and scalability.
  • Drive employee engagement initiatives and culture development.
  • Develop performance management strategies aligned with business objectives.
  • Champion diversity, inclusion, leadership accountability, and continuous improvement.
HR Operations
  • Lead all Human Resources operations globally.
  • Oversee HRIS, HR technology, reporting, workforce analytics, and process improvements.
  • Develop metrics and dashboards that support executive decision-making.
  • Ensure HR records, documentation, and communications comply with legal and regulatory requirements.
Executive & Board Partnership
  • Prepare presentations and recommendations for the Board of Directors regarding executive compensation, organizational changes, succession planning, and workforce strategy.
  • Advise executive leadership regarding organizational risks and people-related business decisions.
  • Participate in Board and Executive Leadership meetings as appropriate.
Global Leadership
  • Provide leadership across all global HR teams.
  • Partner with regional leaders to ensure consistent implementation of Company policies while recognizing local legal requirements.
  • Travel internationally as needed to support business operations and leadership development.
Additional Responsibilities
  • Lead HR due diligence and people integration activities related to mergers, acquisitions, and strategic initiatives.
  • Participate in Corporate Compliance Committee activities.
  • Research emerging HR trends and implement best practices.
  • Perform other duties as assigned.
QUALIFICATIONS MINIMUM REQUIREMENTS & QUALIFICATIONS
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
  • Master's degree (MBA or related discipline) preferred.
  • SHRM-SCP, SPHR, or equivalent certification preferred.
  • Minimum 15 years of progressive Human Resources leadership experience, including executive-level responsibility.
  • Experience leading a global Human Resources organization within a multinational company.
  • Experience supporting publicly traded companies preferred.
  • Demonstrated experience partnering directly with CEOs, Executive Leadership Teams, and Boards of Directors.
  • Experience leading organizational transformation, restructuring, mergers and acquisitions, and change management initiatives.
  • Strong knowledge of U.S. and international employment laws.
  • Experience implementing HR technology and workforce analytics.
KNOWLEDGE, SKILLS & ABILITIES
  • Executive leadership and strategic business partnership.
  • Strong business acumen and financial understanding.
  • Exceptional communication and presentation skills.
  • Executive presence with the ability to influence at all organizational levels.
  • Demonstrated ability to lead organizational change.
  • Strong negotiation and conflict resolution skills.
  • Excellent judgment, discretion, and integrity.
  • Proven ability to build and lead high-performing teams.
  • Strong analytical and problem-solving capabilities.
  • Ability to manage multiple priorities in a fast-paced environment.
  • Excellent organizational and project management skills.
  • High level of confidentiality and professionalism.
  • Advanced proficiency with Microsoft Office and Human Resource Information Systems (HRIS).
PREFERRED QUALIFICATIONS
  • Experience within medical device, life sciences, healthcare, or other regulated industries.
  • Experience supporting publicly traded companies.
  • Global Human Resources leadership across North America, EMEA, and APAC.
  • Experience with executive compensation, equity administration, and Board governance.
  • Experience leading enterprise HR transformation initiatives.
ADDITIONAL REQUIREMENTS
  • Ability to work in both office and remote environments.
  • Ability to travel domestically and internationally up to approximately 20%.
  • Ability to sit, stand, and use standard office equipment for extended periods.
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