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Vice President Human Resource Jobs (NOW HIRING)

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, driving business outcomes through innovative people strategies. This role leads the design and ...

Berkley

Vice President, Human Resources

Parsippany, NJ · Hybrid

$150K - $200K/yr

The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data-driven insights to optimize workforce performance. The VP HR will support multiple ...

Berkley

Vice President Human Resources

Urbandale, IA · Hybrid

The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the design and ...

Berkley

Vice President Human Resources

Urbandale, IA · On-site

The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data-driven insights to optimize workforce performance. Strategic Talent Leadership • ...

Berkley

Vice President Human Resources

Urbandale, IA · Hybrid

Responsibilities The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the ...

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Vice President Human Resource information

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$74K

$161.5K

$255.5K

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

As of Sep 1, 2026, the average yearly pay for vice president human resource in the United States is $161,477.00, according to ZipRecruiter salary data. Most workers in this role earn between $125,000.00 and $190,000.00 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 cities are hiring for Vice President Human Resource jobs?

Cities with the most Vice President Human Resource job openings:

What are the most commonly searched types of Human Resource jobs?

The most popular types of Human Resource jobs are:

What states have the most Vice President Human Resource jobs?

States with the most job openings for Vice President Human Resource jobs include:

Vice President Human Resource jobs near you
Infographic showing various Vice President Human Resource 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 $161,477 per year, or $77.6 per hour.

Vice President, Human Resources

Berkley

Parsippany, NJ • Hybrid

$150K - $200K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 12 days ago

Job description

Founded in 1967, W. R. Berkley Corporation is an insurance holding company that is among the largest commercial lines writers in the United States and operates worldwide in two segments of the property casualty insurance business: Insurance and Reinsurance. Each of the Berkley companies, or operating units, within Berkley participates in a niche market requiring specialized knowledge about a territory or product.

Our competitive advantage lies in our long-term strategy of decentralized operations, allowing each of our Berkley companies to identify and respond quickly and effectively to changing market conditions and local customer needs. This decentralized structure provides financial accountability and incentives to local management and enables us to attract and retain the highest caliber professionals.

We have the expertise and resources to utilize our strengths in the present environment, and the flexibility to anticipate, innovate and respond to whatever opportunities and challenges the future may hold.


The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the design and execution of enterprise-wide HR initiatives that align talent management, workforce planning, and organizational development with evolving business priorities. The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data-driven insights to optimize workforce performance.

The VP HR will support multiple Berkley operating units. 

Strategic Talent Leadership

  • Develop and execute forward-looking talent strategies, including workforce planning, succession management, and leadership development, to meet current and future business needs.
  • Drive retention initiatives that address evolving employee expectations, hybrid work models, and competitive labor markets.

AI & Digital Transformation

  • Integrate AI and advanced analytics into HR processes for recruiting, performance management, and predictive workforce planning.
  • Promote digital HR solutions that enhance employee experience and operational efficiency.'

Change Management & Organizational Agility

  • Lead change management strategies to support business transformation, ensuring leaders and employees are equipped to adapt to new technologies and processes.
  • Serve as a trusted advisor to senior executives on organizational design and cultural evolution.

Employee Experience & Engagement

  • Champion a culture of inclusion, engagement, and continuous learning.
  • Oversee programs for onboarding, performance management, recognition, and career development.

Business Partnership

  • Collaborate with senior leaders to align HR initiatives with business goals, providing insights on talent risks and opportunities.
  • Contribute to annual business planning and budgeting processes with a focus on human capital priorities.
  • Manage HR-related budgets in collaboration with President and CFO, including compensation and benefit analysis.

Governance & Compliance

  • Ensure adherence to employment laws and ethical standards.
  • Manage employee relations, investigations, and disciplinary actions with fairness and transparency.

  • Proven experience in senior HR leadership roles with a track record of driving strategic initiatives.
  • Expertise in talent management, organizational development, and change leadership.
  • Familiarity with HR technology platforms, AI applications, and data analytics.
  • Strong business acumen and ability to influence at the executive level.
  • Excellent communication and presentation skills.

Education Requirement

  • Bachelor’s degree.
  • 10 years of experience in a leadership role and a minimum of seven years progressive HR experience.
  • One of the following preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP

The Company is an equal employment opportunity employer.
We do not accept unsolicited resumes from third party recruiting agencies or firms.
The company offers a competitive compensation plan and robust benefits package for full time regular employees including:
Base Salary Range: $150,000-$200,000
Benefits include Health, dental, vision, dental, life, disability, wellness, paid time off, 401(k) and profit-sharing plans
The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment.
Sponsorship not Offered for this Role

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