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Vice President Human Resources Jobs in Rutherford, NJ

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 technology and data-driven insights to optimize workforce performance. The VP HR will support multiple ...

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 ...

OrganOx

VP, HR North America

Madison, NJ · On-site

The VP, HR will serve as the lead HR Business Partner to the global Commercial organization, providing HR leadership across multiple jurisdictions. Additionally, while they will have a primary base ...

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Vice President Human Resources information

See Rutherford, NJ salary details

$75.4K

$164.6K

$260.5K

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

As of Aug 10, 2026, the average yearly pay for vice president human resources in Rutherford, NJ is $164,615.00, according to ZipRecruiter salary data. Most workers in this role earn between $127,400.00 and $193,700.00 per year, depending on experience, location, and employer.

What are some common challenges faced by a vice president of human resources, and how can they address them effectively?

A Vice President of Human Resources often navigates challenges such as aligning HR strategies with organizational goals, managing change across diverse teams, and ensuring compliance with evolving employment laws. Balancing executive leadership expectations with employee needs requires strong communication and negotiation skills. To address these challenges, VPs of HR typically foster a culture of transparency, invest in leadership development, and stay updated on industry best practices to proactively adapt policies and programs.

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

AspectVice President Human ResourcesHR Director
ResponsibilitiesStrategic planning, executive leadership, policy developmentOperational HR functions, team management, policy implementation
ScopeCompany-wide, often at executive levelDepartment-specific or regional
Required CredentialsBachelor’s/Master’s in HR or related field, extensive experience, leadership skillsBachelor’s degree, HR certifications, experience in HR roles
Work EnvironmentCorporate executive setting, boardroomsHR departments, office settings

The Vice President Human Resources typically holds a strategic, company-wide leadership role, focusing on policy and organizational direction, while the HR Director manages daily HR operations and team management. Both roles require strong HR credentials, but the VP is more involved in high-level decision-making.

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 deep expertise in HR strategy, employment law, talent management, and organizational development, usually backed by a bachelor's or master's degree in HR or a related field. Familiarity with HRIS platforms, data analytics tools, and certifications such as SHRM-SCP or SPHR is highly valued. Strong leadership, negotiation, communication, and change management skills help you build trust and drive organizational transformation. These competencies are vital for effectively aligning HR initiatives with business goals, ensuring legal compliance, and fostering a positive workplace culture.

What does a vice president of human resources do?

A Vice President of Human Resources oversees the strategic direction and management of an organization's HR functions. This includes developing policies, managing talent acquisition, employee relations, compensation and benefits, and ensuring legal compliance. They play a key role in shaping company culture, supporting leadership, and driving initiatives that align HR strategies with business goals. The VP of HR often leads a team and works closely with other executives to support organizational growth and employee satisfaction.
What are the most commonly searched types of Human Resources jobs in Rutherford, NJ? The most popular types of Human Resources jobs in Rutherford, NJ are:
What are popular job titles related to Vice President Human Resources jobs in Rutherford, NJ? For Vice President Human Resources jobs in Rutherford, NJ, the most frequently searched job titles are:
What job categories do people searching Vice President Human Resources jobs in Rutherford, NJ look for? The top searched job categories for Vice President Human Resources jobs in Rutherford, NJ are:
What cities near Rutherford, NJ are hiring for Vice President Human Resources jobs? Cities near Rutherford, NJ with the most Vice President Human Resources job openings:
Vice President Human Resources jobs near you
Infographic showing various Vice President Human Resources job openings in Rutherford, NJ as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $164,615 per year, or $79.1 per hour.

Vice President, Human Resources

Berkley

Parsippany, NJ • On-site

$150K - $200K/yr

Other

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 21 days ago

Job description

Company Details
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.
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 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.

Qualifications
  • 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

Additional Company Details
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 Details
Sponsorship not Offered for this Role

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