What Does a Head of HR Do?

I’ve worked with Heads of HR at different stages, and the common thread is that they sit at the table where business decisions get made. They don’t just execute what executives decide.

They influence what gets decided by bringing workforce data, talent market insights, and organizational design expertise to strategic conversations.

Head of HR Role Overview

The Head of HR is the most senior HR leader in an organization. Depending on company size, the title might be VP of HR, Chief Human Resources Officer (CHRO), or Head of People. Regardless of the title, the role owns the entire people function: talent acquisition, employee relations, compensation and benefits, learning and development, HR operations, and organizational culture.

In smaller companies (50-200 employees), the Head of HR is often the first senior HR hire. They build the function from scratch: establishing policies, implementing HRIS systems, setting up compensation frameworks, and creating the processes that didn’t exist before.

In larger organizations, the Head of HR leads a team of HR directors and managers who each own a functional area. The role shifts from doing the work to directing strategy, managing stakeholders, and ensuring the HR function supports business growth.

Key Responsibilities of a Head of HR

The Head of HR’s responsibilities span strategy, operations, people management, and executive partnership.

People Strategy and Workforce Planning

The Head of HR develops the organization’s overall people strategy. This includes workforce planning (determining what roles need to be filled and when), talent pipeline development, succession planning for key positions, and organizational design as the company scales.

Strategic human resource management is the core framework. The Head of HR translates business goals into people goals: if the company plans to enter a new market, what talent is needed? If revenue targets require 40% growth, what’s the hiring plan and timeline?

HR Team Leadership

The Head of HR builds, manages, and develops the HR team itself. In growing companies, this means hiring the first HR coordinator, recruiter, or HR business partner. In larger organizations, it means managing directors of talent acquisition, compensation, L&D, and employee relations.

Team development matters because the HR function’s capability limits what the organization can do. A Head of HR who can’t build a strong team will always be the bottleneck for people operations.

Executive Partnership and Business Advisory

The Head of HR serves as a strategic advisor to the CEO and leadership team on all people-related decisions. This includes advising on organizational structure, leadership development, culture challenges, compensation strategy, and workforce risk.

Effective Heads of HR don’t wait to be asked. They bring workforce data, industry benchmarks, and talent market intelligence to leadership conversations. They raise issues before they become crises and propose solutions backed by data.

Compensation, Benefits, and Total Rewards

The Head of HR owns the compensation philosophy and oversees benefits administration. This includes setting salary bands, designing bonus and equity structures, selecting benefits providers, and ensuring the total rewards package is competitive enough to attract and retain the talent the business needs.

Culture, Engagement, and Employee Relations

Culture isn’t something the Head of HR delegates. They’re responsible for defining the cultural values the organization operates by, designing systems that reinforce those values, measuring engagement, and addressing employee relations issues that require senior intervention.

This includes managing sensitive situations: executive misconduct investigations, workforce reductions, organizational restructuring, and crises that impact employee trust.

HR Operations and Compliance

Even at the senior level, the Head of HR ensures that HR operations run well. Payroll is accurate, HRIS systems are functioning, compliance requirements are met, and HR processes are efficient. In smaller companies, they manage these directly. In larger ones, they ensure the teams responsible are performing.

Head of HR Salary and Compensation

Head of HR compensation varies by company size, industry, and geography.

At startups and small companies (50-200 employees), the Head of HR earns $130,000 to $180,000 in base salary, with total compensation (including equity) reaching $150,000 to $250,000.

At mid-size companies (200-1,000 employees), the role commands $160,000 to $220,000 in base salary, with total compensation of $200,000 to $350,000.

At large enterprises (1,000+ employees), VP of HR or CHRO positions start at $200,000 in base salary, with total compensation (base, bonus, equity) ranging from $300,000 to $600,000+ at publicly traded companies.

According to the Bureau of Labor Statistics, the median annual salary for HR managers was $136,350 in 2023, with the top 10% earning over $239,200. Head of HR roles, being more senior than typical HR managers, fall in the upper ranges.

Head of HR Career Path

The path to Head of HR tends to follow one of two trajectories: the generalist path or the specialist-to-generalist path.

The Generalist Path

HR Coordinator (1-3 years) to HR Generalist (2-4 years) to HR Manager (3-5 years) to HR Director (4-6 years) to Head of HR/VP of HR. This path builds broad HR knowledge across all functions and is the most common route to the Head of HR role.

The Specialist Path

Some Heads of HR start as specialists in talent acquisition, compensation, or employee relations, then transition to generalist leadership. This path works well when the specialist area is relevant to the organization’s primary HR challenges (e.g., a recruiting leader becoming Head of HR at a high-growth company).

The Non-Traditional Path

Heads of HR come from operations, consulting, or business leadership backgrounds. Companies value leaders who understand the business and can learn HR practices, rather than HR specialists who may lack business acumen. This is true at startups and tech companies.

Skills Required to Be a Head of HR

The Head of HR needs a combination of technical HR knowledge, business acumen, and leadership skills.

• Business acumen: understanding financial statements, business models, and how people investments impact revenue and margin
• Strategic thinking: translating business objectives into workforce plans and HR priorities
• Leadership and team development: building and growing an effective HR team
• Executive communication: presenting data-driven recommendations to boards, CEOs, and leadership teams
• Employment law knowledge: understanding compliance requirements across jurisdictions
• Change management: leading organizational transformations, restructurings, and culture shifts
• Data literacy: using HR analytics to inform decisions and demonstrate ROI
• Conflict resolution: managing sensitive employee relations situations with fairness and discretion

Head of HR vs. CHRO vs. VP of People: What’s the Difference?

These titles often describe similar roles, but there are meaningful differences in scope and seniority.

Head of HR is the most common title at companies with 50-500 employees. The role leads the entire HR function and reports to the CEO or COO.

VP of HR indicates a larger organization (200-2,000+ employees) where the role oversees multiple HR directors and manages a significant budget. VPs of HR often report to a CHRO if one exists, or to the CEO.

CHRO (Chief Human Resources Officer) is a C-suite title found at large enterprises. The CHRO has board-level visibility, equity compensation, and strategic influence comparable to other C-suite executives. CHROs oversee organizations with 1,000+ employees.

VP of People or Head of People is common in tech companies and startups, where the title signals a modern, employee-experience-focused approach to HR. In essence, these roles are equivalent to Head of HR or VP of HR.

The actual scope of the role matters more than the title. A Head of HR at a 200-person company making strategic decisions may have more impact than a VP of HR at a 5,000-person company managing administrative processes.

Final Thoughts

The best Heads of HR understand that the role is about building systems that help people and the business grow together. If you’re aiming for this career path, focus less on mastering isolated HR processes and more on becoming a strategic business partner who can influence decisions at the highest level.

FAQ

Here, I answer the most frequently asked questions about the Head of HR role.

What qualifications do you need to be a Head of HR?

Most Heads of HR hold a bachelor’s degree in HR, business, or a related field, with many holding an MBA or master’s in HR management. SHRM-SCP or SPHR certifications are common. However, at startups and tech companies, practical experience and business acumen often matter more than specific degrees. 8-15 years of progressive HR experience is typical.

What is the difference between a Head of HR and an HR Director?

An HR Director oversees a specific HR function (talent acquisition, compensation, L&D) and reports to the Head of HR. The Head of HR oversees all HR functions, sets the overall people strategy, and serves as the executive-level HR leader. In smaller companies, these roles may be combined.

How much experience do you need to become a Head of HR?

Most Heads of HR have 8-15 years of progressive HR experience. At startups, this can be shorter (5-8 years) if the candidate demonstrates strong business acumen and leadership capability. At large enterprises, VP of HR or CHRO positions require 15-20+ years of experience.

Is the Head of HR a stressful job?

Yes. The Head of HR manages sensitive situations (terminations, investigations, layoffs), navigates organizational politics, advocates for employee wellbeing while supporting business objectives, and operates with high visibility. Burnout is a real risk. The most sustainable Heads of HR set clear boundaries, build strong teams to share the load, and have their own support systems.

What does a typical day look like for a Head of HR?

A typical day includes leadership team meetings, 1:1s with direct reports, reviewing HR metrics and dashboards, advising managers on people issues, working on strategic projects (compensation reviews, org design, workforce planning), handling escalated employee relations situations, and meeting with external partners (recruiters, benefits brokers, consultants).

Can you become a Head of HR without an HR degree?

Yes. Many successful Heads of HR have degrees in business, psychology, organizational development, or other fields. Some come from operations, consulting, or business leadership backgrounds. What matters most is a combination of HR knowledge, business understanding, leadership ability, and the judgment to handle sensitive people situations effectively.