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Head of HR...

Head of HR

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As taught in the Full Academy Access

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The Head of HR is responsible for the policies, activities, and staff of the HR department. They contribute to the overall company strategy by advising the board on the HR implications of its decisions.

Contents
Role family, salary range & work experience
Key responsibilities
Skills & competencies
Job description template
Detailed responsibilities & tasks
KPIs for this role
Training programs

Role family, salary range & work experience

HR role family: Strategist
Salary range: 89,000–110,000
Work experience: 12+ years

Key responsibilities

Develop and implement HR strategies, policies, and programs that support the business objectives, vision, and values of the organization.
Work with senior management to identify HR priorities and opportunities, and to develop and execute HR plans that support the organization’s objectives.
Provide leadership and support to the HR team, and foster a culture of continuous learning, development, and improvement.

Skills & competencies

Analytics Translation
Builds Trust
Business Advisory/Partnering/Generalist
Customer Understanding
DEIB, Employee Experience and Culture
Develops and Coaches
Drives Results
Employee Health
Employee Relations and Labour
Engages People
Inspire and Motivates
L&D/Leadership Development
Manages Conflict
Organizational Development and Design
Safety and Wellbeing
Sets direction
Strategy Co-Creation
Talent and Performance Management

Job description template: Head of HR

The Head of HR is responsible for developing and executing HR strategies that align with our overall business objectives and support our employees in achieving their full potential.

Responsibilities:

Develop and implement HR strategies, policies, and programs that support the business objectives, vision, and values of the organization.
Lead and manage the HR team to ensure that all HR programs and initiatives are delivered effectively and efficiently, and to provide guidance and direction to team members.
Work with senior management to identify HR priorities and opportunities, and to develop and execute HR plans that support the organization’s objectives.
Develop and implement talent management and succession planning strategies to ensure the organization has the talent it needs to meet its current and future needs.
Ensure compliance with all applicable HR laws and regulations, and develop policies and procedures to minimize legal risks.
Manage employee relations, including the development and implementation of policies and programs that promote a positive work environment and resolve employee issues.
Lead the development and implementation of compensation and benefits programs that are competitive and align with the organization’s goals and values.
Oversee the development and implementation of training and development programs that support the organization’s goals and help employees achieve their full potential.
Build and maintain strong relationships with internal and external stakeholders, including employees, management, vendors, and community groups.
Provide leadership and support to the HR team, and foster a culture of continuous learning, development, and improvement.

Requirements:

Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred.
At least 10 years of experience in HR leadership roles, with a proven track record of success in a large, complex organization.
Demonstrated knowledge of HR best practices, laws, and regulations.
Strong leadership and management skills, with the ability to motivate and develop a high-performing team.
Excellent communication and interpersonal skills, with the ability to build strong relationships and influence others.
Strong problem-solving and analytical skills, with the ability to identify issues and develop and implement effective solutions.
Ability to work independently, manage multiple priorities, and deliver results in a fast-paced and dynamic environment.
Strong business acumen, with the ability to understand and align HR strategies with overall business objectives.
Demonstrated experience in developing and implementing talent management, compensation and benefits, employee relations, and training and development programs.
Ability to work effectively with all levels of employees, from front-line staff to senior management

Detailed responsibilities & tasks

Develop and implement HR strategies, policies, and programs that support the business objectives, vision, and values of the organization.
Lead and manage the HR team to ensure that all HR programs and initiatives are delivered effectively and efficiently, and to provide guidance and direction to team members.
Work with senior management to identify HR priorities and opportunities, and to develop and execute HR plans that support the organization’s objectives.
Develop and implement talent management and succession planning strategies to ensure the organization has the talent it needs to meet its current and future needs.
Ensure compliance with all applicable HR laws and regulations, and develop policies and procedures to minimize legal risks.
Manage employee relations, including the development and implementation of policies and programs that promote a positive work environment and resolve employee issues.
Lead the development and implementation of compensation and benefits programs that are competitive and align with the organization’s goals and values.
Oversee the development and implementation of training and development programs that support the organization’s goals and help employees achieve their full potential.
Build and maintain strong relationships with internal and external stakeholders, including employees, management, vendors, and community groups.
Provide leadership and support to the HR team, and foster a culture of continuous learning, development, and improvement.

Detailed skills description

Strategic thinking and planning: As the leader of the HR department, the Head of HR must have the ability to think strategically and develop long-term plans that align with the organization’s goals.
Leadership and management: The Head of HR must have strong leadership and management skills to effectively lead and manage the HR team and develop a positive organizational culture.
Communication and interpersonal skills: The Head of HR must have excellent communication and interpersonal skills to build relationships with internal and external stakeholders, and effectively communicate HR policies and procedures to employees.
Change management: The Head of HR must have the ability to manage change effectively, especially during periods of organizational change, and ensure that employees are effectively supported through the transition.
Legal and compliance knowledge: The Head of HR must have a strong understanding of employment laws and regulations to ensure the organization is in compliance with all legal requirements.
Business acumen: The Head of HR must have a good understanding of the organization’s business objectives and financial goals to align HR strategies with these goals.
Analytical and problem-solving skills: The Head of HR must be able to analyze data and information to identify HR trends and issues, and develop solutions to address them.
Emotional intelligence: The Head of HR must have a high level of emotional intelligence to effectively manage employee relations, resolve conflicts, and maintain positive relationships with employees and stakeholders.

KPIs for this role

Recruitment metrics: Number of open positions, time-to-fill, cost-per-hire, and quality-of-hire metrics such as retention rates and performance evaluations.
Employee engagement metrics: Measuring employee satisfaction, turnover rates, and employee feedback on workplace culture and policies.
Training and development metrics: Measuring the effectiveness of training programs, employee development opportunities, and tracking employee progress in their roles.
HR efficiency metrics: Tracking the efficiency of HR operations, such as time-to-process HR requests, accuracy of HR data, and HR process improvement initiatives.
Compliance metrics: Ensuring the organization is compliant with all relevant employment laws and regulations, including equal opportunity employment laws, data protection regulations, and employee safety regulations.
Business partnership metrics: Measuring the success of HR initiatives in supporting the organization’s business objectives, such as reducing costs, increasing revenue, and improving operational efficiency.
Diversity, Equity, and Inclusion metrics: Tracking progress towards diversity and inclusion goals, measuring employee satisfaction with DEI initiatives, and assessing the impact of DEI initiatives on the organization’s culture and reputation.
HR technology metrics: Measuring the effectiveness of HR technology tools in supporting HR operations and improving HR efficiency, such as utilization rates and employee feedback on HR technology solutions.