Torchora
Back to Home

Head of Human Resources

💰 $200,000 - $350,000+

Human ResourcesExecutiveLeadershipC-Suite

🎯 Role Definition

The Head of Human Resources is a strategic executive partner and the principal architect of the company's people strategy. This role transcends traditional administrative HR, focusing instead on building a high-performance, inclusive, and resilient organization. As a steward of the company culture, the Head of HR partners with the CEO and leadership team to align all talent initiatives—from acquisition and development to total rewards and employee experience—with the core business objectives. This leader is the key driver in creating an environment where employees can thrive and the business can achieve its ambitious goals.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Director of Human Resources
  • Senior HR Business Partner (in a large organization)
  • Head of Talent or Head of People Operations

Advancement To:

  • Chief People Officer (CPO) or Chief Human Resources Officer (CHRO)
  • Chief Operating Officer (COO)
  • Board-level advisory roles

Lateral Moves:

  • Head of Operations
  • Chief of Staff
  • Senior HR/People Consultant

Core Responsibilities

Primary Functions

  • Develop, articulate, and execute a comprehensive, forward-thinking people strategy that directly supports and accelerates the company's long-term business plans.
  • Act as a trusted strategic advisor, coach, and thought partner to the CEO and executive team on all matters related to talent, organizational health, and leadership.
  • Intentionally design, cultivate, and champion a high-performance, inclusive, and mission-driven company culture that attracts and retains top talent.
  • Lead the organization through periods of significant change, including rapid growth, mergers & acquisitions, or restructuring, by providing expert change management guidance and communication.
  • Architect and oversee a competitive and equitable total rewards philosophy and strategy, encompassing compensation structures, equity plans, benefits, and recognition programs to motivate and retain employees.
  • Champion and embed Diversity, Equity, and Inclusion (DEI) principles into all people processes and the fabric of the company culture, setting measurable goals and driving accountability.
  • Establish and lead a robust talent management framework, including succession planning, leadership development programs, and career pathing to build a strong internal leadership pipeline.
  • Oversee the entire talent acquisition function to ensure the organization is effectively sourcing, assessing, and hiring world-class talent that aligns with both skill requirements and cultural values.
  • Direct the evolution of the performance management process, fostering a culture of continuous feedback, coaching, and meaningful career development conversations.
  • Utilize people analytics and HR metrics to provide data-driven insights to leadership, measure the effectiveness of people programs, and inform strategic decisions.
  • Ensure the organization maintains strict compliance with all federal, state, and local employment laws and regulations, proactively mitigating risk and staying ahead of legislative changes.
  • Provide expert guidance and resolution for complex and sensitive employee relations issues, ensuring consistency, fairness, and a focus on positive outcomes.
  • Lead organizational design efforts to ensure the company's structure is agile, scalable, and aligned with its strategic priorities.
  • Manage the Human Resources budget, ensuring responsible and strategic allocation of financial resources to high-impact initiatives and technologies.
  • Develop and mentor the HR team, building a highly effective and respected function that operates as a true partner to the business.

Secondary Functions

  • Oversee the selection, implementation, and optimization of HRIS and other people-related technologies to improve efficiency and enhance the overall employee experience.
  • Partner closely with the Finance and Legal departments on matters such as equity administration, workforce planning, risk management, and litigation.
  • Develop and maintain comprehensive HR policies, procedures, and an employee handbook that are clear, accessible, and reflective of the company's culture and legal obligations.
  • Foster a culture of learning and development by identifying skill gaps and implementing programs that empower employees to grow and advance their careers within the organization.
  • Manage and cultivate relationships with external partners and vendors, including benefits brokers, legal counsel, and recruitment agencies, to ensure high-quality service and value.
  • Champion employee wellness and safety initiatives, creating a work environment that prioritizes the physical and mental well-being of all team members.
  • Enhance the company's employer brand by representing the organization at industry events and through professional networks, positioning it as an employer of choice.
  • Support ad-hoc data requests and exploratory data analysis to uncover trends in attrition, engagement, and performance.
  • Contribute to the organization's data strategy and roadmap by advocating for the tools and processes needed to generate powerful people analytics.
  • Collaborate with business units to translate their unique people-related challenges and needs into scalable, enterprise-wide HR solutions.

Required Skills & Competencies

Hard Skills (Technical)

  • Strategic HR Planning: Deep expertise in creating and executing multi-year people strategies that align with financial and operational business goals.
  • Employment Law & Compliance: Comprehensive knowledge of federal, state, and local labor laws (e.g., FMLA, ADA, FLSA, EEO) and experience managing compliance and risk.
  • Compensation & Total Rewards Design: Proven ability to design, implement, and manage sophisticated compensation structures, equity plans, and benefits programs.
  • People Analytics & HRIS Mastery: Proficiency in leveraging HRIS platforms and data analytics tools to derive actionable insights, measure ROI, and tell a story with data.
  • Organizational Design & Development: Skill in assessing organizational structures, diagnosing inefficiencies, and leading redesigns to improve scalability and effectiveness.
  • Talent Management & Succession Planning: Experience building and managing formal talent review processes and leadership development pipelines.

Soft Skills

  • Business & Financial Acumen: A strong, holistic understanding of how a business operates, including P&L, revenue drivers, and market dynamics, enabling a true partnership with the C-suite.
  • Executive Presence & Influence: The ability to command respect and build credibility with senior leaders, board members, and employees at all levels through confident, clear communication.
  • Empathetic Leadership: The capacity to lead with compassion, build psychological safety, and advocate for employees while also driving accountability and high performance.
  • Strategic Communication: Exceptional ability to articulate complex ideas, a compelling vision, and sensitive information with clarity, transparency, and tact.
  • Change Management Expertise: Skill in guiding organizations and teams through ambiguity and transition, building buy-in and minimizing disruption.
  • Complex Problem-Solving & Judgement: The ability to navigate highly sensitive, ambiguous, and complex interpersonal and business challenges with discretion and sound judgment.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree from an accredited university.

Preferred Education:

  • Master's Degree in Business Administration (MBA), Human Resources Management, or Industrial-Organizational Psychology.
  • Professional certifications such as SHRM-SCP or SPHR are highly regarded.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Law
  • Psychology or Sociology

Experience Requirements

Typical Experience Range:

  • 15+ years of progressive experience in Human Resources, with a minimum of 7 years in a senior leadership capacity overseeing multiple HR functions (e.g., as a Director or VP).

Preferred:

  • Experience reporting directly to a CEO or as part of a senior executive team.
  • A proven track record of success in both high-growth and mature organizational environments.
  • Experience within the specific industry (e.g., Technology, Healthcare, Finance) is often a strong preference.
  • Experience leading the people function through a significant business event, such as a major funding round, an IPO, or a merger/acquisition.
Explore More Careers