Senior Vice President, Human Resources

Position Summary

The Senior Vice President of Human Resources serves as a key member of the executive leadership team and is responsible for developing and executing a comprehensive people strategy that supports the organizations business objectives, culture, and long-term growth. This executive leader oversees all aspects of human resources, including talent acquisition, employee relations, compensation and benefits, leadership development, succession planning, performance management, organizational effectiveness, payroll, and regulatory compliance.

The SVP of Human Resources partners closely with executive leadership to build a high-performing workforce, strengthen organizational culture, and ensure our client remains an employer of choice within the financial services industry.

Key Responsibilities

Strategic Human Resources Leadership

• Develop and execute a human capital strategy aligned with the our clients mission, values, and strategic objectives.
• Serve as a trusted advisor to the CEO, executive leadership team, and Board of Directors on workforce and organizational matters.
• Lead workforce planning initiatives to support growth, succession, and operational excellence.
• Drive organizational effectiveness through talent, culture, and leadership initiatives.

Talent Acquisition & Workforce Planning

• Oversee enterprise-wide recruiting strategies to attract and retain top talent.
• Develop workforce planning models to support current and future staffing needs.
• Enhance employer branding and talent pipeline initiatives.
• Ensure recruiting practices support diversity, equity, inclusion, and regulatory compliance.

Leadership Development & Learning

• Lead leadership development, management training, and succession planning programs.
• Design and implement learning and development strategies that strengthen organizational capability.
• Partner with business leaders to identify critical talent gaps and develop future leaders.
• Foster a culture of continuous learning and professional growth.

Compensation, Benefits & Payroll

• Oversee compensation philosophy, salary administration, incentive programs, and executive compensation strategies.
• Direct employee benefits programs to ensure competitiveness and employee satisfaction.
• Provide executive oversight of payroll operations, ensuring accuracy, compliance, and efficiency.
• Monitor market trends and recommend adjustments to attract and retain top talent.

Employee Relations & Organizational Culture

• Champion employee engagement, communication, and culture-building initiatives.
• Provide leadership on employee relations matters, conflict resolution, and workplace investigations.
• Promote an inclusive and respectful workplace that reflects the firm’s values.
• Support change management initiatives during periods of growth, transformation, or organizational change.

Compliance & Risk Management

• Ensure compliance with all federal, state, and local employment laws and regulations impacting human resources.
• Oversee HR policies, procedures, and governance practices.
• Partner with legal, compliance, and risk management teams to mitigate employment-related risks.
• Maintain audit-ready HR processes and documentation.

HR Operations & Technology

• Lead HR operations, systems, reporting, and analytics functions.
• Utilize workforce data and metrics to support strategic decision-making.
• Drive process improvements and technology enhancements to improve efficiency and employee experience.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or related field required.
• SPHR, SHRM-SCP, or similar professional certification preferred.
• 15+ years of progressive human resources leadership experience, including senior executive-level responsibility.
• Experience within financial services, insurance, or other highly regulated industries preferred.
• Demonstrated success leading talent acquisition, leadership development, compensation, payroll, and employee relations functions.
• Strong understanding of employment law, regulatory compliance, and HR best practices.
• Proven ability to influence executive leaders and drive organizational change.

Leadership Competencies

• Strategic Thinking and Business Acumen
• Executive Presence and Influence
• Organizational Development
• Talent and Succession Management
• Change Leadership
• Employee Engagement and Culture Building
• Financial and Operational Acumen
• Risk Management and Compliance

Compensation & Benefits

Our client offers a competitive executive compensation package that includes base salary, annual incentive opportunities, long-term incentive programs, and a comprehensive benefits package, including:

• Medical, Dental, and Vision Insurance
• 401(k) with Company Match
• Paid Time Off and Holidays
• Life and Disability Insurance
• Professional Development Opportunities
• Executive Wellness Benefits

Compensation will be commensurate with experience, qualifications, leadership capabilities, and market conditions.

The salary range for this position is estimated to be $175,000 – $230,000.00 annualized, which represents the company’s good faith and reasonable estimate of the range of possible compensation at the time of posting.  This salary range reflects the anticipated compensation for this position and represents one component of our client’s total rewards package.   Final compensation will be determined based on factors such as experience, skills, education and qualifications.  Our client offers a comprehensive benefits program as part of its overall compensation strategy, and salary ranges are reviewed periodically to remain aligned with market conditions.