What does a senior vice president human resources administration do?

A senior vice president of human resources administration is the strategic architect and chief conductor of a company's workforce experience, overseeing everything from talent acquisition and development to compliance and employee relations. They're a blend of visionary leader, operational expert, and advocate for both company needs and employee well-being, shaping the culture and driving HR to support overall business goals.

A senior vice president of human resources administration oversees and manages various HR functions within an organization, including recruitment, employee relations, training and development, compensation and benefits, and HR policies and procedures. They play a strategic role in aligning HR initiatives with business goals and ensuring compliance with relevant laws and regulations.

A SVP in Human Resources typically manages all facets of HR Strategy and functions within an Organisation. Their responsibilities encompass areas such as recruitment, performance management, employee engagement, training, compensation, compliance and Organisational enhancement. They lead HR teams, establish departmental objectives, and ensure HR polices are in line with the organisation objectives. SVP in Human Resources also contributes to shaping organisation culture, advancing diversity efforts, and providing guidance to senior management on HR matters.

As a Senior Vice President of Human Resources Administration in the hospitality industry, the role involves providing strategic leadership and direction for the HR department, ensuring alignment with the organization's overall business goals and objectives. Responsibilities include overseeing policy development and compliance, talent acquisition and management, employee relations, training and development, performance management, compensation and benefits, and employee engagement and culture. The aim is to create a positive work environment, foster teamwork, and support the organization in attracting, retaining, and developing top talent to drive success in the competitive hospitality industry.

Beyond technical skills, the future SVP HRA prioritizes empathy and emotional intelligence. They actively cultivate an inclusive and engaging work environment, fostering a sense of belonging and psychological safety. This human-centered catalyst acts as an employee advocate, promoting well-being initiatives and facilitating open communication across all levels.

Strong leadership and Strategic development skills is required for this role to oversee the HR department and programs. To develop training programs for the employees and for the organization development.

Yo lo llamaría VP de Gente o VP de Talento. En mi experiencia es quién guía, inspira y construye una Organización desde las personas ! Es quien entiende muy bien el negocio y al cliente, es parte de un equipo que diseña y estructura la forma de hacer las cosas en la organización y las conecta con la estrategia de negocio y el propósito ! Genera cambios y promueve experiencias positivas a la gente que forma parte de la Organización, asegurando un alto desempeño que agrega valor al cliente final y el retorno y cumplimiento de resultados al negocio.

A CHRO/SVP/EVP above all needs to be a business person who ruthlessly prioritises a few matters that will drive organisation performance: - Building Organisation and Human Capability to deliver value for customers and shareholders - succession for focused number of critical and future value creating roles - Performance Management - Organisation and Operating Model Design with underpinning Culture development (the latter includes respect and fairness - management (!) and leadership development - CXO Coaching at Group and Portfolio level. I do argue that HR services can be combined with overall Enterprise services powered by Data/System/AI

The VP of HR should drive the vision, direction and overall leadership for that organization. They oversee strategy, culture, organizational development, change management, talent acquisition, training, employee relations, compensation, performance management, internal communication and compliance. They are usually the right hand to the CEO.

An SVP HRA should be an MBA graduate with a specialization in HRM and should have seen the growth of a company from 0-1 or 1-100 or 100 to thousands, etc. The person should have worked with startups and bigger companies to understand the human nature of all kinds.

Un HR SVP debe ser un profesional en materias como RRHH, psicologia, Administracion de empresas e idealmente una persona con estudios adicionales como cursos, MBAs entre otros. Esta persona ademas debe tener +10 años de experiencia en RRHH, con al menos 5 en puestos jerarquicos. Es fundamental considerar que no todas las organizaciones requieren la misma experiencia de un "mismo rol". No es lo mismo ser HR SVP en estructuras inmensas, corporaciones multinacionales con cientos de reportes directos, C-levels y mandos medios que en empresas mas chicas como Pymes/StarUps en donde los puestos tienen otra exposicion y/o otros desafios de gestion y comunicacion.

D'après mon expérience je trouve que la formation en RH est primordiale, mais ça n'empêche pas d'avoir comme formation complémentaire en droit du travail et psychologie.

1. A SVP HR provides executive-level leadership and guidance to the organizations HR operations. 2. Collaborates and defines organisations long term mission and goals. 3. Provide guidance and leadership to the Human Resource management Team. 4. Identify and implement long run talent management program/goal. 5. Should possess charismatic personality and excellent people management skills 6. Is a valuable resource for organizational efficiency.

HR professionals should engage in continuous learning, develop relevant skills, stay informed, embrace technology, seek feedback, collaborate with others, pursue necessary certifications, apply agile principles, stay engaged in the HR community (your network is your net worth), and seek mentorship.

Build a strong Organizational culture, embed company’s values, bring psychological safety, create diversity, equitable and inclusive ecosystem, create people strategies aligning with business outcomes and create a vision for the HR team. A constant search of meaningful work.

Besides all the responsibilities that come with this title is the ability to Role Model the desired behaviours, culture and values of the organisation. Truly walk the talk and ensure and coach the leadership team to do so too. Another aspect would be to act as the ethical and moral compass champion and hold the organisation accountable on this too.

The SVP HR and Admin is a pivotal position in the organisation who will drive critical people strategies. It is imperative that apart from the requisite functional skillsets, the incumbent should be someone with high emotional intelligence, a collaborative attitude, problem solving mindset with high strategic orientation. They should be adaptable, resilient and have the competence to work with diverse teams.

Beyond the basics, think about how you can ride the waves of change in HR. Keep an eye on industry trends and regulations – they can be game-changers. Embrace tech to make HR smoother sailing. Champion diversity and inclusion, making sure everyone feels seen and heard. Plan for the future by grooming tomorrow's leaders today. And remember, happy crew, happy ship – prioritize employee well-being. Oh, and if we're setting sail into new waters globally, make sure our HR compass points true. It's about staying ahead of the curve and steering our ship to success.

Ethical Leadership is crucial for a Senior Leader, as it involves prioritizing fairness, transparency, and integrity in all decisions, fostering an ethical culture, and holding all employees, including leadership, accountable to high ethical standards.