Supervision
Manages HR team members, sets goals, and ensures successful program execution. Partners with leaders to implement HR strategies and develops direct reports through coaching and feedback.
Manages multiple team members or functions and leads department-level initiatives. Partners with senior managers to align HR practices with business goals, develops scalable programs, and tracks performance metrics.
Owns planning and strategy for multiple HR domains or a large vertical. Oversees HR budgets, headcount planning, and team design. Advises senior business leaders and leads cross-functional programs.
Leads the entire People team or major subdivisions. Defines and aligns HR strategy with company goals, serves as a strategic partner to the executive team, and sponsors initiatives impacting engagement and retention.
Most senior HR leader, advising CEO and Board. Owns the success of all People-related functions, defines culture and talent strategy, and shapes executive development and succession planning.
Development
Develops direct reports through coaching and feedback. Identifies individual development needs and provides constructive guidance to support team members' professional growth.
Partners with senior managers to align HR practices with business goals. Fosters the development of a specialized HR area or multiple individual contributors, ensuring their skills and capabilities support departmental objectives.
Oversees HR budgets, headcount planning, and team design. Advises senior business leaders on people-related decisions, shaping the development of talent strategies across multiple HR domains or a large vertical.
Leads the entire People team or major subdivisions. Defines and aligns HR strategy with company goals, acting as a strategic partner to the executive team and sponsoring initiatives that impact engagement, retention, and leadership development.
Shapes executive development and succession planning. Defines the culture, values, and talent strategy for the entire business, advising the CEO and Board on the overall vision and health of the company's people strategy.
Communication
Communicates effectively with team members, setting clear goals and expectations. Provides constructive feedback and coaching to direct reports. Partners with leaders to discuss and implement HR strategies.
Communicates department-level initiatives and goals clearly to multiple team members or functions. Partners with senior managers to align HR practices with business goals and effectively communicates these alignments. Communicates performance metrics and team health.
Communicates strategic direction for large HR teams or functions. Advises senior business leaders on complex people-related decisions. Communicates the measurable outcomes of cross-functional programs.
Communicates the HR strategy and its alignment with overall company goals. Serves as a strategic partner and communicator to the executive team. Sponsors and communicates initiatives impacting engagement, retention, and leadership.
Communicates the overall vision, health, and evolution of the company's people strategy. Advises the CEO and Board on critical people-related matters. Defines and communicates the culture, values, and talent strategy for the business.
Reliability
Consistently meets commitments and deadlines in managing team members and executing programs. Ensures accurate and timely delivery of HR services and support.
Demonstrates consistent reliability in managing multiple team members or functions. Effectively tracks performance metrics and team health, ensuring scalable programs and processes are developed and executed reliably.
Provides reliable strategic direction and oversight for large HR teams or functions. Ensures consistent delivery of HR services across multiple domains or a large vertical, maintaining accountability for budgets and headcount planning.
Acts as a reliable and trusted business executive responsible for driving the People function at scale. Consistently aligns HR strategy with company goals and serves as a dependable strategic partner to the executive team.
Serves as the ultimate reliable authority for the overall vision, health, and evolution of the company's people strategy. Consistently owns the success of all People-related functions and reliably shapes executive development and succession planning.
Responsibility
Sets goals and priorities and ensures successful program execution. Partners with leaders to implement HR strategies. Develops direct reports through coaching and feedback.
Leads a specialized HR area or multiple ICs. Partners with senior managers to align HR practices with business goals. Develops and executes scalable programs and processes. Tracks performance metrics and team health.
Owns planning and strategy for multiple HR domains or a large vertical. Oversees HR budgets, headcount planning, and team design. Advises senior business leaders on people-related decisions. Builds and leads cross-functional programs with measurable outcomes.
Leads the entire People team or major subdivisions. Defines and aligns HR strategy with company goals. Serves as a strategic partner to the executive team. Sponsors initiatives that impact engagement, retention, and leadership.
Member of the executive team, advising CEO and Board. Owns the success of all People-related functions. Defines the culture, values, and talent strategy for the business. Shapes executive development and succession planning.
Tools
Utilizes standard HR tools for team management and operational tasks. Sets goals and tracks progress within these systems. Partners with leaders to implement HR strategies using available tools.
Leverages advanced tools to develop and execute scalable programs and processes. Tracks performance metrics and team health using specialized software. Partners with senior managers to align HR practices with business goals using data-driven insights.
Oversees the strategic use of tools across multiple HR domains or a large vertical. Uses tools to advise senior business leaders on people-related decisions and to build and lead cross-functional programs.
Defines the overall tool strategy for the People function. Uses tools to sponsor initiatives that impact engagement, retention, and leadership. Serves as a strategic partner to the executive team using data from HR systems.
Shapes the overall vision, health, and evolution of the company's people strategy using advanced tools and analytics. Advises the CEO and Board using insights derived from complex HR systems.
Scope & Complexity
Focuses on team management and operational effectiveness. Manages HR team members, sets goals and priorities, and ensures successful program execution. Partners with leaders to implement HR strategies.
Manages multiple team members or functions and leads department-level initiatives. Develops and executes scalable programs and processes, and tracks performance metrics and team health. Partners with senior managers to align HR practices with business goals.
Responsible for the strategic direction and success of large HR teams or functions. Owns planning and strategy for multiple HR domains or a large vertical. Oversees HR budgets, headcount planning, and team design.
A key business executive responsible for driving the People function at scale. Leads the entire People team or major subdivisions. Defines and aligns HR strategy with company goals and serves as a strategic partner to the executive team.
The most senior HR leader, responsible for the overall vision, health, and evolution of the company's people strategy. Member of the executive team, advising CEO and Board. Owns the success of all People-related functions.
Collaboration & Feedback
Collaborates primarily within the immediate HR team. Provides and receives feedback constructively to improve team processes. Relies on established feedback channels.
Initiates collaboration across multiple teams or functions. Proactively seeks and provides feedback to improve cross-functional processes. Facilitates feedback sessions within their domain.
Drives collaboration across large HR teams or functions. Establishes feedback loops to inform strategic decisions. Champions a culture of continuous feedback within their teams.
Fosters collaboration across the entire organization. Uses feedback from various levels to shape HR strategy. Influences executive leadership through strategic feedback.
Sets the vision for organization-wide collaboration. Leverages feedback from all levels to drive cultural transformation. Advises the CEO and Board on strategic people initiatives based on comprehensive feedback.
Expertise
Applies foundational HR knowledge to manage daily operations and team effectiveness. Executes established HR strategies and processes. Coaches direct reports to develop their skills and ensures program goals are met.
Demonstrates specialized HR expertise to lead department-level initiatives. Develops and executes scalable programs and processes. Partners with senior managers to align HR practices with broader business goals.
Applies deep expertise across multiple HR domains or a large vertical. Owns planning and strategy for large HR teams. Advises senior business leaders on complex people-related decisions and builds cross-functional programs.
Leverages extensive HR expertise to drive the People function at scale. Defines and aligns HR strategy with company goals. Serves as a strategic partner to the executive team and sponsors high-impact initiatives.
Possesses visionary HR expertise to shape the overall people strategy. Defines the culture, values, and talent strategy for the business. Advises the CEO and Board, and shapes executive development and succession planning.
Autonomy & Prioritization
Sets goals and priorities for HR team members to ensure successful program execution. Requires guidance on complex or strategic matters.
Develops and executes scalable programs and processes autonomously. Prioritizes initiatives based on alignment with business goals.
Owns planning and strategy for multiple HR domains or a large vertical. Advises senior business leaders on people-related decisions and prioritizes HR initiatives accordingly.
Defines and aligns HR strategy with company goals. Sponsors initiatives that impact engagement, retention, and leadership, prioritizing based on strategic impact.
Owns the success of all People-related functions. Defines the culture, values, and talent strategy for the business, prioritizing initiatives with the highest strategic impact.
Product Knowledge
N/A - Competency not explicitly defined for this level in the provided text.
N/A - Competency not explicitly defined for this level in the provided text.
N/A - Competency not explicitly defined for this level in the provided text.
Level 5: VP of HR Product Knowledge
Level 6: Chief People Officer (CPO) Product Knowledge
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