Vice President (VP) of HR Interview Questions

The goal for a successful interview for Vice President (VP) of HR is to assess the candidate’s ability to develop and implement HR strategies that align with the company’s business goals, lead and manage a high-performing HR team, and drive employee engagement and retention initiatives.

Situational interview questions

• A company merger has led to redundancies across departments, including HR. As the VP of HR, how would you handle the outplacement process and support those who will be impacted by the changes?
• An employee has filed a complaint of workplace harassment against a high-performing manager within the company. As the VP of HR, what steps would you take to investigate the claim and ensure a fair outcome for all parties involved?
• The company is experiencing a high rate of employee turnover. As the VP of HR, how would you identify the underlying issues and implement strategies to improve employee retention?
• The company is planning to expand internationally, which will require sourcing talent from diverse cultural backgrounds. As the VP of HR, how would you ensure the company is recruiting and retaining a diverse workforce while maintaining its core values and culture?
• A department is struggling with low morale and poor communication. As the VP of HR, how would you identify the root cause of the problem and work with the department leaders to improve the situation?

Soft skills interview questions

• Can you describe a time when you had to mediate a conflict between two employees? How did you handle the situation, and what was the outcome?
• How do you ensure that employees are motivated and engaged in their work? Can you give an example of a program or initiative that you have implemented to promote employee engagement?
• In your opinion, what is the most important aspect of HR leadership? How do you ensure that you are able to effectively lead and manage a team of HR professionals?
• How do you handle difficult conversations with employees or stakeholders? Can you describe a time when you had to deliver bad news or a challenging message, and how you handled the situation?
• How do you stay up-to-date on the latest HR trends and best practices? Can you describe a recent conference or industry event that you attended, and how you applied what you learned in your role as VP of HR?

Role-specific interview questions

• As a VP of HR, what steps have you taken in the past to improve organizational diversity and inclusion?
• How can you ensure that our company is compliant with all employment laws and regulations as a VP of HR?
• As a VP of HR, what processes have you implemented to keep track of employee performance and ensure overall professional development?
• What strategies do you plan on executing as a VP of HR to improve employee retention rates?
• How do you balance the need for HR policies that protect the company with the need for a positive employee experience as a VP of HR?

STAR interview questions

1. Can you describe a situation where a significant change in company policy was needed and you were tasked with leading the effort? What actions did you take to carry out this responsibility and what were the results of your actions?

2. Can you share a time when you faced a challenging employee relations issue and were responsible for handling it? What steps did you take to address the situation, and what was the outcome of your actions?

3. Have you ever managed a large-scale recruitment effort for a company? Can you discuss the situation you faced, the tasks you handled during the recruitment process, the actions you took to ensure a successful outcome, and what the results were?

4. Can you describe a time when you implemented a new HR system or technology? What was the situation that called for this change, what tasks did you handle during the implementation, what action steps did you take to ensure the system was successfully integrated, and what were the results?

5. Have you led a team of HR professionals in a situation where restructuring or downsizing was necessary? What were your tasks and responsibilities in that situation, what actions did you take to manage the process, and what were the results?