The salary of an SVP of Human Resources in the United States varies depending on several factors, including experience, location, education level, marketing trend and company sizes.
As of April 01, 2025, the average annual salary for an SVP of Human Resources in the United States is $215,904. Salary.com reports that pay typically ranges from $197,041 to $238,473, with most professionals earning between $179,867 and $259,021.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $238,473 | $19,873 | $4,586 | $115 |
| Average | $215,904 | $17,992 | $4,152 | $104 |
| 25th Percentile | $197,041 | $16,420 | $3,789 | $95 |
An entry-level SVP of Human Resources with less than 1 year of experience earns about $204,361. With 1-2 years of experience, the average salary increases to $206,050. For 2-4 years of experience, the pay typically rises to $208,302. Senior-level professionals with 5-8 years of experience earn around $211,681, and those with over 8 years of experience can expect an average of $215,904.
| Levels | Salary |
|---|---|
| Entry Level SVP of Human Resources | $204,361 |
| Intermediate Level SVP of Human Resources | $206,050 |
| Senior Level SVP of Human Resources | $208,302 |
| Specialist Level SVP of Human Resources | $211,681 |
| Expert Level SVP of Human Resources | $215,904 |
| Entry Level | 5% |
| Mid Level | 5% |
| Senior Level | 4% |
| Top Level | 2% |
| Experienced | 0% |
Salaries in the United States differ widely between states due to factors like cost of living, local economies, and industry presence.
What Am I Worth?
Salaries in the United States can vary greatly between cities due to factors like cost of living, local economies, and industry presence.
As of April 01, 2025, our research reveals a significant shift in SVP of Human Resources compensation over the past six years. For example, the median salary increased from $237,754 in 2023 to approximately $239,764 in 2024. (For a detailed analysis of SVP of Human Resources salary trends, click here.)
Key factors like location, experience, industry demand, and economic growth significantly influence salary variations, making them important to consider.
Salary.com job board provides millions of SVP of Human Resources information for you to search for. Click on search button below to see SVP of Human Resources job openings or enter a new job title here.
Here are companies hiring for SVP of Human Resources and their salaries, click below for more details.
| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $215,904 | 74.6% | ||
| Bonus | $0 | 0.0% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $13,584 | 4.7% | ||
| 401K/403B | $9,068 | 3.1% | ||
| Disability | $4,318 | 1.5% | ||
| Healthcare | $8,352 | 2.9% | ||
| Pension | $11,659 | 4.0% | ||
| Time Off | $26,573 | 9.2% | ||
| Total Compensation | $289,458 | 100% | ||
| Degree Level | % of user with this level of education |
|---|---|
| No Diploma | 0.7% |
| High School | 3.2% |
| Associates | 2.6% |
| Bachelors | 39.8% |
| Masters | 44.8% |
| Doctorate | 8.8% |
What Am I Worth?
The average annual salary of SVP of Human Resources is $215,904. In case you are finding an easy salary calculator, the average hourly pay of SVP of Human Resources is $104; the average weekly pay of SVP of Human Resources is $4,152; the average monthly pay of SVP of Human Resources is $17,992.
An SVP of Human Resources's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, an SVP of Human Resources earns the most in San Jose, CA, where the annual salary of an SVP of Human Resources is $272,320.
The highest pay for SVP of Human Resources is $259,021.
The lowest pay for SVP of Human Resources is $179,867.
Plans and directs all aspects of an organization's human resources policies, objectives, and initiatives. Implements an end-to-end human resources function to deliver talent acquisition, training, compensation, benefits, labor relations, and employee support services. Partners with leadership across the organization to provide human resources programs aligned with the organization's operational objectives, mission, and values. Builds and develops the teams and technology resources to facilitate regulatory compliance, recordkeeping, transaction processing, and analysis of workforce metrics. Identifies and explores trends in human resources to enhance the employee experience, meet evolving organizational needs and create innovative programs. Requires a bachelor's degree. Typically reports to top management. Manages a business unit, division, or corporate function with major organizational impact. Establishes/implements overall direction and strategic initiatives for the given major function or line of business. Typically requires 10+ years of progressive leadership experience. Has extensive knowledge of the overall departmental function.
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
HRIS: HRIS is a management system designed specifically to provide managers with information to make HR decisions. Is a system that lets you keep track of all your employees and information about them.
Change Management: Change management (sometimes abbreviated as CM) is a collective term for all approaches to prepare , support and help individuals, teams, and organizations in making organizational change. The most common change drivers include: technological evolution, process reviews, crisis, and consumer habit changes; pressure from new business entrants, acquisitions, mergers, and organizational restructuring. It includes methods that redirect or redefine the use of resources, business process, budget allocations, or other modes of operation that significantly change a company or organization. Organizational change management (OCM) considers the full organization and what needs to change, while change management may be used solely to refer to how people and teams are affected by such organizational transition. It deals with many different disciplines, from behavioral and social sciences to information technology and business solutions.
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We offer detailed salary information across multiple percentiles for your reference. (Click here to learn Why the Salary Midpoint Formula Is Crucial for Achieving Pay Equity.)
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