5 free templates by level. Download as DOCX or copy-paste.
Hiring an HR Director is a milestone. It usually means a company has grown to the point where people decisions need a dedicated leader, not just a founder handling them between everything else. But the title hides a lot of variation. An HR Director at a 60-person company is a hands-on player-coach. At a 400-person company, the equivalent role is a VP of HR leading a team. And plenty of small businesses reach for Director when an HR Manager is what they actually need. The job description is where you make the level and scope clear.
At FirstHR, we build for growing businesses that are moving from no HR to their first senior HR hire, often without anyone to write the posting but the founder. The five templates below cover the range: standard HR Director, lean hands-on Director of HR, VP of HR, Head of People, and HR Manager as a decision helper. Each is ready to use. Fill in the bracketed fields, adjust to match your stage, and post. For the general principles behind any posting, the guide to writing a job description covers the fundamentals.
TL;DR
Five free, ready-to-use HR leadership job description templates: HR Director, lean Director of HR, VP of HR, Head of People, and HR Manager. Download as DOCX, customize the bracketed fields, and post. The key question is level: a full Director suits companies of roughly 50 to 150, while smaller teams usually need a hands-on Director or an HR Manager instead.
What Is an HR Director Job Description?
An HR Director job description is a short document that explains the role's purpose, responsibilities, qualifications, and compensation so you can post a job and attract the right candidates. It typically covers a job summary, key responsibilities, required and preferred qualifications, the reporting line, the salary range, and how to apply. The SHRM job description tools describe a job description as a plain-language tool that explains the tasks, duties, and responsibilities of a position, and that standard applies whether you are an enterprise or a growing small business making its first senior HR hire.
For an HR leadership role specifically, the document does double duty. It attracts applicants, and once someone is hired it becomes the reference point for their mandate. Because the title spans a hands-on Director at a small company to a VP leading a large team, the most important job of the description is to make the level and scope unmistakable. If the role you need is more operational, the HR manager job description templates cover the day-to-day version of this work.
Do You Actually Need an HR Director?
Before you write the posting, make sure a Director is the right hire. Research shows most companies make their first dedicated HR hire between 40 and 50 employees, and nearly all have at least one HR person by 100. A full HR Director usually fits companies in the 50 to 150 employee range. Below that, a Manager or Generalist often does the job at a lower cost. Use this checklist to decide.
You have 50 or more employees and growing
Research shows most companies make their first dedicated HR hire between 40 and 50 employees, and nearly all have at least one HR person by 100. If you are crossing that threshold and people issues are taking real leadership time, you are in Director territory. Below it, a Manager or Generalist usually fits better.
You need strategy, not just administration
Hire a Director when you need someone to set HR strategy, design programs, and advise leadership, not just process payroll and paperwork. If the work is mostly operational, an HR Manager or Generalist runs that day to day at a lower cost. Pay the Director premium only when you need the strategic layer.
There is an HR function (or team) to lead
A Director leads people and strategy. If you have no HR team yet, the lean Director of HR template (a hands-on player-coach) or an HR Manager fits better than a traditional Director. Match the title to whether there is actually a function to lead, so you do not overpay for a role you cannot yet use.
Director vs Manager: The Quick Test
Ask two questions. First, do you need HR strategy and program design, or day-to-day operations? Strategy points to a Director; operations point to a Manager. Second, is there an HR function or team to lead? If not, either a hands-on Director of HR or an HR Manager fits better than a traditional Director. When in doubt at a small company, start with a Manager and promote or restructure as you grow.
Which Template Should You Use?
Pick the template that matches your company size and the level of leadership you need. The core structure is the same across all five, but each one emphasizes the scope, seniority, and language that fit a specific kind of HR leader. Use this guide to choose.
HR Director (Standard)
Companies 50-150
The universal version. Owns HR strategy, compliance, and people programs, and leads a small HR team. The standard senior HR hire for a mid-sized company.
Director of HR (Lean / SMB)
Growing 30-80, no HR team
A hands-on player-coach who both sets up HR and runs it day to day. For a growing business hiring its first senior HR leader without a team behind them.
VP of HR
Companies 150-500
Executive-level scope: enterprise HR strategy, organizational design, and HR team leadership. For larger companies with a real HR function to lead.
Head of People / CPO
Startups, tech
Modern people leadership that blends culture, talent, and strategy. Common titling at startups and growing tech companies that lead with people and culture.
HR Manager (Decision Helper)
Not sure you need a Director
Runs HR operations day to day. Many small businesses think they need a Director when a Manager or Generalist is the right first hire. Start here if unsure.
5 Free HR Director Job Description Templates
Download all five as a single Word document or copy individual templates. Each one follows the same structure: job summary, key responsibilities, qualifications, compensation, and how to apply. Fill in the brackets before you post.
Download All 5 Job Description Templates
Standard HR Director, lean Director of HR, VP of HR, Head of People, and HR Manager. All in one DOCX.
Template 1: HR Director (Standard)
The universal version. Owns HR strategy, compliance, and people programs, and leads a small HR team. The standard senior HR hire for a company of roughly 50 to 150 employees.
HR Director Job Description (Standard)
HR DIRECTOR JOB DESCRIPTION
Company: __
Location: __
Reports to: CEO / President
Employment type: [ ] Full-time
Salary range: $_____ to $_____ per year
ABOUT [COMPANY NAME]
[One or two sentences about your company, your size, and your growth stage.]
JOB SUMMARY
[Company Name] is hiring an HR Director to own and lead our human resources
function. You will set HR strategy, oversee hiring, compliance, and employee
programs, and partner with leadership on people decisions as we grow. This role
suits an experienced HR leader who can both build strategy and make sure the
day-to-day runs well.
KEY RESPONSIBILITIES
STRATEGY AND LEADERSHIP
•Own the HR strategy and align it with company goals
•Advise leadership on workforce planning and people decisions
•Build, lead, and develop the HR team as it grows
PEOPLE PROGRAMS
•Oversee recruiting, onboarding, and retention
•Design compensation, benefits, and performance programs
•Lead employee relations and culture initiatives
COMPLIANCE AND OPERATIONS
•Ensure compliance with federal, state, and local employment law
•Own HR policies, the employee handbook, and recordkeeping
•Select and manage HR systems and processes
REQUIRED SKILLS AND QUALIFICATIONS
•7+ years of HR experience, including leadership
•Strong knowledge of employment law and HR best practices
•Experience building or leading an HR function
•Excellent communication and judgment
•Bachelor's degree in HR, business, or a related field
PREFERRED QUALIFICATIONS
•HR certification (SHRM-SCP, SPHR, or similar)
•Experience in [your industry or company stage]
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
Benefits: __
To apply, email __ with your resume by _.
[Company Name] is an equal opportunity employer.
Template 2: Director of HR (Lean / Small Business)
A hands-on player-coach who both sets up HR and runs it day to day. Built for a growing business hiring its first senior HR leader without a team behind them yet.
Director of HR Job Description (Lean / Small Business)
DIRECTOR OF HR JOB DESCRIPTION (HANDS-ON / SMALL BUSINESS)
Company: __
Location: __
Reports to: CEO / Founder
Employment type: [ ] Full-time
Salary range: $_____ to $_____ per year
ABOUT THE ROLE
[Company Name] is a growing company hiring our first senior HR leader. Until now,
HR has been handled by the founder and managers. This is a hands-on Director of
HR role: you will both set up HR properly and run it day to day. If you like
building a function from the ground up and want real ownership, this is for you.
JOB SUMMARY
This is a player-coach role. You will design our HR foundation (policies,
systems, compliance), run hiring and onboarding, and advise the founder on
people decisions, all while doing the hands-on work yourself. It is ideal for an
HR leader who is comfortable without a large team and wants to shape how HR works
as we scale.
WHAT YOU WILL DO
BUILD THE FOUNDATION
•Set up HR policies, the employee handbook, and compliance basics
•Choose and implement an HRIS and core HR processes
•Establish hiring, onboarding, and offboarding workflows
RUN IT DAY TO DAY
•Own recruiting, onboarding, and employee records
•Handle employee relations and questions directly
•Manage benefits, time off, and basic compensation
ADVISE AND SCALE
•Partner with the founder on workforce and people decisions
•Build HR that scales as the company grows
•Lay the groundwork for a future HR team
WHO WE ARE LOOKING FOR
•5+ years of HR experience, ideally including a generalist or lead role
•Comfortable being hands-on without a team behind you
•Strong knowledge of employment compliance
•Self-directed, practical, and business-minded
•Bachelor's degree or equivalent experience
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
Benefits: __
To apply, email __ with your resume by _.
[Company Name] is an equal opportunity employer.
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Executive-level scope: enterprise HR strategy, organizational design, and HR team leadership. For larger companies of roughly 150 to 500 with a real HR function to lead.
VP of HR Job Description
VICE PRESIDENT OF HUMAN RESOURCES JOB DESCRIPTION
Company: __
Location: __
Reports to: CEO
Employment type: [ ] Full-time
Salary range: $_____ to $_____ per year
JOB SUMMARY
[Company Name] is hiring a Vice President of Human Resources to lead our people
function at an executive level. You will own HR strategy across the organization,
shape organizational design, lead the HR team, and partner with the executive
team on the most important people decisions. This is a senior leadership role for
an experienced HR executive.
KEY RESPONSIBILITIES
EXECUTIVE STRATEGY
•Set and own enterprise HR and people strategy
•Lead organizational design and workforce planning
•Serve as a strategic partner to the CEO and executive team
LEADERSHIP
•Lead and develop the HR leadership team and function
•Build a high-performing, scalable HR organization
•Drive culture, engagement, and change management
GOVERNANCE
•Oversee compensation philosophy and executive pay structures
•Ensure compliance and manage organizational risk
•Represent HR to the board as needed
REQUIRED SKILLS AND QUALIFICATIONS
•10+ years of HR experience, including senior leadership
•Proven record leading HR at scale
•Strong strategic, organizational, and executive presence
•Deep knowledge of employment law and HR strategy
•Bachelor's degree; master's or HR certification preferred
PREFERRED QUALIFICATIONS
•Experience scaling HR through significant growth
•Experience in [your industry]
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
Benefits: __ (plus equity, as applicable)
To apply, send your resume and a brief leadership summary to
__ by _.
[Company Name] is an equal opportunity employer.
Template 4: Head of People / Chief People Officer
Modern people leadership that blends culture, talent, and strategy. Common titling at startups and growing tech companies that lead with people and culture.
Head of People / Chief People Officer Job Description
HEAD OF PEOPLE / CHIEF PEOPLE OFFICER JOB DESCRIPTION
Company: __
Location: __
Reports to: CEO
Employment type: [ ] Full-time
Salary range: $_____ to $_____ per year
JOB SUMMARY
[Company Name] is hiring a Head of People to lead everything related to our team:
hiring, culture, growth, and the employee experience. This modern people
leadership role goes beyond traditional HR to own how we attract, develop, and
keep great people. It suits a people-first leader who can build culture and
strategy together, common at startups and growing tech companies.
KEY RESPONSIBILITIES
PEOPLE STRATEGY
•Own the people strategy: talent, culture, and growth
•Shape how the company hires, develops, and retains people
•Partner with the CEO on team and organizational decisions
CULTURE AND EXPERIENCE
•Build and protect company culture and values
•Own the full employee experience and engagement
•Lead employer brand and the candidate experience
TALENT AND OPERATIONS
•Oversee recruiting, onboarding, and development
•Build compensation, performance, and growth frameworks
•Ensure HR operations and compliance run smoothly
REQUIRED SKILLS AND QUALIFICATIONS
•8+ years in people, HR, or talent leadership
•Track record building culture and team at a growing company
•Strong strategic and people-first leadership
•Solid grasp of HR operations and compliance
•Comfort in a fast-moving, scaling environment
PREFERRED QUALIFICATIONS
•Experience scaling a team through rapid growth
•Startup or high-growth experience
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
Benefits: __ (plus equity, as applicable)
To apply, email __ with your resume by _.
[Company Name] is an equal opportunity employer.
Template 5: HR Manager (Decision Helper)
Runs HR operations day to day. Included because many small businesses reach for Director when a Manager or Generalist is the right first hire. Start here if you are unsure.
HR Manager Job Description (Decision Helper)
HR MANAGER JOB DESCRIPTION
Company: __
Location: __
Reports to: Owner / COO
Employment type: [ ] Full-time
Salary range: $_____ to $_____ per year
NOTE: Many small businesses think they need an HR Director when an HR Manager
or Generalist is the right first hire. A Manager runs HR operations day to day;
a Director sets strategy and leads a team. If you do not yet have an HR team to
lead, start here.
JOB SUMMARY
[Company Name] is hiring an HR Manager to run our day-to-day human resources.
You will handle hiring, onboarding, employee relations, benefits, and
compliance, and keep our people operations running smoothly. This role suits a
capable HR generalist ready to own HR for a growing small business.
KEY RESPONSIBILITIES
•Manage recruiting, hiring, and onboarding
•Handle employee relations and answer HR questions
•Administer benefits, time off, and payroll coordination
•Maintain HR policies, the handbook, and employee records
•Ensure compliance with employment laws
•Support managers with performance and people issues
•Run day-to-day HR operations and HR systems
REQUIRED SKILLS AND QUALIFICATIONS
•3 to 5 years of HR experience, ideally as a generalist
•Solid knowledge of employment law and HR practices
•Strong organization and communication skills
•Ability to handle confidential information with discretion
•Bachelor's degree in HR, business, or a related field
PREFERRED QUALIFICATIONS
•HR certification (SHRM-CP, PHR, or similar)
•Experience as the sole HR person at a small company
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
Benefits: __
To apply, email __ with your resume by _.
[Company Name] is an equal opportunity employer.
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HR Director responsibilities fall into four broad categories. A good job description picks the specific duties from each category that apply to your size and stage rather than listing every possible task. These are the responsibilities most often expected of the role.
Strategy
Own HR strategy and planning
Advise leadership on people
Align HR with company goals
People programs
Oversee hiring and onboarding
Design comp and benefits
Lead employee relations
Compliance
Ensure employment law compliance
Own policies and the handbook
Manage HR recordkeeping
Operations & team
Select and run HR systems
Build and lead the HR team
Track and report HR metrics
The balance shifts by company size: at a small company the Director does much of this hands-on, while at a larger one they lead a team that handles execution. At any size, the role owns strategy and compliance. For help scoping the role precisely before you write the posting, the guide to defining job responsibilities walks through a simple process.
Director vs Manager vs Generalist
These three HR roles cover overlapping ground at different levels of seniority and scope. Picking the right one saves you from overpaying for strategy you cannot yet use, or underhiring for a role that needs leadership.
Responsibility
Director
Manager
Generalist
Sets HR strategy
Leads an HR team
Advises executive leadership
Runs day-to-day HR operations
Handles hiring and onboarding
Owns a single area or wears all hats
A Generalist wears every hat at a small company. A Manager runs HR operations and may supervise a small team. A Director sets strategy and leads the function. Most companies under 50 employees need a Generalist or Manager, not a Director. Match the role to your size and the strategic need, and the broader human resources job description templates cover the generalist and coordinator versions if that is closer to your need.
How to Write an HR Director Job Description
A strong HR Director job description takes about 20 minutes to write if you follow a clear structure. Here is the process the templates are built around. If this is one of your first senior hires, the small business hiring guide covers the steps around the posting itself.
1
Confirm you need a Director
Decide whether you need strategic HR leadership or day-to-day operations. A Director fits companies of roughly 50 to 150 employees; smaller teams usually need an HR Manager or Generalist instead.
2
Choose the right template
Pick the version that matches your stage: standard Director, lean hands-on Director of HR, VP of HR, Head of People, or HR Manager as a decision helper.
3
Write a clear summary and reporting line
Open with two or three sentences covering who you are, your stage, and what the role owns. Name who it reports to, usually the CEO or founder at this level.
4
List specific responsibilities by area
Group duties by strategy, people programs, compliance, and operations. Match the scope to your size: hands-on for a small company, strategic for a larger one.
5
Add salary, requirements, and apply steps
Include a realistic salary range, separate must-have from nice-to-have qualifications, add an equal opportunity statement, and give clear instructions to apply.
Set your salary range using government data as a baseline, then adjust for company size, scope, and location. HR leadership pay varies widely, and a hands-on Director at a small company earns far less than a VP of HR at a larger one.
HR Manager Pay and Demand (BLS)
Human resources managers, the category that includes HR Directors, earn a median of about $140,030 per year, with the highest 10 percent earning more than $239,200. Employment is projected to grow 5 percent, faster than average, with about 17,900 openings expected each year (U.S. Bureau of Labor Statistics). Actual HR Director pay depends heavily on company size and the scope of the role.
Position your range against the level and stage: a hands-on Director of HR at a 60-person company sits well below a VP of HR at a 400-person company. Always publish a range. It is now legally required in many states and it attracts more qualified senior candidates. Federal wage and hour rules also apply, and HR leadership roles are almost always exempt, so review the basics in the Department of Labor FLSA standards before you set pay and classify the role.
After You Hire: Running HR
The job description is step one. Once a candidate accepts, the same document becomes the foundation for the offer letter and the onboarding plan. An HR Director needs strong onboarding because they will quickly own your most sensitive people data, compliance, and systems, and they set the tone for how HR works.
Give your new HR leader context on the team, current policies, and any compliance gaps, plus access to your HR tools, in the first weeks. There is some irony here: the new HR leader will run onboarding for everyone else, so the systems you set up now become theirs to manage. Once you have your offer ready, the offer letter template handles the next step, and an onboarding plan template gives them a structured start. FirstHR gives a new HR leader onboarding, an HRIS, an org chart, document management, and a self-service portal in one place, so they can run HR from day one even at a company that previously had none.
An HR Director job description should make the level unmistakable, since the title spans a hands-on Director at a small company to a VP leading a large team.
Confirm you need a Director first. The role fits companies of roughly 50 to 150 employees; smaller teams usually need an HR Manager or Generalist.
Use the template that matches your stage: standard Director, lean Director of HR, VP of HR, Head of People, or HR Manager.
A Director sets strategy and leads a team; a Manager runs operations; a Generalist wears every hat. Match the title to your real need.
Use BLS data as a baseline: HR managers earn a median of about $140,030, with the top 10 percent over $239,200, and Director pay varies by company size.
The new HR leader will run onboarding for everyone else, so set up your HR systems before they start.
Frequently Asked Questions
What does an HR Director do?
An HR Director owns and leads a company's human resources function. They set HR strategy, oversee recruiting, onboarding, compensation, benefits, and employee relations, ensure compliance with employment law, and advise leadership on people decisions. In larger companies, they lead an HR team. In a growing small business, the role is often hands-on, meaning the Director both sets up HR properly and runs it day to day. The exact scope depends on company size and stage, which is why a clear job description matters: it tells candidates whether they will lead a team and set strategy, or build the HR function from the ground up themselves.
When does a small business need an HR Director?
Most companies make their first dedicated HR hire between 40 and 50 employees, and research shows nearly all have at least one HR person by 100 employees. A full HR Director, as opposed to a Manager or Generalist, usually makes sense for companies in the 50 to 150 employee range, when people issues take real leadership time and you need HR strategy rather than just administration. Below that, an HR Manager or Generalist typically fits better and costs less. Hire a Director when you need strategic people leadership and have, or are about to build, an HR function for them to own.
What is the difference between an HR Director and an HR Manager?
An HR Manager runs HR operations day to day: hiring, onboarding, employee relations, benefits, and compliance. An HR Director sets HR strategy, designs programs, advises leadership, and typically leads an HR team, including managers. The Director role is more strategic and senior, and it commands a higher salary. The most common small business mistake is hiring a Director when the actual need is operational, which means an HR Manager or Generalist would do the job at a lower cost. Match the title to whether you need strategy and team leadership, or day-to-day execution.
What is the difference between an HR Director and a VP of HR?
Both are senior HR leadership roles, and the line between them depends on company size. An HR Director typically owns the HR function at a company of roughly 50 to 150 employees, balancing strategy with hands-on oversight. A VP of HR operates at a higher, more strategic level, usually at larger companies of 150 or more, focusing on enterprise strategy, organizational design, and leading an HR leadership team. A VP usually sits on or near the executive team and commands a higher salary. For a growing small business, a Director, or even a hands-on Director of HR, is almost always the right level rather than a VP.
What is a Head of People or Chief People Officer?
Head of People and Chief People Officer are modern titles for senior people leadership, common at startups and growing tech companies. They cover the same core ground as an HR Director or VP of HR, but with a stronger emphasis on culture, talent, employee experience, and employer brand alongside traditional HR operations and compliance. The titling signals a people-first, strategic approach rather than a purely administrative one. If your company leads with culture and wants a people leader who blends strategy with experience, the Head of People template fits better than a traditional HR Director title.
What salary should I list for an HR Director?
Use government data as a baseline, then adjust for company size, scope, and location. The U.S. Bureau of Labor Statistics reports that human resources managers, the category that includes HR Directors, earn a median of about $140,030 per year, with the highest 10 percent earning more than $239,200. Actual HR Director pay varies widely with company size: a hands-on Director at a small company earns less than a VP of HR at a larger one. Always include a salary range in your posting, since many states now require pay transparency and a clear range attracts more qualified senior candidates while setting honest expectations.
Should an HR Director be exempt or non-exempt?
An HR Director is almost always an exempt position, since the role involves management, independent judgment, and strategic decision-making that typically meets the executive or administrative exemption tests under federal law. That said, exemption depends on the actual duties and salary, not just the title, and some states apply stricter standards. The Department of Labor sets the federal rules under the Fair Labor Standards Act. Confirm the classification against the real duties and current salary thresholds when you finalize the role, and get advice if you are unsure, since misclassification carries legal and financial risk.
What happens after I hire an HR Director?
Once a candidate accepts, the job description becomes the basis for the offer letter and the onboarding plan. An HR Director needs strong onboarding because they will quickly own sensitive people data, compliance, and systems. Give them context on your team, current policies, and any compliance gaps, plus access to your HR tools, in the first weeks. Ironically, the new HR leader will run onboarding for everyone else, so the systems you set up now become theirs to manage. FirstHR gives a new HR leader onboarding, an HRIS, an org chart, document management, and a self-service portal in one place, so they can run HR from day one even at a company that previously had none.
