Prepare for your VP of People interview. Understand the required skills and qualifications, anticipate the questions you may be asked, and study well-prepared answers using our sample responses.
This question can help the interviewer determine if you have done your research on their company and industry. It’s important to show that you’re interested in the role and company, so be sure to read up on their website and any news articles about them before your interview.
Answer Example: "I’ve been following your company for several years now and am familiar with many of your products and services. I also did some research on your competitors to see how you compare. I think your company has a lot of potential and I’m excited to be part of the team that helps you grow."
This question can help the interviewer determine if you have the skills and experience needed for this role. Use your answer to highlight some of your most important qualities, such as communication skills, problem-solving ability and leadership skills.
Answer Example: "The most important quality for an effective VP of People is their ability to lead. I believe that leaders should be able to motivate their teams and create an environment where employees feel supported and encouraged to succeed. Another important quality is communication. VPs of People need to be able to communicate effectively with both employees and managers. They should also have excellent problem-solving skills because they’ll be responsible for solving any issues that arise within the department."
This question can help the interviewer understand how you approach your work and how you might fit into their organization. Your answer should include a few examples of how you’ve applied your skills in the past, such as:
Answer Example: "I believe in a collaborative approach to human resources management. I like to work closely with my team members to understand their needs and goals, then help them develop plans to achieve those objectives. In my last role, I worked with a team of five employees who were looking for new opportunities within the company. Together, we created a plan for each person to find a better fit within our organization. Three of the five employees took me up on my offer to discuss their concerns and goals so we could find a solution."
Corporate culture is an important aspect of any organization. The interviewer may ask this question to learn more about your experience with developing and implementing corporate culture initiatives. Use your answer to highlight a few of the most successful culture development projects you’ve worked on in the past and explain how they benefited the company.
Answer Example: "In my last role as VP of people, I was responsible for developing and implementing our company’s new employee onboarding program. Our old system was outdated, so I worked with HR professionals from other companies to create a comprehensive onboarding program that included training videos, digital learning modules and an online employee handbook. The new system helped us improve our recruitment rates by 20% within the first year."
This question can help the interviewer understand how you handle conflict and whether you have experience dealing with difficult situations. Use examples from your past experiences where you had to manage an employee who was not performing well, had a conflict with another employee or was not meeting their goals.
Answer Example: "In my last role as VP of People for a software company, I had an employee who was not meeting his goals and objectives. He was an excellent developer, but he struggled with communication. He would often miss meetings and send emails late or not at all. He also had trouble collaborating with other team members. I met with him several times to discuss his issues, but he did not improve. Eventually, I had to let him go."
This question is an opportunity to show the interviewer that you are ready to hit the ground running. It’s important to be honest about what your first priority would be, but it can also be helpful to mention a few other things that are important to you.
Answer Example: "My first priority would be to get to know the team and their needs. I believe it’s important to have an understanding of each person’s role and how they fit into the company as a whole. This will help me create an effective human resources plan for the company."
This question can help the interviewer assess your problem-solving skills and how you might use them to improve employee satisfaction scores. Use examples from past experiences where you helped improve employee satisfaction or morale in the workplace.
Answer Example: "If I noticed a significant dip in employee satisfaction scores, I would immediately start investigating the cause. I would hold meetings with all levels of employees to find out what they’re feeling and what they would like to see changed. Then, I would create an action plan for improving employee satisfaction by addressing each issue individually."
The interviewer may ask this question to see how much you know about their company’s culture and policies. If you’ve done your research, you should be able to answer this question with ease.
Answer Example: "I have thoroughly read through the employee handbook and policies, and I am very familiar with them. I believe that it is important for all employees to be aware of these documents, as they contain valuable information about their rights and responsibilities within the company. In my previous role as VP of People, I implemented a program where all new hires had to complete an online course about the company’s policies before starting their job. This helped ensure that all employees were aware of their responsibilities and rights as employees."
Exit interviews are a common practice in HR. They’re used to gather feedback from employees who are leaving the company, which can help improve processes and policies for other employees. Employers ask this question to see if you have experience conducting these interviews and how you feel about them. In your answer, explain why you think they’re important and what you learned from conducting them in the past.
Answer Example: "I’ve conducted exit interviews several times in my career, and I find them to be extremely valuable. I find out why employees are leaving the company and use that information to improve our hiring process and workplace culture. For example, one time I interviewed an employee who said they left because they didn’t feel like they were being challenged enough. After talking with them, I realized we needed to hire more experienced workers who could mentor others."
This question can help the interviewer understand your hiring process and how you make decisions about who to hire. Describe a few steps you take when evaluating candidates, including what factors are most important to you when making a decision.
Answer Example: "I always start by looking at the candidate’s resume, which should include all of their education and work experience. I then conduct an interview with the candidate to learn more about their skills and personality. During the interview, I ask questions about the job description to see if they are a good fit for the position. Finally, I check their references to make sure they are trustworthy."
This question is a great way to show your leadership skills and how you can improve the company culture. When answering this question, it’s important to be specific about what steps you would take to achieve this goal.
Answer Example: "I would start by creating a diversity committee within my team. This committee would be made up of employees from different backgrounds who could help me understand where we are lacking in diversity and how we can improve it. Then, I would create training programs for employees on how to be more inclusive in their language and actions. Finally, I would hold regular meetings with the diversity committee to discuss any issues that arise and ways we can improve."
The interviewer may ask this question to learn more about your process for conducting performance reviews and how you use them to help employees improve their skills. Use your answer to highlight your ability to communicate effectively with employees, provide constructive feedback and track progress toward goals.
Answer Example: "I believe in being transparent with my employees during performance reviews so they know exactly what I expect from them in the coming year. I start by asking them what they enjoyed about the past year and what they hope to achieve in the next one. Then, I use their answers as a starting point to discuss areas where they could improve or expand their skills. After our discussion, I create an action plan with specific goals for each employee."
Employers ask this question to learn more about your qualifications and how you can contribute to their company. Before your interview, make a list of the skills and experiences that qualify you for this role. Focus on what makes you unique from other candidates and highlight any transferable skills or knowledge you have.
Answer Example: "I believe my experience and knowledge make me stand out from other candidates. I have worked in human resources for over 10 years, starting out as an intern and working my way up to the VP position. During that time, I’ve learned how to manage a team of employees and create an environment where they feel valued and appreciated. I also understand the importance of diversity in the workplace and am passionate about creating an inclusive culture."
Employers ask this question to learn more about your experience with employee recognition programs. They want to know if you have used any of their company’s programs and how they worked for you. When answering, try to mention a few programs that are similar to the ones offered by the company. This will show the interviewer that you understand the importance of recognizing employees’ hard work.
Answer Example: "I’ve used several different employee recognition programs throughout my career. I find that giving employees public praise or giving them time off is one of the most effective ways to encourage them to continue working hard. For example, at my last job, we had a monthly award where we recognized one employee for their excellent performance. This helped motivate other employees to strive for excellence as well."
Company culture is an important aspect of any business, and the interviewer may want to know how you feel about it. Use your answer to show that you understand the importance of company culture and what role you play in creating a positive environment for employees.
Answer Example: "I think the most important aspect of company culture is creating an environment where employees feel valued and appreciated. I believe that when employees feel valued, they are more motivated to do their best work. I try to ensure that all of my employees feel appreciated by giving them feedback regularly, offering opportunities for growth and development, and providing resources to help them succeed."
Employer’s ask this question to learn more about your opinion on employee surveys. They want to know if you think these surveys are important and how often companies should conduct them. In your answer, explain why you feel surveys are beneficial for companies. You can also share any experiences you’ve had with conducting surveys at previous jobs.
Answer Example: "I believe that employee satisfaction surveys are an essential part of any company’s people management strategy. I recommend that companies conduct these surveys at least once every year. However, I also think that companies should take into account other factors such as employee feedback and performance reviews when deciding when to conduct surveys."
This question is a great way to test your problem-solving skills and how you would respond to a challenging situation. When answering this question, it can be helpful to describe the law and what impact it has on your company. You can also explain what steps you would take to ensure your company is in compliance with the new law.
Answer Example: "I would first make sure I understood exactly what the law said. Then, I would meet with my team to discuss how we could implement the changes needed to be compliant. I would also make sure that all employees were aware of the new law so they could ask questions if they needed more information. Finally, I would make sure we had systems in place to track employee hours so we didn’t exceed the maximum allowed work hours per week."
