Essential Work Samples for Evaluating VP of Human Resources Candidates

The Vice President of Human Resources serves as a critical strategic partner to the executive team, shaping organizational culture and driving business results through effective people strategies. This senior leadership role requires a unique blend of business acumen, leadership capabilities, strategic thinking, and deep HR expertise. Traditional interviews alone often fail to reveal how candidates will perform in the complex, multifaceted scenarios that define this role.

Work samples and role plays provide invaluable insights into how candidates approach real-world HR challenges. By observing candidates in action, hiring teams can assess their decision-making processes, communication style, strategic thinking, and ability to balance competing priorities. These practical exercises reveal capabilities that might otherwise remain hidden in a conventional interview setting.

For VP of HR candidates, well-designed work samples illuminate their ability to navigate sensitive employee relations issues, develop strategic workforce plans, lead organizational change, and collaborate effectively with executive stakeholders. These exercises also demonstrate how candidates apply their HR expertise to drive business outcomes rather than simply implementing HR programs.

The following four activities are designed to evaluate the essential competencies required for VP of HR success. Each exercise simulates a realistic scenario that the selected candidate will likely encounter in the role. By incorporating these work samples into your interview process, you'll gain deeper insights into each candidate's capabilities and significantly improve your ability to identify the right leader for your HR function.

Activity #1: Strategic HR Planning Exercise

This exercise evaluates the candidate's ability to develop a comprehensive HR strategy aligned with business objectives. A successful VP of HR must be able to translate organizational goals into actionable people strategies that drive business results. This activity reveals how candidates approach strategic planning, resource allocation, and measurement of HR initiatives.

Directions for the Company:

• Provide the candidate with a brief overview of your company's business strategy for the next 1-3 years, including key growth objectives, challenges, and organizational priorities.
• Include relevant information about your current workforce (size, structure, key metrics) and any significant HR challenges the organization is facing.
• Allow the candidate 24-48 hours to prepare a strategic HR plan presentation.
• Schedule a 30-minute presentation followed by 15 minutes of Q&A with key stakeholders.
• Ensure the executive team members who will work closely with the VP of HR are present for this exercise.

Directions for the Candidate:

• Review the company's business strategy and workforce information provided.
• Develop a 12-month strategic HR plan that supports the organization's business objectives.
• Your plan should include:
• 3-5 key HR priorities with clear rationale for each
• Specific initiatives to address these priorities
• Resource requirements and timeline
• Success metrics and measurement approach
• Potential challenges and mitigation strategies
• Prepare a 30-minute presentation outlining your strategic HR plan.
• Be prepared to answer questions about your approach and recommendations.

Feedback Mechanism:

• After the presentation, provide specific feedback on one aspect of the strategic plan that was particularly strong and one area that could be improved.
• Ask the candidate to take 5-10 minutes to revise their approach to the improvement area and explain how they would implement this change.
• Observe how receptive the candidate is to feedback and their ability to adapt their thinking.

Activity #2: Executive Team Collaboration Role Play

This role play assesses the candidate's ability to function as a strategic partner to the executive team, balancing HR expertise with business needs. The VP of HR must effectively influence decisions, navigate competing priorities, and advocate for people-centered approaches while supporting business objectives. This exercise reveals communication style, executive presence, and collaborative problem-solving skills.

Directions for the Company:

• Select 2-3 members of your executive team to participate in this role play.
• Create a scenario involving a significant business decision with important HR implications (e.g., restructuring, expansion to a new market, cost-cutting initiative).
• Provide the candidate with basic information about the scenario 30 minutes before the exercise.
• The role play should last approximately 30-45 minutes.
• Brief participating executives on their roles and the types of challenges they should present.

Directions for the Candidate:

• Review the business scenario provided.
• Participate in an executive team meeting where this business decision will be discussed.
• Your role is to provide HR perspective and guidance while collaborating with the executive team to reach the best decision for the organization.
• Be prepared to:
• Ask clarifying questions about business objectives
• Identify potential people implications of different approaches
• Recommend solutions that balance business needs with employee impact
• Demonstrate how you would influence decisions as a strategic HR leader

Feedback Mechanism:

• After the role play, one executive should provide feedback on something the candidate did particularly well in the discussion.
• Another executive should offer one specific suggestion for improvement.
• Give the candidate 5-10 minutes to reflect on the feedback and explain how they would approach a similar situation differently based on this input.

Activity #3: Employee Relations Case Study

This exercise evaluates the candidate's judgment, emotional intelligence, and ability to navigate complex employee relations issues. A VP of HR must be able to handle sensitive situations with appropriate care while protecting the organization's interests. This activity reveals the candidate's approach to balancing employee advocacy with organizational risk management.

Directions for the Company:

• Develop a detailed case study involving a complex employee relations issue that requires senior HR leadership involvement (e.g., allegations against an executive, potential discrimination claim, ethical dilemma).
• Include relevant background information, stakeholder perspectives, and organizational context.
• Provide the case study to the candidate and allow 45-60 minutes for review and response preparation.
• Conduct a 30-minute discussion about their approach and recommendations.

Directions for the Candidate:

• Review the employee relations case study provided.
• Prepare your approach to addressing this situation, including:
• Initial assessment of the situation and key considerations
• Immediate actions you would take
• Investigation process you would implement
• Communication strategy for relevant stakeholders
• Recommendations for resolution
• Risk mitigation strategies
• Be prepared to discuss your reasoning and how you would personally handle sensitive conversations with involved parties.

Feedback Mechanism:

• Provide feedback on one aspect of the candidate's approach that demonstrated strong judgment or emotional intelligence.
• Identify one area where their approach could be enhanced or refined.
• Ask the candidate to reconsider their communication strategy based on the feedback and explain how they would adjust their approach.

Activity #4: HR Department Assessment and Development Plan

This exercise assesses the candidate's ability to evaluate and develop an HR function. A successful VP of HR must be able to build high-performing HR teams that deliver value to the organization. This activity reveals the candidate's approach to HR team leadership, organizational design, and continuous improvement.

Directions for the Company:

• Provide the candidate with information about your current HR department structure, roles, key processes, and any known challenges or improvement opportunities.
• Include relevant metrics on HR performance if available (e.g., time-to-hire, turnover rates, employee satisfaction with HR).
• Allow the candidate 24 hours to review the materials and prepare their assessment.
• Schedule a 45-minute discussion about their findings and recommendations.

Directions for the Candidate:

• Review the information provided about the current HR department.
• Prepare an assessment of the HR function's strengths and opportunities for improvement.
• Develop a 12-month plan for enhancing the HR department's effectiveness, including:
• Recommended organizational structure (if changes are needed)
• Key capability gaps to address
• Process improvements to implement
• Metrics to track HR effectiveness
• Approach to developing the HR team
• Be prepared to discuss how you would implement these changes while maintaining day-to-day HR operations.

Feedback Mechanism:

• Provide feedback on one aspect of the candidate's assessment that was particularly insightful or valuable.
• Identify one area where their plan could be strengthened or made more practical.
• Ask the candidate to revise their implementation approach based on this feedback and explain how they would address the identified concern.

Frequently Asked Questions

How much time should we allocate for these work samples in our interview process?

These exercises are designed to be thorough and will require significant time investment from both candidates and your team. Plan for at least 2-3 hours of direct interaction time, plus preparation time for candidates (typically 24-48 hours). While this may seem substantial, the insights gained will significantly improve your hiring decision for this critical leadership role.

Should we use all four activities with every candidate?

Ideally, you would use all four activities to get a comprehensive view of each finalist candidate. However, if time constraints are a concern, select the 2-3 activities most relevant to your organization's current needs. The Strategic HR Planning Exercise and Executive Team Collaboration Role Play are particularly valuable for assessing core VP of HR capabilities.

How should we evaluate candidates' performance on these activities?

Create a structured evaluation rubric for each activity based on the key competencies required for your VP of HR role. Have multiple stakeholders observe each exercise and complete independent evaluations before discussing their observations. Look for patterns across activities rather than focusing too heavily on performance in a single exercise.

What if candidates push back on completing these work samples?

Strong candidates may have concerns about the time commitment these exercises require. Be transparent about your process and explain the value these activities provide in ensuring mutual fit. Consider offering flexibility in scheduling and be respectful of candidates' time. If a candidate refuses to participate in any work samples, this may indicate misalignment with your organization's thorough approach to decision-making.

How can we ensure these activities don't disadvantage candidates without specific industry experience?

Provide sufficient context about your organization and industry in the exercise materials. Focus your evaluation on the candidate's approach, reasoning, and leadership capabilities rather than specific industry knowledge. The best VP of HR candidates will ask insightful questions to fill knowledge gaps and adapt their expertise to your context.

Should we compensate candidates for completing these work samples?

For extensive work samples that require significant preparation time, consider offering compensation, particularly if you're asking for detailed deliverables. This demonstrates respect for candidates' time and expertise while ensuring you attract high-caliber professionals who might otherwise decline to participate in a lengthy process.

The VP of Human Resources role is pivotal to organizational success, serving as the architect of your people strategy and guardian of your culture. By incorporating these practical work samples into your interview process, you'll gain invaluable insights into how candidates approach real-world HR leadership challenges. This approach significantly increases your chances of selecting a VP of HR who will drive strategic value and build a world-class HR function aligned with your business objectives.

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