Vice President of Human Resources Health, Wolters Kluwer

• Bachelor’s Degree in Human Resource Management or related field
• Minimum of 15 years of progressive Human Resources experience with a sharp business acumen; knowledgeable about all major functional areas of Human Resource; proven effectiveness as a leader of people to achieve desired objectives
• Global experience as an HR professional is required
• Requires a high degree of knowledge and resulting credibility to foster the necessary business relationships and build consensus with senior leaders, a leader with significant influence
• Excellent consulting skills, reflected in demonstrated good judgment and decision-making skills with the ability to deal with ambiguity and provide leadership to find solutions
• Effective at leading change and organizing people and activities to effectively and efficiently complete projects and work

Desirable

• Reporting into the Wolters Kluwer CHRO, the VP, HR Business Partners for our Health Division works closely with the Division CEO and their leadership team to lead the development and execution of a human capital strategy leveraging enterprise capabilities and programs
• This role helps to translate business needs into human capital strategy to support business direction and success
• This role will have a strong and influential presence with the Division leadership team and with the HR leadership team and will be a partner to build and sustain a culture that is a differentiator to the success of our business
• In addition to building relationships and developing an understanding of the business, this role collaborates with a team of HR functional experts in Centers of Excellence (CoE’s) to translate business needs into human capital solutions designed to support the achievement of enterprise or business area goals
• Function as a strategic business partner, consultant, and thought leader to the Executive team and leaders at all levels in the Division
• Develop business acumen and “trusted advisor” relationships with key business partners and ensure effective communication with executives and managers across the company to ensure proper focus on HR issues
• Develop/ evolve and implement a comprehensive people strategy aligned to business strategy, culture, and long‑term objectives
• Adopt HR policies, procedures, and programs to support organizational goals including Talent Management (review, succession, talent to value / leadership development and performance, engagement), rewards and recognition, and change management
• Drive complex organizational design and re‑design initiatives to improve effectiveness and scalability
• Coach leaders and managers to strengthen leadership capability and team effectiveness
• Ensure capability and future leader growth through requirements setting, development of talent and strategic talent acquisition
• Build out and oversee the employee experience and life cycle in partnership with Talent Acquisition, Employee Engagement & Culture, Learning & Development, Total Rewards, and Organizational Design
• Actively contribute as a member of the HR Executive Leadership Team to shape and lead the HR agenda for the enterprise, helping to ensure that HR remains well positioned to support our continued business success
• Lead, develop, and engage the Human Resources team to deliver high‑quality, scalable HR solutions
• Partner closely with HR Centers of Excellence to ensure integrated, consistent, and business‑aligned delivery
• Manage HR resources, including budget and talent, to ensure operational efficiency and effectiveness
• Stay informed about industry best practices, global laws, regulations, and trends to ensure that the company’s policies and programs conform to these and are competitive
• Foster a commitment to Diversity and Belonging among leaders and employees and help to build programs that attract diverse talent. Ensure these efforts support an inclusive and high performing culture
• Performs other duties as assigned by supervisor

• To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure we’re getting to know you—not a digital assistant
• To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process