5 Keys to Reaching Director and VP Level in HR

The HR Leader’s Edge — Edition #1

5 Keys to Reaching Director and VP Level in HR

By Heidi Klotz, Goal-Centric Coach | Fractional CHRO

Published March 4, 2026

I recently had the privilege of presenting at the Mercer Academy on a topic close to my heart: navigating your career to senior HR leadership. After spending 20+ years progressing from HR Analyst to VP Total Rewards, leading teams across global organizations with 40,000+ employees, I've distilled what I believe are the five keys that made the biggest difference. Whether you're an aspiring HR Director or aiming for the VP suite, these lessons apply at every stage.

1. Keep Learning and Stay Curious

Your career is your most valuable investment. Take courses, earn certifications, and attend conferences, even when your employer won't pay for them. Curiosity is a superpower in HR. Ask why, challenge assumptions, and seek to understand the bigger picture. Read industry publications, follow thought leaders, and stay ahead of emerging trends. One question I always come back to: What's one skill you want to develop this year?

2. Build Business and Financial Acumen

This is what separates strategic HR leaders from administrators. Read your company's annual reports and quarterly updates, they're goldmines of strategic priorities, KPIs, and executive concerns. Learn to speak the language of the business: ROI, EBITDA, revenue growth, and market share. Your leaders need you to speak their language, not HR jargon. Know your organization's P&L, understand how decisions impact the bottom line, and frame your initiatives in terms of business value.

3. Master Executive Communication

Senior leaders don't have time for lengthy presentations, get to the point fast. Lead with your recommendation and support it with concise evidence. I call this the "one-pager" approach: at one organzation, I was able to sell the CEO on a multi-million dollar investment using a single one-page document. Equally important is getting inside the heads of your stakeholders. Understand how they think, what problems keep them up at night, and how you can help. Here's a quick test: Can you summarize your current project in 30 seconds?

4. Understand the WHY of HR

Early in my career, a CHRO I worked with put it simply: HR exists to help the business succeed. Everything we do should align with business goals and objectives, we're there to support the business, not push our own agenda. Be a strategic partner, not an order-taker. Drive initiatives that produce measurable outcomes: retention that saves recruitment costs, engagement that boosts productivity, and development that builds bench strength. Connect your metrics to business impact. Time-to-fill is interesting, but what executives care about is whether we hired the talent needed to hit revenue targets.

5. Build and Maintain Quality Relationships

Your network compounds over time. I was hired by the same HR leader at three different companies over my career because she knew my work, trusted me, and knew I delivered results. Get coffee with people outside of HR. Ask for 30 minutes to learn about their role, challenges, and priorities. Stay in touch with former colleagues, mentors, and peers. Today's peer could be tomorrow's hiring manager. Who is one person outside HR you could connect with this month?

How Coaching Accelerates the Journey

Having walked this path myself, I now help professionals navigate these same career milestones as a leadership and career coach. Whether it's clarifying long-term goals, preparing for career development discussions, or discovering your unique leadership strengths through tools like SuccessFinder, coaching provides the structure and accountability that accelerates growth. The journey to senior leadership isn't about being perfect, it's about being strategic, curious, and intentional.

Heidi Klotz is a leadership coach and fractional CHRO based in Montreal, Quebec. She is a Professional Goal-Centric Certified Coach (Concordia University) and holds the CHRP, SHRM-SCP, CCP and GRP designations. Before founding Heidi Klotz Coaching & Leadership, she spent more than 20 years in senior HR roles at Merck, Bristol-Myers Squibb, Mattel, Ardene and AtkinsRéalis, where she was Vice-President of Total Rewards. She coaches online in English and French.