What is HR?
HR is a necessary part of your organization, regardless of size. HR professionals are responsible for hiring, training, and managing your employees and ensuring they are compensated fairly for their work. HR departments also adhere to labour laws and guidelines, which ensure that companies conduct themselves ethically.
Why is HR important?
HR departments help build a robust and reliable staff for a company, creating diverse teams that can both collaborate and work independently. While business owners may be experts in their industry, as their business grows, they may need help managing employee benefits, addressing payroll concerns, and dealing with office conflicts. HR professionals can handle the recruitment process, with expertise in finding talent, hiring candidates, and onboarding them quickly. Below we list 11 common HR jobs with a description of their responsibilities:
1. Chief human resources officer (CHRO)
The top executive in an HR department is known as the chief human resources officer (CHRO). They develop and carry out HR policies, initiatives, and programs that support the company’s goals. The CHRO leads the various HR teams, works with other C-level executives to gauge hiring needs, and supports the company’s long-term performance plans.
2. Chief diversity officer
The chief diversity officer is another C-level executive role that is becoming more common in corporations of all sizes. The chief diversity officer is responsible for building an inclusive workspace, considering diversity when hiring, and ensuring the organization complies with fair employee hiring practices. This position is common at larger Fortune 500 companies. Smaller companies may call this role a VP of diversity or diversity manager.
3. Human resources director
The human resources director (HR director or director of HR) manages and oversees the HR department. They create and implement HR policies, initiatives, and programs. The director of human resources has a primary role in hiring new employees, encouraging employee growth, managing performance, administering pay and benefits, and ensuring employment laws and regulations are followed.
4. HR manager
HR managers implement and update HR policies and processes, enforce rules and regulations, oversee employee relations and performance, and manage hiring and onboarding procedures. HR managers handle benefits and employee compensation, resolve issues, and promote a healthy work environment. They work closely with organizational executives to ensure HR strategies align with business objectives and enhance the company’s overall performance.
5. Recruiter
A recruiter, or talent acquisition specialist, locates, interviews, and vets competent applicants for available positions. Recruiters create job descriptions and work closely with department managers to identify staffing needs and develop hiring strategies. They also negotiate offers, streamline the hiring process, and onboard new hires. Success in this position requires strong interpersonal skills, effective communication, and a thorough awareness of the company’s needs and culture.
6. Compensation and benefits manager
A compensation and benefits manager is a senior HR specialist managing the company’s benefits and compensation plans. This manager creates and implements plans to provide employees with competitive wages and benefits packages. They stay up to date with industry standards and provide perks and bonuses to retain and motivate staff. They also work with internal stakeholders, including finance and executive leadership, to match benefits and pay plans to the organization’s business plan. These managers are also crucial in creating and managing employee benefit programs, including retirement plans and health insurance, while meeting all legal and regulatory standards.
7. HR analyst
An HR analyst is an expert in data analysis and the interpretation of workforce trends, employee performance, and HR procedures. In this role, the HR analyst gathers and analyzes metrics to assist with HR strategies and decision-making. Using data analytic techniques, HR analysts evaluate retention rates, employee engagement, and other important HR information. They create reports to present their findings to high-level executives and stakeholders. This role requires excellent analytical abilities, excellent attention to detail, and the ability to interpret data to support business objectives.
8. Payroll administrator
A payroll administrator organizes and manages a company’s payroll process. The responsibilities include processing employee salaries or wages, bonuses, overtime, commissions, and other compensation correctly and promptly. Payroll administrators are responsible for ensuring that employees receive their pay cheques on schedule while following all applicable rules, regulations, and laws. They are also responsible for calculating deductions, taxes, and benefit contributions. Payroll administrators are required to keep correct records, respond to questions from employees about payroll, and work with the finance and HR departments. A successful candidate in this role will be skilled at maintaining correctness, will have a keen attention to detail, and will be trustworthy to maintain the strictest confidence.
9. Human resource information specialist (HRIS)
The HRIS role is a technical role that combines HR expertise and IT tech skills. This specialist position oversees recruiting software and technology such as an applicant tracking system, a benefits portal and remote interview software. This person’s role has become more important for companies with remote workers who need to keep employee data secure.
10. HR coordinator
Human resources coordinators help facilitate HR programs and functions under the direction of the HR director or manager. Their tasks include scheduling orientations, addressing employee concerns and coordinating employee training and development. Coordinators research industry trends and best practices to improve HR processes and policies that enhance employee satisfaction.
11. Training and development manager
In larger organizations requiring employee training, a training and development manager would be hired to create and oversee all employee training initiatives. This manager would manage learning and professional development to improve employees’ expertise and knowledge. Training and development managers collaborate closely with various stakeholders to determine needs for training, create training materials and conduct or lead training sessions. They also evaluate the success of training initiatives and adjust programs as required to fulfill company objectives. These managers require strong project management, instructional and communication skills.
Exploring the various human resources jobs can help you determine how to staff your business in the best way to suit your needs. As your business grows, additional roles can be added. The HR department plays a key role in the development of your organization, so understanding what each role’s responsibilities are can also help you plan now and for the future.