What is HR?
Human resources (HR) is the department within an organization that manages employee-related functions. The HR team is responsible for strategically planning and implementing policies and practices supporting the organization’s goals. This encompasses recruitment, onboarding and training, compensation, performance management and employee departures.
The HR team develops, manages and enforces company policies in compliance with labour laws and guidelines. These professionals play a vital role in overseeing labour relations, ensuring employees are treated equally and equitably and that the company conducts itself ethically.
To be effective, HR professionals must understand how the business operates, including its processes and strategies.
Why is HR important?
HR departments help build a strong and reliable staff for a company. As a company grows, it requires more help to manage employees, larger payrolls and potential conflicts or other issues. HR professionals ensure smooth expansion and build diverse and inclusive teams. Employee development is a key HR function that includes training and professional growth initiatives to enhance workforce skills.
HR professionals can streamline the recruitment process, with expertise in finding talent, hiring candidates and onboarding them quickly. They develop and manage job postings, write detailed job descriptions to attract qualified candidates and use various management techniques to support decision-making.
When building an HR team, business administration or business management degrees can be valuable for candidates, often laying a foundation for modern HR careers. The traditional personnel manager position has served as a foundation for modern HR careers, and entry-level opportunities such as the HR intern role provide exposure to various HR functions.
Senior HR roles include executive vice president, chief talent officer and global HR positions, which oversee high-level or specialized HR leadership responsibilities. Organizations have a wide variety of HR titles, including traditional and emerging roles. Among the range of HR roles, HR generalists, specialists and administrators handle a broad spectrum of HR functions.
HR career path
Optimizing human resources processes can help employers find top talent and offer opportunities for professionals to progress through various HR job titles and specializations. Understanding the typical HR career path helps employers plan their staffing needs effectively, whether seeking entry-level or senior HR candidates.
Entry-level HR roles, such as HR assistant or HR coordinator, are often the first step for those new to the field. These positions focus on essential administrative tasks, employee data management and supporting core HR processes. They provide a solid foundation in human resources management, including HR systems, employee relations and the day-to-day functions of an HR department.
As your company grows and you build your HR staff, you may seek candidates to fill more specialized roles like HR specialist, HR analyst or talent acquisition specialist. These professionals bring a focused expertise in specific HR functions, such as employee engagement, compensation and benefits, or talent management, alongside a deep understanding of employment laws, HR data, and best practices.
With experience, HR professionals can advance to mid-level roles such as HR manager or HR business partner. These positions require a broader understanding of HR management, including workforce planning, employee relations, and aligning HR strategies with business objectives. HR managers and business partners are key in supporting business leaders, improving HR processes, and driving organizational success.
Senior HR job titles, such as HR director, vice president of human resources or chief human resources officer (CHRO), involve strategic leadership and oversight of the entire HR department. These roles focus on developing HR strategy, leading talent management initiatives and ensuring that HR policies and programs support the company’s long-term vision.
The HR field is constantly evolving, with traditional HR job titles expanding to include new roles like chief diversity officer, chief people officer and HR data analyst. These positions may reflect the growing importance of diversity, inclusion and data-driven decision-making in today’s workplace.
HR certification
When hiring HR professionals, employers often look for the chartered professional in human resources (CPHR) designation, a nationally recognized credential that signifies a high standard of HR expertise in Canada. They may also support these individuals by sending them to industry conferences and training programs to help them stay current with HR trends and best practices. Networking with other HR professionals and business leaders can also provide valuable insights and opportunities for growth for your HR team.
Common HR job titles
To better understand the scope of human resources, let’s explore 11 common HR job titles and their responsibilities:
1. Chief human resources officer (CHRO)
The top executive in an HR department is the chief human resources officer (CHRO), also known as the Chief People Officer in some organizations. They develop and implement HR policies, initiatives and programs that support the company’s goals. The CHRO leads various HR teams, works with C-level executives to assess hiring needs, and helps achieve the company’s long-term performance objectives.
In some organizations, the top HR executive may also hold the title of Executive Vice President or Chief Talent Officer, reflecting the strategic importance of the role. If the company operates internationally, the CHRO may also oversee Global HR functions, managing HR strategies across multiple countries or regions.
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 workplace, managing cultural 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 are responsible for creating, enforcing, and managing company policies and implementing 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. Additionally, the HR director oversees labour relations and ensures legal compliance within the organization.
4. HR manager
HR managers are responsible for implementing and enforcing company policies, updating HR policies and processes, enforcing rules and regulations, overseeing employee relations and performance and managing hiring and onboarding procedures.
HR managers also handle labour relations, ensuring legal compliance in all HR practices, manage 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. They create job descriptions and work closely with department managers to identify staffing needs and develop hiring strategies. Recruiters negotiate offers, streamline the hiring process, and onboard new hires. This role demands strong interpersonal and communication skills and a deep understanding of the company’s needs and culture.
6. Compensation and benefits manager
A compensation and benefits manager is a senior HR specialist who develops, implements and manages the company’s compensation and employee benefits plans. They stay current with industry standards to offer competitive wages, benefits packages, perks and bonuses to retain and motivate employees.
These HR managers also work with internal collaborators, including finance and executive leadership, to match benefits and pay plans to the organization’s business plan. They 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 interpreting workforce trends, employee performance and HR procedures. They aggregate and analyze metrics to assist with HR strategies and decision-making.
HR analysts use data analysis and predictive analytics to 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 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. They are responsible for ensuring employees receive their pay cheques on schedule while following all applicable rules, regulations and laws.
Payroll administrators process employee salaries and calculate deductions, taxes, benefit contributions, bonuses, overtime, commissions and other compensation. They are required to keep accurate 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 accuracy, have a keen attention to detail and be trustworthy to maintain the strictest confidence.
9. Human resource information specialist (HRIS)
The HRIS role is a technical position that combines HR expertise with IT skills. This specialist role manages HR tools such as applicant tracking systems, benefits portals and remote interview software. Securing employee data has become increasingly important for companies with remote workers.
10. HR coordinator
Human resources coordinators assist with HR programs and activities under the guidance of the HR director or manager. Their responsibilities include scheduling orientations, handling employee concerns and coordinating training and development initiatives.
HR coordinators also support employee development initiatives by designing and implementing programs that encourage professional growth. They 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 training needs, create training materials and conduct or lead training sessions. They also evaluate and refine training and development programs and adjust them as required to fulfill company objectives. These managers require strong project management and instructional and communication skills.
Exploring different human resources jobs can help you determine the best way to staff your business to meet your needs. As your business expands, you can add more roles. The HR department plays a vital part in your organization’s growth, and by recognizing the responsibilities of each HR role, employers can effectively prepare for their current and future talent requirements.
