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HR job titles list: Learn the roles, differences
HR job titles can be confusing for employees outside the HR department. Check out this list to learn the differences between the roles and any overlap between the jobs.
Confusion over who does what within the human resources department isn't limited to new hires -- even longtime employees might be unsure whom to approach with specific issues. Learning which HR worker takes care of which duties can help all employees.
HR is a highly specialized discipline, which means that each role handles different responsibilities. In some cases, a company might outsource some transactional and functional responsibilities, such as payroll and benefits, to third-party administrators.
Learn more about HR job titles and the associated duties.
Chief human resources officer (CHRO)
The chief human resources officer, or CHRO, is a member of the C-suite. Many newer organizations have adopted chief people officer as an alternate title for their most senior HR executive to signal their prioritization of establishing a good company culture and employee satisfaction.
The role is primarily strategic. The CHRO establishes the organizational culture and implements policies to promote that culture. On a day-to-day basis, the CHRO collaborates with others in the C-suite on workforce decisions and helps carry out change management initiatives, such as reorganizations and M&As.
The vice president of HR or director of HR typically reports directly to the CHRO or another C-suite member. Individuals with these titles manage the daily operations of HR functions, such as recruitment, employee relations, HR technology, professional development and performance evaluations. Depending on the type of organization, an HR director's responsibilities might be interchangeable with those of the vice president.
Human resources business partner (HRBP)
The HRBP is assigned to a single department within the organization. In mid-to-large companies, several people usually carry out this function.
Their responsibilities are primarily to serve as a liaison to senior management and bring any employee problems to the appropriate specialist. An HRBP's position in the HR hierarchy is mostly above that of the HR manager or HR generalist, but in some organizations, it is one step below.
HR manager and HR generalist
The role of HR manager is similar to that of the generalist, but in some organizations, HR managers are positioned a rung above in the org chart.
Both roles carry out the HR policies and procedures that are established by the director or vice president. Ongoing responsibilities can include recruitment, benefits, employee relations, employee paid time off and family or medical leave administration. Payroll administrators, benefits specialists, training professionals and compensation analysts carry out their specific functions under the purview of the HR manager or generalist.
In larger organizations, each of these responsibilities is assigned to individual specialists, while in smaller companies, the HR manager or generalist might handle all or some of them.
Recruiters
Recruiters are responsible for talent acquisition. Their day-to-day responsibilities include sourcing candidates for open positions, performing preinterview screenings and coordinating interviews with hiring managers.
Effective recruiters understand the needs of the departments for which they are recruiting and are adept at translating those needs into well-written job postings. Recruiters source candidates through a variety of channels, including social media such as LinkedIn, college visits and job fairs.
Benefits specialists
Benefits specialists administer employee benefits and serve as intermediaries between each benefit provider and employees if problems arise.
They are in charge of enrolling new hires into benefits programs and responding to questions regarding coverage as well as staying up-to-date on the regulatory and compliance issues surrounding benefits.
Training specialists
Training specialists design employee training programs that align with organizations' needs.
The specialists either deliver the training themselves, employ a train-the-trainer model or hire external trainers, depending on a specific company's approach.
Employee relations specialists
Employee relations specialists handle sensitive and often confidential matters. They investigate workplace conflicts, such as harassment or complaints about other employees, and report up the chain to enact resolutions.
Employee engagement has become an increasingly important responsibility for these specialists as the understanding has grown that engaged employees are more productive and more likely to stay at their current company.
HR assistant or coordinator
HR assistant or coordinator is an entry-level position. The assistant provides support to the HR manager or generalist by processing paperwork, scheduling interviews and maintaining records in the HRIS. In smaller companies, these responsibilities are often assigned to an office manager, but employing a dedicated HR assistant can help ensure that a company is abiding by all employee-related laws and regulations.
Today, some companies outsource transactional, functional responsibilities such as payroll, benefits, onboarding, terminations and, to a lesser extent, employee relations to third-party administrators, which enables the company's HR team to focus on strategic matters.
Lynda Spiegel is a freelance writer and former global HR executive for financial services, telecommunications and SaaS companies.
