Connect with us

Guides

Top 10 Types of HR Job Roles You Can Choose From

Avatar photo

Published

on

HR Type
0
Be the first one to like this.
Please wait...
Voting is currently disabled.

Understanding the various HR type available is critical to finding the proper role when considering a career in Human Resources HR. 

I remember my experience when I first started exploring Human Resources HR roles; navigating the numerous options, each requiring different skills and competencies, felt overwhelming. 

However, once I took the time to break down the various Human Resources job types, the opportunities became more apparent, and I was able to identify which path suited my strengths and career aspirations. 

Our goal is to clarify these roles and help you determine which aligns best with your goals and interests.

Let’s dive into the top 10 types of HR job roles and discover what they offer.

Top 10 Types of HR Job Roles You Can Choose From

The Type of HR

Human Resources (HR) is a broad field with many opportunities for specialization. 

While Human Resources Generalists handle a little of everything, specialists focus on specific areas such as recruitment, employee relations, or compensation. 

Below, we’ll break down 10 famous Human Resources job roles and explore the key responsibilities, benefits, and skills required for each.

1. HR Generalist

An HR Generalist is often considered the backbone of the Human Resources department. 

This role involves overseeing day-to-day Human Resources operations, such as recruiting, employee relations, payroll, benefits administration, and labor law compliance. 

Human Resources Generalists work closely with employees and Human Resource Management to ensure smooth Human Resources processes.

Responsibilities of an HR Generalist

  • Recruiting and hiring employees across HR departments
  • Managing employee benefits and payroll administration
  • Addressing relations issues and resolving conflicts
  • Ensuring compliance with labor laws and company policies across HR departments
  • Coordinating employee training and development programs for HR professionals

Why Choose This Role?

The Human Resources Generalist role is perfect for individuals who enjoy variety in their work and prefer not to specialize in one area. 

It’s an excellent starting point for Human Resources professionals because it offers exposure to all aspects of human resources, providing a solid foundation for future career advancement.

For example, early in my career, when I worked as a Human Resources Generalist, I enjoyed the variety of tasks I handled daily. 

One day, I would conduct interviews for a new position, and the next, I would help employees resolve benefit-related questions. 

The variety kept me engaged and allowed me to develop various Human Resources skills as an HR professional.

2. HR Specialist

Human Resources Specialists focus on one specific area of human resources, such as recruitment, benefits, training, or employee relations. 

This specialization allows Human Resources professionals to develop deep expertise in their chosen areas.

Responsibilities of an HR Specialist

  • Developing and implementing Human Resources policies specific to their area of expertise
  • Advising other Human Resources team members on specialized Human Resources functions
  • Analyzing data and trends related to their specialization (e.g., benefits utilization, employee turnover)
  • Ensuring compliance with specific regulations about their Human Resources area for HR professionals

Why Choose This Role?

Specializing in a particular area of Human Resources allows you to become an expert. 

For instance, if you specialize in employee relations, you’ll develop a deep understanding of labor laws, conflict resolution strategies, and workplace culture dynamics. 

This expertise can make you a valuable asset to the Human Resources team and provide opportunities for career growth within that specialization.

In my own experience, I transitioned from an HR Generalist to a Benefits Specialist after realizing my passion for helping employees navigate their benefits options. 

This specialization allowed me to become an expert in employee benefits and develop in-depth knowledge of healthcare plans, retirement savings options, and other compensation strategies.

3. Recruiter

Recruiters are critical in finding and hiring performance management for an organization. They are responsible for sourcing, interviewing, and onboarding new employees. 

Recruiters work closely with hiring Human Resources managers to ensure job candidates meet the company’s needs and culture.

Responsibilities of a Recruiter

  • Sourcing and screening potential candidates through job boards, social media, and networking events
  • Conducting interviews and assessments to evaluate candidates’ skills and fit with the company for HR professionals
  • Coordinating with hiring Human Resource managers to understand their needs and expectations
  • Managing the offer process, including negotiating salary and benefits
  • Onboarding new employees and ensuring a smooth transition into the company

Why Choose This Role?

Recruiting can be a gratifying career for those who enjoy interacting with people and playing a pivotal role in shaping an organization’s workforce. 

It’s a fast-paced environment where success is measured by the quality of hires and how well they integrate into the company.

As a recruiter, I found immense satisfaction in matching candidates with their ideal roles. 

One particular experience stands out: after an exhaustive search, I placed a highly skilled candidate in a challenging role that perfectly aligned with their expertise. 

Watching them thrive in the position was incredibly rewarding.

4. HR Manager

The HR Manager oversees the HR department and ensures that all HR operations run smoothly. 

This role involves managing HR staff, developing and implementing HR policies, and aligning HR strategies with the overall business goals.

Responsibilities of an HR Manager

  • Managing the HR team and ensuring the HR department meets its goals
  • Developing and implementing HR policies and strategies
  • Overseeing relations, recruitment, and performance Human Resource management
  • Collaborating with senior leadership to align HR initiatives with company objectives
  • Ensuring compliance with labor laws and regulations

Why Choose This Role?

Becoming an HR Manager can be a fulfilling career path if you have strong leadership skills and a strategic mindset. 

This role allows you to shape the HR policies and culture of the organization, making a lasting impact on both employees and the business.

For example, as an HR Manager, I spearheaded a company-wide initiative to improve employee engagement and employee retention. 

By implementing new training programs and revising the benefits package, we saw a significant reduction in turnover and a boost in employee satisfaction.

5. HR Business Partner (HRBP)

HR Business Partners work closely with senior leaders to ensure that HR strategies align with the company’s overall business goals. 

They provide strategic advice on workforce planning, organizational development, and change in Human Resource Management and are critical in driving business success through HR initiatives.

Responsibilities of an HR Business Partner

  • Advising senior leadership on HR strategies and Human Resource planning
  • Collaborating with business units to ensure alignment with company objectives
  • Driving change Human Resource management initiatives and employee development programs
  • Analyzing HR metrics and data to inform business decisions

Why Choose This Role?

HR Business Partners have a unique opportunity to influence the company’s direction by aligning HR initiatives with business goals. 

If you enjoy strategic thinking and want to play a vital role in driving business success, this position may be a great fit.

As an HR Business Partner, I worked closely with the leadership team to implement a major organizational restructuring. 

By providing data-driven insights and aligning our HR strategy with the company’s growth goals, we successfully navigated the transition and positioned the company for future success.

6. Employee Relations Manager

Relations HR Managers are responsible for maintaining a positive and productive workplace environment. 

They focus on resolving conflicts between employees and the organization, managing grievances, and ensuring company policies promote fairness and equality.

Responsibilities of an Employee Relations Manager

  • Handling employee grievances and mediating disputes
  • Developing and implementing satisfaction and employee retention programs
  • Ensuring compliance with labor laws and regulations
  • Working closely with performance management to address workplace issues and improve relations

Why Choose This Role?

For those passionate about improving workplace culture and ensuring that employees feel supported, the Employee Relations Manager role offers the opportunity to make a real difference. 

This role involves working closely with employees and performance management to resolve conflicts and foster a positive work environment.

One memorable experience in this role involved mediating a dispute between two HR departments experiencing communication breakdowns. 

Through careful mediation and the implementation of new communication protocols, we resolved the conflict and improved collaboration across the teams.

7. Compensation and Benefits Manager

Compensation and Benefits HR Managers are responsible for developing and managing a company’s compensation and benefits programs. 

This role involves researching market trends, designing competitive salary structures, and ensuring employee benefits align with business objectives.

Responsibilities of a Compensation and Benefits Manager

  • Developing and managing compensation and employee benefit programs
  • Ensuring competitive pay structures that attract and retain top talent
  • Overseeing employee health and retirement plans
  • Analyzing market trends and adjusting compensation strategies accordingly

Why Choose This Role?

If you have a strong interest in finance and enjoy working with data, the Compensation and Benefits Manager role may be a good fit. 

This role allows you to ensure that employees are rewarded fairly and competitively, which can directly impact employee satisfaction and retention.

As a Compensation and Benefits Manager, I had the opportunity to overhaul our company’s benefits package. 

By researching industry trends and listening to employee feedback, we introduced a new benefits program that significantly improved satisfaction and helped attract top performance management.

8. Training and Development Manager

Training and Development HR Managers focus on enhancing employee skills and knowledge through structured training programs. 

They work closely with the HR department heads to identify skill gaps and create training initiatives that support employee growth and development.

Responsibilities of a Training and Development Manager

  • Developing and implementing training programs to improve employee performance
  • Identifying skill gaps within the organization and addressing them through training
  • Coordinating with HR department heads to ensure training aligns with company goals
  • Evaluating the effectiveness of training programs and making improvements as needed

Why Choose This Role?

If you’re passionate about learning and helping others grow in their careers, this role allows you to shape the development of an organization’s workforce. 

Training and Development Managers are critical in ensuring employees have the skills to succeed.

As a Training and Development Manager, I introduced a new leadership development program for mid-level Human Resource managers. 

The program improved leadership skills across the company and contributed to a more cohesive and effective Human Resource management team.

9. Talent Acquisition Manager

Talent Acquisition Managers are responsible for developing strategies to attract and retain top talent. 

This role involves overseeing the recruitment process from a strategic perspective, ensuring that the company hires employees who are a strong fit for the role and the company culture.

Responsibilities of a Talent Acquisition Manager

  • Developing talent acquisition strategies to attract top candidates
  • Overseeing recruitment efforts for critical roles within the company
  • Managing employer branding and recruitment marketing to enhance the company’s image as an employer of choice
  • Building solid relationships with external recruitment agencies and job boards

Why Choose This Role?

Talent Acquisition Managers play a crucial role in shaping the workforce and ensuring that the company attracts the best talent in the industry. 

If you enjoy recruitment but want to focus on the strategic side, this role offers the opportunity to influence hiring decisions and improve the overall quality of hires.

In one of my previous roles as a Talent Acquisition Manager, I led an initiative to improve our employer branding and attract more high-quality candidates. 

By partnering with marketing and redesigning our recruitment materials, we increased the number of qualified applicants and improved the overall candidate experience.

10. HRIS Analyst

HRIS Analysts are responsible for managing and optimizing the HR information systems (HRIS) that store and track employee data. 

This role involves working with HR software to streamline processes, ensure accurate data entry, and generate reports that inform HR decisions.

Responsibilities of an HRIS Analyst

  • Managing and maintaining HR information systems
  • Ensuring the accuracy of employee data and generating reports for HR and Human Resource management.
  • Implementing new HR software systems and training staff on their use
  • Analyzing HR data to identify trends and make data-driven recommendations

Why Choose This Role?

Suppose you enjoy working with technology and data without any employee concerns. 

In that case, the HRIS Analyst role allows you to leverage your technical skills to improve HR processes and support informed decision-making within the organization. 

This role is ideal for detail-oriented people who enjoy working with systems and data.

As an HRIS Analyst, I had the opportunity to implement a new HR software system that streamlined our employee data talent management and reporting processes. 

This saved time for the HR team and provided valuable insights that helped inform our HR strategy.

Conclusion

When exploring HR roles, it’s essential to understand the various HR type available and how they align with your strengths, interests, and career goals. 

I’ve found that identifying the proper role can make all the difference in enjoying your work and achieving success in your HR career for talent management. 

Whether you’re drawn to the broad responsibilities of an HR Generalist or the strategic impact of an HR Business Partner, there’s an HR role for everyone.

One of the things I’ve learned through my journey is the importance of finding a role that fits your personality and career aspirations. 

Moving from an HR Generalist to an HR Business Partner allowed me to align my passion for strategy with my HR expertise, and it’s been an incredibly fulfilling experience. 

I encourage you to explore these roles and find the one that excites you the most.

Frequently Asked Questions

What are the 7 HR Areas?

The seven critical areas of HR are:

  • Recruitment and Selection: Sourcing and hiring employees.
  • Relations: Managing employee grievances and improving workplace culture.
  • Compensation and Benefits: Designing competitive pay and benefits packages.
  • Training and Development: Enhancing employee skills and career growth.
  • Compliance and Legal: Ensuring adherence to labor laws and company policies.
  • Organizational Development: Focusing on company structure and employee performance.
  • Health and Safety: Ensuring a safe working environment for all employees.

Each area plays a critical role in managing the employee lifecycle and ensuring that the organization runs smoothly from a human resources HR perspective.

What are the Four Types of Human Resources HR?

The four main types of HR are:

  • Strategic HR: Focuses on aligning HR activities with the business’s long-term goals.
  • Operational HR: Manages the day-to-day HR functions, such as payroll, benefits administration, and compliance.
  • Transactional HR: Handles the administrative tasks of HR, such as managing employee records and processing paperwork.
  • Employee Advocate HR: Ensures that employees’ needs are met and supported within the organization.

Each type of HR contributes to the overall effectiveness of the HR department and the organization.

What are the 5 Main Areas of HR?

The five main areas of HR are:

  • Staffing: Recruitment and selection of employees to fill open positions.
  • Relations: Managing relations to foster a positive work environment.
  • Compensation and Benefits: Designing and managing competitive compensation and benefits packages.
  • Training and Development: Developing training programs to enhance employee skills and career growth.
  • Compliance: Ensuring the company adheres to labor laws, regulations, and company policies.

How Many Kinds of HR Are There?

HR roles can be categorized in various ways, but they generally fall into the following types:

  • HR Generalist: Handles a variety of HR tasks across multiple areas.
  • HR Specialist: Focuses on one specific area of HR, such as recruitment or benefits.
  • HR Manager: Oversees the entire department and aligns HR strategies with business goals.
  • HR Business Partner: Works closely with senior leadership to align HR initiatives with the overall business strategy.
  • HRIS Analyst: Manages the technology and data side of HR.

There are numerous other roles within HR, each offering unique responsibilities and opportunities for specialization.

Kossi Adzo is the editor and author of Startup.info. He is software engineer. Innovation, Businesses and companies are his passion. He filled several patents in IT & Communication technologies. He manages the technical operations at Startup.info.

Click to comment

Leave a Reply

Your email address will not be published. Required fields are marked *

Top of the month

Copyright © 2024 STARTUP INFO - Privacy Policy - Terms and Conditions - Sitemap

ABOUT US : Startup.info is STARTUP'S HALL OF FAME

We are a global Innovative startup's magazine & competitions host. 12,000+ startups from 58 countries already took part in our competitions. STARTUP.INFO is the first collaborative magazine (write for us ) dedicated to the promotion of startups with more than 400 000+ unique visitors per month. Our objective : Make startup companies known to the global business ecosystem, journalists, investors and early adopters. Thousands of startups already were funded after pitching on startup.info.

Get in touch : Email : contact(a)startup.info - Phone: +33 7 69 49 25 08 - Address : 2 rue de la bourse 75002 Paris, France