Human Resources or HR is a branch of a business that has the responsibilities of finding, screening, training and recruiting job applicants. Apart from this they also implement employee benefit schemes and make sure that the company employees the best and deserving candidates only. They are also responsible for compensating the employees, firing them and updating the company with the laws that affect both the employees and the company. They protect the company from any sort of conflict that may arise in the workforce. Let us know more about that the HR jobs-know more.
HR is an integral part of a business setup because it helps to increase the productivity of employees and helps them to reach their maximum potential. HR departments are present in every business regardless of the size or the type of business. HR departments often adopt HRM strategies to improve the workforce of the organization. HRM is a very comprehensive approach that aims at managing the employees and the environment and culture of an organization and they also recruit, manage and give direction to the people working within the organization. Companies that adopt new HRM policies, often recognize major changes that improve the quality of the workforce.
HR Job Titles
The Human Resource Department has one of the most complicated job title hierarchies of any other department. Even though there are a few roles within the whole Human Resource Department, the thing that makes them complicated is overlapping between them. Different companies have different job titles for the same position of HR. The HR job title indicates the position on which you currently stand in your career within the organization. Different job titles have different responsibilities, roles and pay. Here is the hierarchy of how HR job titles are classified:
- Entry Level Position: entry-level HR jobs don’t require much prior experience and they usually don’t involve taking high-level decisions. They have to deal with the day-to-day management of the company and take care of administrative tasks and labor. People employed at this level of HR are expected to climb up the ladder quickly, so they often don’t gain a lot of institutional knowledge.
- Mid-Level Positions: people employed in mid-level positions in the HR department are the team leaders, managers and specialists in their roles. They are in charge of the staff employed in the HR department but they are answerable to the upper-level positions.
- Upper-Level Positions: upper-level positions are mostly present in large organizations only and their salary, duties and responsibilities depend upon the size of the organization. They are the top-most level of HR and their job is to look after the overall functioning of the HR department throughout the organization.
Most Common HR Job Titles
- HR Trainee: HR trainees are in the initial stage of their career and are being specially trained for mid-level positions. They may have some prior working experience but they are usually entry-level employees.
- HR Assistant: the HR assistant performs the same role as an intern but they are employed for a long term and they are paid. They work under someone who is superior to them on the HR ladder. It is the lowest rank within the HR ladder and their career grows within the company.
- HR Intern: an intern is an unpaid or paid assistant who does everything for his superior. They perform all the time-consuming and boring tasks for the higher-level HR employees like fetching coffee, setting their meetings, doing their paperwork, etc. The main purpose of getting employment as an intern is to gain some experience and an insight into the HR world.
- Manager: HR managers perform a flexible mid-level role and they manage the lower-level people, making decisions for their respective departments. They act as a bridge between HR associates and HR directors. The HR associates perform all the work whereas the HR directors give direction to the company. An HR manager must have excellent communication and leadership skills along with a quick problem-solving ability and critical thinking.
- HR Information Specialist: information specialist performs all the high-level analytics and reports this data directly to the upper-level positions. They are just an advanced version of an analyst and also perform the function of auditing and compiling the reviews and guiding the analysts.
- Generalist: they are a part of the mid-level HR department and they perform a little bit of every function. They do not specialize in any particular task though they are on the path of training to become specialized in a particular field.
- Administrator: the administrator performs the function of providing overall direction to the efforts of the HR department. Apart from being the overall manager and decision-maker, they can also be the administrator of a specific niche. For example, a training administrator can set up and manage the training process for the employees.
- Chief Human Resource Officer: the chief human resource officer is the overall head of all the HR positions in the company and he reports directly to the CEO of the company. He is a part of the company board and makes all the high-level decisions. He integrates the overall efforts of the HR department and reports to the board of directors.
- Vice-President of HR: vice-president is one post below the overall president of the company. Their duties and responsibilities depend upon the size and the structure of the company.
- Chief Diversity Officer: it is the job of the chief diversity officer to ensure equality and diversity throughout the workforce. They report to the chief human resource officer and they also may or may not be a part of the board of directors. They take care of overviewing, auditing and guiding for equitable distribution of benefits. They also practice bias-free hiring practices and non-discriminatory management overviews.
- HR Director: the director of HR is the highest rank of an HR employee that oversees the HR directly and is in direct contact with them. They may also perform the function of a regional director. Their responsibilities depend upon the size of the company.
- Specialist Director: this post is usually present in large companies and they serve as directors of sub-sections of HR. he performs the function of an interface between various sections of the HR department and the overall director of HR.
Educational Qualifications Required for an HR Employee
In order to pursue a career in Human Resources, a person must hold the required degrees and educational qualifications. The higher your post is, the higher will be the qualification required. An HR Manager is required to have a bachelor’s degree in human resources or in business management. It is necessary for people at the topmost level to hold a master’s degree in HR management. Depending upon the job title, an HR Executive must have at least a bachelor’s degree in this field. The Chief Human Resource Officer must have a master’s degree in human resources or an MBA degree or a degree in any related field and should have at least a minimum of 15 years of experience in the HR department.
Salary of an HR Employee
People employed in the HR Department have a really handsome salary. The salary of each HR Employee depends upon the position he holds in the HR Department. People employed at higher designations receive a hefty salary and a lot of other incentives too. The average salary of an HR manager is around $106,000 whereas the average salary of an HR Specialist is around $60000. The salary of the Chief Human Resources Officer depends upon their work experience. The average salary of a CHRO is around $254,000 and can go upwards depending upon their experience in this field.
Responsibilities Of HR Department
The HR Department has to perform a lot of responsibilities. They perform activities that range from day-to-day operations to recruiting and even firing employees. Some of the responsibilities that the HR department performs are:
- Recruiting Candidates: HR caters to the needs of the organization while recruiting candidates. Recruiting the right employee is a very difficult and costly procedure. The HR department makes sure that they recruit only the deserving candidates and in order to do this, they have to consider a number of factors. Recruiting the right employee can prove to be a game-changer and can help a company to grow whereas, in contrast, if the company hires a non-deserving employee, it can lead to massive losses.
- Conducting Disciplinary Actions: it is the responsibility of the HR department to teach a valuable lesson to employees in case of a disciplinary offense. Due to this very reason, HR tends to have such a bad reputation. When carried out correctly, disciplinary actions can lead to the success of an employee but if this process is carried out inappropriately, it may result in the loss of a valuable employee.
- Maintaining Employee Record: the HR department maintains the record of all the employees that are employed within an organization. It is mandated by the law to maintain a record of the employees and by performing this task, the HR department helps the company to comply with the rules and regulations. This record contains all the personal data of an employee and helps the employer to recognize the skills and the weakness of the employee.
- Hiring the best and deserving employees only: they also conduct the hiring process and bring new employees on board. They make sure that all the paperwork involved in the hiring process is properly filled out and all the things run smoothly. They also arrange interviews and coordinate all the hiring efforts.
- Processing the Payroll: calculating the payroll of an employee is a very lengthy task owing to the complicated taxes and work hours. Apart from the taxes, other factors like bonuses and raises are also to be considered. It is the job of HR to process the payroll of each employee after considering all the factors. It is a very time-consuming and difficult process due to the various complications involved.
- Updating the policies: it is the responsibility of the HR department to update the policies regularly and to suggest any new changes that are to be made. The HR updates or examines all the policies and makes the required changes in the policy when it no longer serves the company. Change in policy depends on a lot of factors such as government rules, occurrence within the company, the structure of the company, etc.
- Conducting Benefit Analysis: the one thing that attracts employees the most are the perks and the benefits that come along with the job. A company might lose an employee if he is getting better benefits at another workplace. It is the duty of the HR department to offer the best benefits possible and also to keep a close eye on the benefit policies of similar companies. The better the benefits are, the more happy the employee will be and this will definitely increase his productivity.
- Training the employees and the managers: learning is a continuous process that carries on throughout our lifetime. HR offers various training programs to both the employees as well as managers to keep them updated regarding the new things. This ensures that the workforce is up to date with the changes and hence, is more productive.
- Help employees in career growth: HR provides various career paths to its employees and makes sure that the best employees are kept in the company for the long term. HR helps and guides its best employees to a long future at the company through career growth. In this way, the company gets to hire its best employees and also lower its employee turnover ratio.
The HR department is an integral part of a business organization because it helps them to manage the human workforce in an efficient and organized way. The business environment is a very dynamic workplace and a lot of technological and social changes take place every day. The HR department enables a business organization to cope up with these changes by training the employees and making new rules and regulations and amending the old ones. This makes an organization more competitive and enables them to outperform its competitors. The HR department has various job titles and each job title has a different salary and responsibilities. So if you are interested in all these responsibilities, you must pursue a career in human resources.
Frequently Asked Questions
What is an HR job?
HR is a branch that is responsible for finding, screening, training and recruiting job applicants. They are also responsible for compensating the employees, firing them and taking disciplinary actions in case of an incident. They also perform the job of updating the company with the laws that affect both the employees and the company. They protect the company from any sort of conflict that may arise in the workforce.
What are the duties of HR?
HR has to perform a number of important responsibilities. Their responsibilities and duties depend upon their job title and the size of the organization. Some of the duties that HR performs are:
- Updating policies
- Hiring the best possible candidate for a vacancy
- Maintaining employee record
- Taking disciplinary actions
What are some of the HR Job titles?
HR job titles specify the designation at which an employee is working within the HR department. HR job titles vary from company to company and depend upon the size and the structure of the organization. An upper-level HR employee in a company might be at mid-level in another company. Some of the common HR job titles are:
- HR intern
- HR manager
- HR Director
- Vice President of HR
- Chief Human Resource Director
- Specialist Director
Can an HR be a member of the board of directors of a company?
In many big companies, there are several HR job titles that are often a part of the board of directors depending upon the structure and size of the company. The chief human resource director is often a member of the board of directors. He reports directly to the CEO and the board of directors of the company and tells them about the functioning of the entire HR department.