Entry Level Corporate Strategy Jobs – Human resources may have the most complex set of job titles of any department. In this article, I share 4 pieces of research I hope will help you find the most effective HR job titles to use:
The HR title hierarchy above is typical of many other departments with the same 6 major levels of job titles (Chief, VP, Director, Manager, Individual Contributor and entry-level HR positions).
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Disclaimer note: For this article (including the pyramid above) I exclude variations of HR position titles such as Senior VP, Junior Manager, Associate VP, etc. Those competencies are commonly used in many companies, but I wanted to keep the pyramid simple with 6 broad position levels. Diversity: Many companies do diversity reporting in HR. But there is also a movement to have its own department of diversity and some parts of diversity go beyond HR (eg making sure vendors and customers are diverse). For this reason, I’m going to do a separate article just on diversity job titles.
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Chief Human Resource Officer (CHRO) is the most common HR leader job title in a large enterprise. Most CHROs report to the CEO.
The meaning of CHRO is simple, CHRO is an acronym for Chief Human Resource Officer. Here’s a quick definition of the role:
“A corporate officer who oversees the policies, practices, and operations of his or her organization’s human resource management and labor relations. Some organizations may refer to this position as the Chief People Officer (CPO).” Source: Gartner
If a company is large enough, there may even be multiple CHROs. PepsiCo, for example, has Ronald Shelkens as the overall CHRO. But they also have a CHRO for business units (Pepsi Beverages, Worldwide Flavors) and regions (China, Kazakhstan, etc.).
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The titles CHRO and CPO (Chief People Officer) are often used interchangeably. At Mastercard, for example, their corporate leadership web page lists Michael Fraccoro as “Chief People Officer,” while Michael’s LinkedIn profile states that he is “Chief Human Resources Officer.”
Some companies don’t use the CHRO title at all and use another name in their human resources executive job description.
For example, Microsoft describes its top human resources person, Kathleen Hogan, with 2 different titles: Executive Vice President, Human Resources and Chief People Officer.
Then there’s the “chief talent officer” title. Chief talent officer can sometimes be used for the top HR position in early stage companies where the importance of recruiting “talent” is high. But when the title Chief Talent Officer is used in large enterprises it usually reports to the CHRO. At Mastercard, for example, Kelly Josselyn is the Chief Talent Officer responsible for:
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“Setting the vision, strategy and overseeing talent in the global organization. This includes responsibility for talent attraction, acquisition, leadership development, succession planning, employee engagement and change management.”
In a large organization such as Mastercard, the Chief Talent Officer typically reports to the CHRO. In a stage one company, the chief talent officer often reports to the CEO.
A company as large as PepsiCo may use other C-level HR job titles as well. PepsiCo, for example, also has a Chief Education Officer. Other companies have a chief training officer as part of HR.
Larger enterprises also often have VPs for several of these practices that are divided into regions (e.g. VP of HR, Latin America).
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…and may also be HR VPs for different business units (eg Walmart (which has 80 VP HR job titles) has VP People, US E-Commerce Merchandising).
Other companies, such as DHL (which has 78 HR VPs), have VP titles for different departments (such as VP Employee Experience, VP Global HR for Finance, VP Group Learning, and VP People Management & Platform).
The director of HR title falls along the same lines as the VP level (director of HR, director of talent acquisition, director of talent management, etc.). But they also tend to have more specialized practices/positions. Here are the top 15 most searched director-level HR jobs on Google:
At the individual contributor (IC) level (i.e. the person is not managing anyone), the list of HR titles is becoming more specific.
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Here are the top 22 HR job titles employers request job descriptions for (with brief descriptions of HR positions):
A human resources generalist, also known as a human resources generalist, is responsible for the day-to-day management of human resources operations within an organization. A human resources manager manages the administration of policies, procedures, and programs for a company. Human resources generalists also manage the recruitment and staffing logistics of employees.
Recruiter job title is a broad, catch-all general description for a recruiting role at an employer or agency. A recruiter who works directly for an employer may be called a recruiter or corporate recruiter. A recruiter who works for an agency may be called an agency recruiter or headhunter. The recruiter’s main responsibility is to pre-screen and present qualified candidates to the hiring manager, and also to serve as the main point of contact during the hiring process. A recruiter may also participate in employee onboarding to ensure that the employee is ready to begin their new position.
Recruiter or headhunter). The Corporate Recruiter works closely with Hiring Managers to define needs and structure the recruiting plan. The corporate recruiter usually conducts most of the communication with candidates and short-lists candidates to try to close the company.
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A human resources manager (HR manager) is the link between the employees and management structure of an organization. A human resources manager is responsible for the administrative functions of an organization, handling human resources job responsibilities, employee management, and coordinating functions within various departments. Human resource managers are vital to the flow of an organization.
A human resources assistant, also known as a human resources assistant (or HR assistant), is a critical position that supports the overall employee experience and ensures legal compliance. A human resources assistant manages day-to-day human resources functions like the following:
A human resources director, or director of human resources, is responsible for the operation of a company’s human resources department. A human resources director oversees the human resources staff and provides assistance to upper-level management for strategic staffing planning, compensation and benefits, employee training and development, and labor relations. A human resources director also promotes a positive work environment and culture. The daily tasks of human resources directors include:
A human resources coordinator, also called a human resources coordinator, works directly with the human resources director or manager to address any issues raised by current or newly hired employees. An HR coordinator organizes and schedules employee orientation, and manages other human resource functions such as training and development. Human resources coordinators focus on improving human resources policies, procedures, and recommending changes to human resource management. A human resources coordinator may also oversee labor negotiations and analyze employee productivity data.
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Headhunters are usually employees of a recruiting agency (or independent contractors) hired by a company to find, screen, and present candidates for a position. They are sometimes called “contract recruiters”.
A Human Resource Business Partner (aka HR Business Partner or HRBP) aligns business objectives with management in designated business units. The HR business partner has an effective business literacy regarding the business unit’s financial position, midrange plan, culture and competition.
A human resources specialist, also known as human resources or human resources specialist, serves as a liaison between employees and management. An HR specialist is responsible for negotiating with unions, resolving disputes within the organization, and managing employee health and safety programming. Human resources specialists also work with hiring managers to develop candidate criteria, attract qualified employees, and coordinate the relocation of new hires. A human resources specialist may also manage the development of benefits and compensation packages for an organization.
A resource manager works with senior management and project managers to identify and allocate resources for organizational projects and initiatives. A resource manager is responsible for managing and allocating a variety of resources, including a budget, technology, time, and people. A resource manager works with a number of employees within an organization to promote efficiency.
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A human resources administrator, or human resources administrator, is responsible for overseeing human resources personnel within and across an organization. The human resources administrator handles specific tasks such as creating employment contracts, scheduling interviews for open positions, and recruiting. Human resources administrators are the first point of contact for human resources related requests within a company.
A human resources intern, also known as an HR intern, works in the human resources department of an organization. An HR intern works directly with a supervisor or manager to assist with day-to-day HR operations. Duties of the Human Resources Intern include:
A human resource analyst is responsible for collecting and studying human resource issues, costs, and information related to the different types of jobs within an organization. An HR analyst uses Human Resource Information Systems (HRIS) to manage HR data accurately and efficiently. Other tasks handled by a human resources analyst are compiling salary information, collecting employee data, and maximizing human resource efficiency.
An HR recruiter is responsible for finding and placing qualified employees for an organization. An HR recruiter assists in the development of job descriptions, job postings, application screening, and scheduling interviews. Other functions to be completed by an HR recruiter are:
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A technical recruiter (aka an information technology (IT) recruiter) sources and evaluates candidates for technical roles within an organization. Technical recruiters often use their specialized knowledge of technology systems to find qualified candidates in the technology field. A technical recruiter arranges interviews, discusses compensation and salary packages.
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