The Complete List of Human
Resources Job Titles and
Descriptions
Entry Level Positions
Mid-Level Positions
Upper-Level Positions
Entry Level Positions
•Entry-level positions are roles within the
HR department that don’t need much or
any previous experience.
•They’re not tasked with making high-level
decisions.
•They handle administrative tasks and
labor.
The various posts of lower level positions of HR are :
HR Intern –
The intern is the bottom rung of the HR ladder.
The paid or unpaid assistant who does everything from fetching coffee to set up meetings
Basically there are administrative tasks in this that the higher-ups don’t want to do.
HR Assistant
The HR Assistant role is very similar to the intern role, except they’re paid and they’re long-term.
An assistant tends to work directly with someone higher up in the HR ladder, handling day to day administrative
tasks.
HR Trainee
Trainees are HR employees who are being specifically trained for mid-level roles, usually, through shadowing or one-
on-one time with the person they’re going to either work with or replace. Trainees are entry-level but may also have
some prior experience as a general assistant or intern.
HR Associate –
The associate is similar to the assistant, but there may be some connotations of a long-term role at the entry-level, as
opposed to the quick mobility of the assistant. Associates are the rank and file, the generalists who handle whatever
tasks come their way, but who aren’t making managerial decisions.
HR Coordinator –HR coordinators are generally administrative assistants that perform HR-related tasks.
Coordinators help smooth the path between low-level employees, managers, and directors, and help with
filing employee documentation, performing employee actions, sending notices to employees, and preparing
materials for meetings.
Recruiter – They review and filter resumes and applications, they manage job postings, they schedule
interviews, and they send cold contacts to passive candidates. They’re the first line of defence for the
recruiters higher up the chain who make the actual hiring decisions.
Analyst – Analysts tend to have an interesting role as an information broker. They deal in information and
high-level thought and analysis, though they may not be empowered to make decisions based on that
information. They take company data, particularly when it relates to employees, and analyse it to develop
reports for the higher-level employees and directors to review. There are analysts at all levels, though the
upper-level analysts tend to be outside consultants more than internal officers.
Staff Coordinator – Staff coordinators are on the verge of reaching mid-level management and may be
considered managers of the interns, trainees, and individuals in the HR department.
They help with recruiting, screening, and new hire orientation, but still have to do a lot of the daily grunt work
the upper-level positions can delegate.
HR Intern job description
Responsibilities
•Update our internal databases with new employee information, including contact details and
employment forms
•Gather payroll data like leaves, working hours and bank accounts
•Screen resumes and application forms
•Schedule and confirm interviews with candidates
•Post, update and remove job ads from job boards, careers pages and social networks
•Prepare HR-related reports as needed (like training budgets by department)
•Address employee queries about benefits (like number of remaining vacation days)
•Review and distribute company policies in digital formats or hard copies
•Participate in organizing company events and careers days
Requirements
•Experience as a Staff Assistant or similar junior HR role is a plus
•Familiarity with HRIS(Human Resource Information System), ATS(Applicant Tracking System) and
resume databases
•Experience with MS Office
•Good understanding of full-cycle recruiting
•Basic knowledge of labour legislation
•Organizational skills
Applicant tracking system process
•Mid-Level Positions
•Mid-level positions in HR tend to be managers,
team leaders, and specialists in specific roles.
•
•In small companies, these can be considered
upper-level positions, especially in cases where an
HR department is only a small handful of people.
•They’re in charge of other HR staff, but beholden
to the upper-level managers and directors for the
high-level decisions.
Manager – HR Managers are a flexible mid-level role. They’re the people who manage the lower-level
people, making overview decisions for the department. HR managers act as the buffer between the HR
associates who do the work, and the HR directors who guide the direction of the company. They’re
expected to be good at communication, leadership, relationship building, and critical thinking.
Sourcer – Sourcers are the high-level version of recruiters. They’re the managers who guide overall
recruitment efforts and who put forth the effort on passive candidates to target, filter, and negotiate with
them directly. Sourcers tend to be more aggressive with recruitment, but are empowered to make more
decisions about that recruitment.
Administrator – Like coordinator, administrators are a mid-to-upper-level role that guides the overall
direction of specific efforts within HR. You’ll see HR Administrators as overall managers and decision-
makers, but you’ll also see specific niche administrators. A benefits administrator makes upper-level
decisions about benefits and can work with outside companies to organize those benefits. A training
administrator helps set up and manage training for both HR employees and employees in other roles
within the company and so on.
Trainer – They set up training procedures, manage an internal knowledge base and onboarding
process, and help connect new hires with the people who can answer their specific questions. They
take the people the hiring managers and sourcers recruit, and turn them into full-fledged employees.
Generalist – HR Generalists are the associates of the mid-level HR department. They do
a little bit of everything, they don’t specialize in anything, and they serve as the overall rank and file of
HR. Generalists are often on a training path to become specialists in one role or another.
HR Information Specialist – The information specialist is the higher-tier version of the analyst.
Information specialists deal with all of the high-level analytics and reporting and tend to report directly
to the upper-level management with their findings. Information specialists may also be tasked with
auditing and compliance overviews, and guide the analysts on what they’re doing.
Human Resources (HR) Manager job description
What is an HR Manager?
An HR Manager is the go-to person for all
employee-related issues. This means that HR
Manager duties will involve managing activities
such as job design, recruitment, employee
relations, performance management, training &
development and talent management.
Promoting corporate values and shaping a positive
culture is a vital aspect of a complete HR Manager
job description and specification.
Responsibilities
•Develop and implement HR strategies and initiatives aligned with the overall business
strategy
•Bridge management and employee relations by addressing demands, grievances or other
issues
•Manage the recruitment and selection process
•Support current and future business needs through the development, engagement,
motivation and preservation of human capital
•Develop and monitor overall HR strategies, systems, tactics and procedures across the
organization
•Nurture a positive working environment
•Oversee and manage a performance appraisal system that drives high performance
•Maintain pay plan and benefits program
•Assess training needs to apply and monitor training programs
•Report to management and provide decision support through HR metrics
•Ensure legal compliance throughout human resource management
Requirements
•Proven working experience as HR Manager or other HR Executive
•People oriented and results driven
•Demonstrable experience with Human Resources metrics
•Knowledge of HR systems and databases
•Ability to architect strategy along with leadership skills
•Excellent active listening, negotiation and presentation skills
HR Operations Manager
job description
Job brief
We are looking for an HR Operations Manager to oversee all functions of our Human
Resources department and provide support to our employees.
HR Operations Manager responsibilities include reviewing and approving budgets,
implementing new company policies and maintaining internal HR systems. To be successful
in this role, you should have a degree in Human Resources Management along with relevant
work experience in a senior-level position.
Ultimately, you will ensure our HR initiatives are cost-effective, run smoothly and contribute
to a healthy work environment.
Responsibilities
•Set objectives for the HR team and track progress
•Monitor internal HR systems and databases
•Review and approve or modify budgets
•Design and implement company policies
•Monitor key HR metrics
•Act as a consultant to managers and staff regarding policies and procedures
•Create detailed reports on HR costs
•Recommend new software to address personnel needs, like performance review tools
•Address employees’ queries (e.g. on compensation and labor regulations)
Requirements
•Proven work experience as an HR Operations Manager, HR Manager or similar role
•Good knowledge of labor law
•Hands-on experience with Human Resources Information Systems
•Experience designing compensation and benefits packages
•Ability to develop clear and fair company policies
•Excellent analytical and decision-making abilities
•Team management skills
•BSc in Human Resources Management or relevant field
•MSc in HR is a plus
•Upper-Level Positions
•Higher-level positions are generally most common in large
companies with large HR departments, but their roles also
work in smaller companies. Responsibilities and salaries
can vary a lot here depending on the size of the
organization. The HR director at a small company might be
the equivalent of a middle manager at a large enterprise,
for example.
•There are some post of Upper –Level Position
•HR Manager
•Specialist Manager
•Talent Acquisition Manager
•Business Partner
•Brand Manager
•HR Director
•Specialist Director
•VP of HR
•Chief Diversity Officer
•Chief Human Resource Officer
HR
Specialist
job descripti
on
Job brief
We are looking for an HR Specialist to join our team and monitor all Human Resources functions.
HR Specialist responsibilities include preparing compensation and benefits packages, setting up
company policies and maintaining updated employee records. To be successful in this role, you
should have a good understanding of full cycle recruiting and solid knowledge of labor legislation.
Ultimately, you will foster a healthy workplace by ensuring our HR procedures run smoothly at all
times.
Responsibilities
•Prepare and review compensation and benefits packages
•Administer health and life insurance programs
•Implement training and development plans
•Plan quarterly and annual performance review sessions
•Inform employees about additional benefits they’re eligible for (e.g extra vacation days)
•Update employee records with new hire information and/or changes in employment status
•Maintain organizational charts and detailed job descriptions along with salary records
•Forecast hiring needs and ensure recruitment process runs smoothly
•Develop and implement HR policies throughout the organization
•Monitor budgets by department
•Process employees’ queries and respond in a timely manner
•Stay up-to-date and comply with changes in labor legislation
Requirements
•Proven work experience as an HR Specialist or HR Generalist
•Hands-on experience with Human Resources Information Systems (HRIS), like BambooHR
and PeopleSoft
•Knowledge of Applicant Tracking Systems
•Solid understanding of labor legislation and payroll process
•Familiarity with full cycle recruiting
•Excellent verbal and written communication skills
•Good problem-solving abilities
•Team management skills
•BSc/MSc in Human Resources or relevant field
TALENT ACQUISITION MANAGER
Job Overview
We are seeking an experienced Talent Acquisition Manager to join our Human Resources Department
.
As a Talent Acquisition Manager, you will be in charge to design, develop and execute a new talent
acquisition strategy for our company. You should be able to find, hire and retain talented candidates,
build a strong employment brand and ensure great relationships at the workplace.
If you are ready to take up these duties and responsibilities of Talent Acquisition Manager, then apply
right away. We will love to meet you.
Responsibilities
•Performing analysis and forecasting the hiring needs of the departments.
•Creating a sustainable talent acquisition recruitment strategies and techniques.
•Taking charge of planning, developing, managing and overseeing employer branding activities.
•Motivating employees to be brand ambassadors and planning employee referral programs.
•Sourcing and discovering a top talent for open positions using job boards.
•Designing, planning and executing recruitment and selection processes(e.g. conduct interviews and
screen calls, administer psychological tests, etc.).
•Reviewing employment applications and creating background check reports.
•Performing employee satisfaction assessments and workshops and recommend measures to
improve employee retention.
•Planning procedures for enhancing the candidate experience.
Requirements
•MA/MS degree in HR Management, Business Administration or relevant field.
•3 years of experience working as Talent Acquisition Specialist, Hiring Manager,
Recruitment Manager or a similar role.
•Working knowledge of full-cycle recruitment processes and employer branding techniques.
•Strong working knowledge of posting jobs on social media networks.
•Outstanding knowledge of HRIS, ATS, Sourcing and Recruitment Marketing tools.
•Good time-management skills.
•Ability to utilize HRIS and other marketing tools for recruitment.
•Ability to discover bottlenecks in the recruiting procedure.
•Quick decision-making skills.
•Ability to lead and motivate the team.
•Strong negotiation and sales skills.
•Excellent oral and written communication skills.
•A keen eye on details for accuracy.
•Strong work ethics.
•Ability to work in a team or individually as and when required.
VP Of HR Job Description
Job brief
We are hiring a qualified Vice President of HR for directing and overseeing our HR plans in accordance
with our mission and strategy.
What does a VP of HR do?
A VP of HR ensures the success of a company and its HR department by developing and promoting
effective HR strategies as well as directly reporting on them to the company’s CEO.
In order to succeed in this role, you must have exceptional leadership, management, strategic-
thinking and problem-solving skills. In addition to that, you must also have a solid background in HR
with an extensive experience in a similar senior role.
So, if you like to work in a fast-paced environment and qualify our requirements, we would like to hear
from you.
Responsibilities
•Collaborating with senior management for crafting the organization’s vision and strategy
•Developing strategic HR policies and plans (e.g. recruitment, compensation, training etc.)
•Hiring, guiding and evaluating the performance of HR Executives
•Reporting performance to the CEO by using KPIs and business metrics
•Analyzing the success of HR operations
•Ensuring all procedures are in compliance with legal regulations
Requirements
•At least a Master’s degree in Human Resources Management or a relevant field
•Relevant certification (e.g. SPHR/PHR) is a plus
•Prior experience as a VP of HR
•Experience in planning, developing and implementing effective HR strategies
•Experience with ERP software (e.g. SAP) and MS Office, especially Excel
•Sound knowledge of all HR processes (e.g. recruitment, talent management etc.)
•Sound knowledge of all labor laws and regulations
•Excellent leadership and management qualities
•Strong verbal as well as non-verbal communication skills
•Exceptional time-management and organizational skills
Chief Human Resources Officer (CHRO) job descripti
Job brief
We are looking for a Chief Human Resources Officer (CHRO) to lead our HR department.
CHRO responsibilities include designing and evaluating career paths, overseeing all HR functions and
crafting strategies that meet our business goals. If you think you’re able to help us transform our
organization into a modern, productive and inclusive workspace, we’d like to meet you.
Ultimately, you will secure our long-term growth by leading all training, talent acquisition and career
development activities.
Responsibilities
•Craft talent acquisition strategies to build strong pipelines for future hiring needs
•Formulate career development plans
•Promote inclusion in the workplace and reinforce our position as an equal opportunity employer
•Ensure our hiring, onboarding and management procedures are effective for diverse groups
•Lead employer branding efforts (like recruitment marketing)
•Supervise HR Directors
•Evaluate training and development programs
•Develop HR policies for all branches, countries, regions
•Analyze the effectiveness of our HR procedures and tools
•Ensure HR plans align with our mission and business objectives
Requirements
•Work experience as a Chief HR Officer, VP of HR or similar role
•Experience in strategic planning
•In-depth knowledge of all HR functions
•Hands-on experience with HR software (HRIS, ATS)
•Good understanding of labor legislation
•Excellent leadership abilities
•Communication and problem-solving skills
•BSc/MSc in Human Resources Management, Organizational Psychology or
relevant field
•Certification like PHR and SPHR is a plus
YO U
AN K
TH
Preety Keshari
M.B.A II Sem
Amity University
Greater Noida
