Titles for HR: Key job roles

Explore key HR job roles, salary ranges, and essential qualifications in the expanding human resources field. Learn about popular HR positions and chart your career path in this dynamic industry.

By Brad Nakase, Attorney

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What are the top HR job titles?

Knowing the different job titles in human resources is always a good idea, regardless of whether you’re new to the field or looking to advance your career.

We’ll go over some of the most popular HR job titles in this post, along with the salary ranges and requirements for each position.

What is Human Resources?

The Human Resources department plays a crucial role in an organization’s success by managing its most precious resource, its employees. HR specialists work in learning and development, performance management, hiring, and many other areas.

The HR industry is expanding at an astounding rate. The US market for benefits administration and human resources was valued at $87.3 billion as of 2022.

There are countless opportunities for anyone wishing to advance their HR career, since it is anticipated that the number of HR employment will grow by 10% by 2030. We’ve outlined a few popular and quickly expanding HR job titles below. There are many different HR job titles, and as you advance in the field, you can choose from a variety of career routes.

Human Resources job titles

  1. A human resources specialist

Job description 

An HR specialist is a person who specializes in HR tasks such as hiring, employee relations, benefits and compensation, training and development, or education.

An HR specialist frequently works with employee relations, training and development, and hiring and employment. An effective HR specialist needs to be ethical, data-driven, and detail-oriented. They should be knowledgeable about various HR topics and have fundamental abilities including advocacy for people, communication, and dispute resolution.

Pay range 

The compensation range for an HR specialist is typically $21,000 to $87,000.

Getting Started as an HR Specialist 

Think about earning a bachelor’s degree in business management or human resources.

  1. Human Resources Coordinator 

Job description

In small to medium-sized businesses, the HR Coordinator may oversee the full employee lifecycle. The HR Coordinator at larger companies has a more specialized role, concentrating on particular HR functions like hiring, benefits administration, or employee relations. Excellent communication skills, meticulousness, and the capacity to efficiently juggle and prioritize assignments are prerequisites for this position.

Pay range

The normal compensation range for an HR Coordinator is $41,610 to $60,158.

Getting started as an HR Coordinator

A bachelor’s degree in business administration, human resources, or a similar discipline can be required. But rather than focusing on degrees, more and more employers are giving consideration to applicants with comparable experience or education.

  1. Human Resources Analyst 

Job description 

To advise senior management on matters pertaining to people, an HR analyst gathers, examines, and reports HR data. They also help HR leadership with staffing problems and the execution of new ideas.

They must be adept in MS Excel and have data analysis abilities in order to succeed. They should also be proficient with HRIS platforms and instruments, like SAP, Tableau, and PowerBI. Soft skills including business savvy, consulting and communication abilities, relationship management abilities, and HR knowledge are also necessary for an HR analyst.

Pay range 

The salary range for an HR analyst is projected to be $51,000–$68,000.

Getting started as an Analyst in Human Resources

Typically, you’ll need training in industrial and organizational psychology or HRM. Businesses will also consider applicants with backgrounds in analytics, statistics, or economics.

  1. Human Resources Manager 

Job description 

The person in charge of leading and directing the HR department’s operations is the HR manager. In larger firms, the HR Manager is sometimes referred to as the Senior HR Business Partner.

An HR manager’s responsibilities also include defining and implementing corporate rules, designing training initiatives, and hiring and onboarding new hires. In addition to soft talents like leadership, problem-solving, business acumen, and critical and strategic thinking, an HR manager will require domain experience in HR.

Pay range 

An HR manager makes between $67,000 and $82,000 on average.

Getting started as an HR Manager 

Typically, this position requires a bachelor’s degree in human resources or a comparable discipline. Additionally, you will want proof of your HR management expertise.

  1. Expert in Talent Acquisition 

Job description 

A talent acquisition specialist is an expert at identifying, vetting, and luring candidates who fit the needs of both the company and the staff. They control the entire hiring process.

A TA Specialist’s responsibilities will include creating job descriptions, finding and vetting applicants, setting up interviews, counseling hiring managers, and managing onboarding, among other things. Proficiency in the industry, a firm grasp of employment regulations, and familiarity with applicant tracking systems are essential for this position. In addition, the TA Specialist must be relationship-building, data-driven, and have strong communication abilities.

Pay range 

A TA Specialist makes between $60,000 and $73,000 per year.

Getting started as a Specialist in Talent Acquisition 

A bachelor’s degree in business, human resources, or a similar discipline is often required for this position. Organizations will also take certifications or comparable work experience in lieu of a degree, similar to many other HR professions.

  1. Officer of DEIB

Job description

The purpose of the Diversity, Equity, Inclusion, and Belonging (DEIB) Officer is to lessen workplace prejudice and promote equality. They create the company culture and rules to foster a sense of inclusion and belonging among employees, and they assist in ensuring that everyone in the organization receives equitable treatment and access to resources.

You must be able to lead culture and well-being, manage change, interact with people, and advise business executives on DEIB-related issues if you want to succeed in this position. In addition, you must have emotional intelligence, sensitivity, and a commitment to advancing inclusivity and diversity.

Pay range 

A DEIB Officer normally makes between $46,000 and $57,000 per year.

Getting started as a DEIB officer

Employers frequently seek out candidates with a bachelor’s degree in business administration, human resources, or similar disciplines. A Master’s degree may even be required by some employers.

  1. Specialist in Comp & Ben 

Job description 

Managing employee compensation falls within the responsibility of the Compensation and Benefits Specialist. Creating C&B initiatives, assessing C&B market trends, and supporting HRBPs and managers with Comp & Ben-related matters are some of their duties.

Understanding of performance management, organizational design, the labor market, and benefits and rewards are necessary for this position. In addition, the C&B Specialist must be detail-oriented, analytical, and able to motivate staff members.

Pay range 

The annual salary range for a C&B Specialist is $48,000 to $59,000.

Getting started as a C&B Expert 

Becoming a Compensation and Benefits Specialist typically requires a Bachelor’s in Human Resources or a closely related degree, just like many other HR positions. Nevertheless, obtaining a certification is also a smart way to broaden your skills if you are unable to pursue a degree.

  1. Data Scientist for HR 

Job description 

The HR Data Scientist gathers, examines, and summarizes HR data using statistical theory and techniques. They forecast and offer corporate executives practical advice on people-related matters using these data.

Goal-oriented and data-driven qualities are essential for an HR data scientist to succeed. Along with having a solid grasp of data analysis methods, they should also be proficient with a variety of databases and data warehouses and be well-versed in applications like Microsoft Excel, Tableau, and PowerBI.

Pay range 

An HR Data Scientist can expect to make between $93,000 and $114,000 per year.

Getting started as a Data Scientist in HR 

A bachelor’s degree in data science, computer science, statistics, or a similar discipline is often necessary for this position. Many organizations favor people with a Master’s degree. Additionally, you must have applicable modeling, data analysis, and visualization job expertise.

Obtaining a People Analytics certification is, again, a smart move to show off your HR expertise.

  1. Manager of Learning and Development 

Job description

All employees in an organization are subject to professional development and training, which is managed by the learning and development (L&D) manager.

Creating and executing learning strategies, creating a variety of training courses, evaluating the effectiveness of training, and overseeing the advancement of the HR department are all tasks performed by an L&D manager. In addition to L&D experience, this position calls for strong interpersonal, business, and communication skills as well as technological ability.

Pay range 

An L&D manager makes between $79,000 and $97,000 a year.

Getting started as an L&D Manager 

The majority of companies will need a bachelor’s degree in business, psychology, education, human resources, or a similar field. Although it’s not a requirement for this position, certification is a great method to demonstrate your competence.

  1. Chief Human Resources Officer 

Job description 

The development, deployment, and uptake of digital HR platforms and solutions fall under the authority of the Head of Digital HR. They spearhead HR’s digital transformation to improve employee experiences and HR procedures while offering the company fresh digital solutions to help it meet its objectives.

Strong digital proficiency and in-depth HR knowledge are prerequisites for this position. In addition to having strong leadership and communication abilities, the Head of Digital HR needs to have outstanding business acumen.

Pay range 

The typical salary range for the Head of Digital HR is $102,000 to $125,000.

Getting started as Digital HR Head 

You must hold a bachelor’s or master’s degree in digital marketing human resources management, information technology, or a similar discipline in order to fill this position. In addition, you must have prior experience managing teams, spearheading digital initiatives, and putting digital strategy into action.

  1. Generalist in Human Resources 

Job description 

The HR generalist usually works for a growing company and is in charge of several HR tasks like administration, hiring, and pay and benefits.

The HR Generalist supports HRBPs in collaborating with executives under an HR business partnering approach. In the absence of HRBPs, the HR Generalist collaborates closely with business executives and assumes more responsibility. They must possess solid business skills, be data-driven, be an employee advocate, be skilled in risk management, and be knowledgeable about labor relations in order to succeed in this position.

Pay range 

The compensation range for an HR generalist is normally $53,000 to $73,000.

Getting started as a Generalist in HR 

A bachelor’s degree in business administration, human resources, or a similar discipline is required. Organizations, however, are also considering people with comparable experience and credentials in lieu of formal schooling.

  1. Chief Talent Officer 

Job description

The Chief Talent Officer, often called the Head of Talent, is responsible for managing an organization’s talent acquisition strategy, especially with regard to senior posts. They provide end-to-end talent supply and demand management based on labor planning and organizational demands.

A thorough understanding of talent development and acquisition is essential for a chief talent officer to be successful. In addition, they must be data-driven, flexible, possess leadership and communication abilities, and think strategically.

Pay range 

A chief talent officer makes between $116,000 and $142,000 a year.

Getting started as a Chief Talent Officer 

Employers typically want applicants with a bachelor’s or master’s degree in business management, human resources, or a similar discipline. Additionally, you must have at least ten years of HR or talent management experience, with at least five of those years spent in a leadership capacity.

Furthermore, the majority of Chief Talent Officers hold HR qualifications.

  1. HR Business Partner 

Job description 

The strategic point of contact between HR and the business is known as the HR Business Partner, or HRBP. They collaborate closely with line managers to assist the company achieve its strategic goals. They also offer advice to the business on how to put HR procedures, practices, and policies into effect.

Business savvy, change management, strategic thinking, and talent management abilities are necessary for this position. A effective HRBP must also have excellent communication and teamwork skills as well as relationship-building abilities.

Pay range 

An HRBP may expect to make between $73,000 and $89,000 annually.

Getting started as an HR Business Partner 

Typically, you will require a Bachelor’s or Master’s degree in business management, organizational studies, or an area linked to human resources. To separate yourself from the competition, you might also think about getting an HR Business Partner certification.

  1. Chief People Officer, or CHRO 

Job description 

The chief people officer, or CHRO, is in charge of the HR department and company culture. They are a member of the executive team that goes by titles like VP of HR, Chief of Talent or Culture, etc.

Among their duties are:

Heading the department’s strategic HR role

Making sure the business and HR strategies are in line.

Encourage a welcoming and inclusive workplace atmosphere.

Business savvy, data literacy, digital competence, and people advocacy are necessary for the CHRO. They also require emotional intelligence, problem-solving abilities, and leadership qualities.

Pay range 

A CHRO makes between $145,000 and $177,000 per year.

Getting started as a CHRO 

In HR-related fields, you must have at least a bachelor’s degree, however master’s degrees are sometimes preferable. Employers also seek applicants with a minimum of 15 years of HR leadership experience, five of which must have been spent in senior executive positions. Getting certification is another great approach to improve your resume.

  1. Chief Wellness Officer

Job description 

An organization’s chief wellness officer is responsible for overseeing the general mental, physical, and emotional health of its workforce.

Developing wellness initiatives, fostering a culture of health at work, and educating others about the value of wellbeing are all part of the duties of a Chief Wellness Officer. The qualities of a good Chief Wellness Officer are marketing, communication, and leadership. They must also possess a thorough awareness of wellness and health practices.

Pay range 

A Chief Wellness Officer can expect to make between $68,600 and $187,200 year.

Getting started as a Chief Wellness Officer 

Bachelor’s degrees in social work, psychology, nutrition, exercise science, or other health-related fields are sought after by employers. In addition, between ten and fifteen years of HR experience and at least five years of working in the wellness or mental health sector are prerequisites.

Find the HR job title for you

Understanding HR job titles is just the first step. Making a career path map for yourself in HR is the next step. You can choose from a wide range of career choices to fulfill your ambitions in both your personal and professional life. These days, a career is more than just a sequence of steps leading to the pinnacle of achievement. Every job you play contributes to your knowledge and skill development and is a worthwhile experience.

This suggests that a modern HR professional needs to possess more than just a thorough understanding of their area of specialization. In order to be successful, you should also be an advocate for your staff, understand how the company runs, analyze data, and know how to use technology.

With the speed at which technology is developing, it won’t be long before less difficult and more repetitive jobs are mechanized. While this may seem like a dire forecast for HR positions in the future, it also presents great opportunities to advance into more strategic roles and acquire new competencies. This means that you must deliberately sketch out your career path based on your goals, passions, and abilities.

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