Common HR Job Titles and What They Mean

The human resources team plays a key role in shaping your organization — defining job titles, writing job descriptions, creating org charts, and guiding the hiring process. That’s why it’s essential to clearly define roles within the HR team itself. As you grow your business and expand your team, here’s what you need to know about the most common HR job titles and what each one means.

[Read more: Executive Job Titles: What Do They Mean?]

Vice president of human resources or Chief Human Resources Officer (CHRO)

An organization might have either a VP of HR or a CHRO who reports directly to the business owner or the CEO. This is the most senior-level position in an HR team. The person who works in either of these roles is primarily in charge of the business's HR professionals and recruiters. This position will guide staffing plans, develop hiring strategies, set targets for employee training, and oversee compensation and benefits.

HR director

The HR director or “deputy director” is in charge of the employee side of HR. This includes managing employee relations, personnel budgets, staffing, compliance, payroll, and benefits. Some companies have multiple HR directors who oversee different regions in which the company operates. HR directors who work in a smaller team may be less focused on compliance and more focused on building relationships and creating a work environment in which employees can thrive.

Director of recruiting

The director of recruiting is the HR director’s counterpart in charge of hiring. This person handles all responsibilities related to talent acquisition. They’ll oversee the recruitment budget, set strategic priorities for hiring with the business owner or HR executive leader, and implement a hiring strategy with the recruitment team. A recruiting director can also help an organization learn what software or technology is needed to run a smooth hiring process.

HR or recruiting manager

These are two separate positions that tend to fall on the same level on an org chart. An HR manager is a generalist position that might involve some recruiting functions, but also focuses on training and onboarding, supervising staff, determining benefits and compensation, and troubleshooting any workplace issues. If there is no recruiting manager, the HR manager will also oversee all aspects of hiring new employees.

Depending on the size of your venture, a recruiting manager will either oversee a team of recruiters or manage the recruitment process firsthand. This involves posting job openings, budgeting, hosting job interviews, putting together job offers, and fulfilling the hiring strategy for the business.

Compensation and benefits manager

This specialized position relates to setting up compensation and benefits plans for the entire company. The compensation and benefits manager will oversee payroll as well as vet insurance providers, manage the enrollment period, and assist with determining compensation levels for different positions within the business. This role requires a fair amount of experience or training in HR policies, regulations, and compensation schemes.

Human Resources Information Specialist (HRIS)

The HRIS role requires a combination of HR expertise and some tech skills. This specialist position oversees HR and recruiting software and technology, such as an applicant tracking system, benefits portal, or remote interview software. This person works with your IT department to make sure employee data is kept secure, especially as more employees or candidates are working remotely.

Recruiter

A recruiter is in charge of sourcing, vetting, and hiring new employees. Some small businesses outsource this function to a staffing agency. Others task the recruiting manager with operating the hiring process.

HR coordinator

An HR coordinator or HR generalist oversees all human resources duties, from creating company policies to improving employee relations. This person might plan company retreats, assist in creating benefits plans, and otherwise work to further an inclusive culture.

Emerging HR roles

The rise of HR tech is changing the makeup of human resources teams and bringing new positions to the forefront of hiring. “Titles like ‘Chief Remote Officer,’ ‘AI Ethics Manager,’ and ‘Workplace Experience Designer’ are shaping the future of HR,” wrote Remote People, a talent sourcing company. “As businesses adapt to hybrid work models and digital transformation, HR professionals must embrace new technologies and strategies to remain competitive.”

Remote work, artificial intelligence, and diversity initiatives have changed work cultures across sectors. Today’s HR leaders need a combination of technical, analytical, and people skills.

On the analytical side, applicant tracking systems, benefits portals, and performance assessment software generate more workforce data than ever. Positions like the “Director of People Analytics” use this data to enhance productivity, improve performance, and develop internal talent. Specialists in this role help identify areas where employees need support, skills gaps, and initiatives to optimize team collaboration.

On the people side, diversity and inclusion initiatives, remote and hybrid work, and an emphasis on the employee experience have created positions such as Chief Diversity Officer, Employee Health and Wellness Manager, and Employee Experience Manager.

“The HR team plays a crucial role in forming employee experience,” wrote McKinsey. “Organizations in which HR facilitates a positive employee experience are 1.3 times more likely to report organizational outperformance.”

Certifications that enhance HR job titles

Human resources is one area where a certification can help advance your career. Staying up to date on the latest labor laws and regulations can make you an asset. Research shows that achieving an HR certification in 2018 increased salary by an average of 31.6%.

There are dozens of certifications available to HR professionals with varying fees, eligibility requirements, and focuses. Some of the popular ones are:

• SHRM Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP). Offered by the Society for Human Resources Management (SHRM), these certifications are broadly applicable and appropriate for HR generalists. They’re one of the most widely recognized certifications in the field.

• Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR). Offered by the HR Certification Institute (HRCI), these certifications validate knowledge and skills in HR management, with SPHR focusing on strategic leadership.

• Academy to Innovate HR (AIHR) certifications cover organizational development, people analytics, and more.

Selecting the right HR certification depends on your career goals, experience level, and the area of HR you wish to specialize in. Certifications like SHRM-CP or PHR are broad, covering all aspects of HR management. However, if you’re a little further in your career, you may want a more focused program to develop skills in one area.

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