Merchant Solutions

There are several HR titles floating around these days and most of us don't know what to make of them, so here are the job descriptions of several HR titles out there:

HR Coordinator: A true administrative position. An HR coordinator has responsibility for filing, maintaining reports, processing payroll and typically the scheduling of interviews. HR Coordinator’s might plan and organize events, develop email content for newsletters and other inter-office communication within the department and the company. Their roles are focused on administration providing a valuable service to the organization in maintaining order and a system for everything. They are hourly non-exempt workers.

HR Specialist: Typically 1-3 years of experience working in HR. Still focused on administration, payroll processing and other administrative tasks. HR specialists can gain additional experience working on speciality projects, employee orientation, training, and pre-screen interviewing. Human Resource Specialists have a basic understanding of some employment law. They are hourly non-exempt workers and serve as a go-t0 resource for employees and managers alike.

HR Managers: Typically a salary level position these human resource managers may or may not oversee and supervise a staff of employees. Generalists in their roles these individuals often do a bit of everything including benefits, compensation, recruiting and handing employee relations issues each and every day. The responsibilities in this role are very wide. I’ve experienced everything from location forecasting and budgeting, recruiting and interviewing, compliance to overseeing EEOC investigations and claims. HR Managers sometimes process payroll but are less administrative than coordinator or specialist roles. Often they are cross-trained in the administrative tasks for emergencies.

HR Directors: Often responsible for HR teams of 2 or more, human resource directors oversee a region, a number of locations or serve as the highest ranking member of HR within the company but this is not always the case. HR Directors often are responsible for building annual budgets and often times have decision making when it comes to buying software, systems and negotiating benefits offerings for the company. Less likely to be a department of 1 than the HR Manager, their responsibilities are less compliance and policy and more focused on building relationships with executive team members and driving results for the organization focused on human capital and company.

HR Business Partner: This role is seen less of a generalist or manager and someone who takes a more consultative role working in HR. Human resource business partners have clients within the organization they provide resources and build relationships with focusing on the missions and objectives set forth by the organization. There is much less focus on compliance and administration. An organization instead typically has a HR Services Center or central department to help provide support in the form of policy development and enforcement, benefits and compensation. This person is seen as an operational and more strategic resource for the region or area in which they support. This is a exempt level position.

VP of HR: Depending on the size of organization, the vice president of human resources often reports directly to the CEO or COO of an organization although sometimes the CHRO or chief human resource officer has this distinction. Depending on the structure and size of the organization, the VP of HR works with the executive team to discuss business objectives. They view financial documents and work to understand how the focused programs and services they offer the organization drive revenue. The VP of HR works to integrate people into the full scope of business operations evaluating how the impact of human capital benefits the overall organization. This position is heavily focused on business metrics, reporting and analytics directly in contrast to the administrative roots of the industry. This is a exempt level position and often a key decision maker at the company.

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