CAREER LIBRARY
Human Resources Industry
Learn more about the Human Resources industry, read our articles and explore the job roles.
Read the latest articles on Human Resources, and learn more about the industry.
Job Roles in Human Resources
Human resources professionals manage the recruitment, development, and well-being of employees.
An administrative assistant provides support to staff and managers by handling day-to-day administrative tasks, organizing files, scheduling meetings, and performing clerical duties.
A Benefits Administrator manages employee benefits programs, such as health insurance and retirement plans, ensuring compliance with legal requirements and assisting employees with benefits enrollment and issues.
A Benefits Analyst is responsible for evaluating employee benefit programs, ensuring legal compliance, and conducting analysis to align benefits with organizational goals and employee needs.
A Benefits Specialist manages employee benefits programs, such as healthcare, retirement plans, and wellness initiatives, often working within human resources departments to ensure that benefit plans are competitive and compliant with regulations.
A senior executive responsible for overseeing and guiding diversity and inclusion initiatives and policies within an organization.
A Compensation Analyst assesses and devises employees' compensation packages, ensuring they are in line with market rates and company policies.
This role involves developing, overseeing and maintaining the company's employee compensation and benefits program, ensuring competitive and equitable pay structures.
This role involves designing, overseeing, and implementing a firm's compensation and benefits programs. They ensure competitive salary and benefits package to attract and retain talent.
A Compensation Consultant advises companies on employee pay structures, benefits, and remuneration strategies to align with organizational goals and industry standards.
A professional who develops, designs, and implements compensation plans and strategies to help an organization attract, motivate, and retain employees, while ensuring compliance with regulations and budget constraints.
A Conflict Resolution Specialist is responsible for mediating disputes, facilitating communication, and proposing solutions to help parties reach an amicable agreement.
A Customer Service Trainer is responsible for training and coaching customer service staff to ensure a high level of service and customer satisfaction.
A professional who analyzes and recommends strategies for promoting diversity and fostering an inclusive work environment within organizations.
A Diversity and Inclusion Consultant is an expert in fostering inclusive cultures and diverse workforces within organizations. They develop strategic plans and implement initiatives that promote equity and diverse representation among employees.
A Diversity and Inclusion Manager oversees initiatives to promote diversity, equity, and inclusion within an organization. This role often involves creating strategies, policies, and training to build a more diverse workforce and inclusive work environment.
A Diversity and Inclusion Recruiter is responsible for identifying and attracting diverse candidates for an organization, ensuring the company reflects a wide array of backgrounds and experiences.
A professional dedicated to promoting diversity, inclusivity, and equitable practices within an organization.
A Diversity Data Analyst specializes in collecting and analyzing data related to diversity, equity, and inclusion within organizations, to inform policies and practices.
The Diversity Program Coordinator develops, oversees, and implements programs designed to foster an inclusive and diverse workplace or organization environment.
A Diversity Recruiter is responsible for identifying, engaging, and hiring diverse talent for an organization. They focus on increasing diversity within the workforce by sourcing candidates of various backgrounds.
A Diversity Training Specialist is an HR professional who develops and implements training programs to promote diversity and inclusion within organizations.
An EEO Specialist is responsible for ensuring compliance with equal employment opportunity laws and regulations, developing policies, and managing cases related to discrimination in the workplace.
An employee benefits manager is responsible for designing, negotiating, and managing benefits programs for employees, which includes health insurance, retirement plans, and other perks.
This role focuses on developing and implementing programs that enhance employee satisfaction, align workforces with company culture, and boost morale and productivity.
An Employee Engagement Manager is responsible for developing and implementing strategies to increase employee satisfaction, motivation, and retention within an organization.
An Employee Relations Advisor is responsible for managing the relationship between employees and the company, resolving disputes, ensuring compliance with employment law, and promoting a positive work environment.
An Employee Relations Consultant provides guidance on employee relations issues such as conflict resolution, legal compliance, and policy development to ensure a positive workplace environment.
An Employee Relations Coordinator manages the relationship between employees and the company, addressing concerns and fostering a positive work environment.
An Employee Relations Specialist handles workforce-related issues, mediates disputes, ensures compliance with labor laws, and works to maintain positive employee relations.
An Employee Training Facilitator is responsible for designing and implementing training programs to develop staff skills and knowledge in a company.
An Employment Branding Specialist is responsible for creating and maintaining a positive company image as an employer, aimed at attracting and retaining top talent.
An Employment Mediator facilitates negotiations and conflict resolution between employers and employees, often dealing with disputes that may be legal or contractual in nature.
An Equity and Diversity Advisor is responsible for guiding organizations in developing and implementing policies that promote diversity, equity, and inclusion within the workplace.
An Executive Compensation Analyst reviews and analyzes compensation data for executives. They develop, design, and implement executive compensation programs and advise on pay structures, stock options, and bonus plans.
A headhunter is a professional who specializes in recruiting highly skilled personnel for organizations, often focusing on senior-level vacancies or specialized fields.
An HR Analyst is responsible for evaluating human resources policies, analyzing employee data, and recommending changes to management to improve employee satisfaction and efficiency. They also oversee HR metrics and compliance.
An HR Business Partner works on aligning business objectives with employees and management, advising on HR issues and strategies.
An HR Compliance Analyst is responsible for ensuring that an organization's human resources policies meet regulatory and ethical standards.
An HR Compliance Specialist is responsible for ensuring that a company's human resources policies and procedures comply with regulatory and ethical standards.
An HR Consultant advises companies on human resources policies, helps with hiring practices, employee relations, and implements HR strategies.
An HR Coordinator is responsible for facilitating HR processes, managing employee records, and assisting with payroll processing. They serve as a point of contact for HR-related queries within the company.
An HR Data Analyst collects and interprets complex data related to an organization's human resource operations, such as recruitment metrics, employee retention rates, and compensation data.
A professional who utilizes statistical analysis, predictive modeling, and data visualization techniques to inform human resources strategies and processes, often focusing on employee retention, performance evaluation, and talent acquisition.
An HR Investigations Specialist is responsible for handling internal investigations within an organization, dealing with allegations such as misconduct, harassment, or discrimination.
An HR Manager oversees various aspects of human resources practices and processes, including recruitment, training, compliance, compensation, and benefits.
An HR Metrics Specialist analyzes data related to human resources, such as employee turnover, hiring rates, and compensation. They provide insights to improve HR strategies and policies.
This role involves coordinating and implementing training programs within a company, focusing on professional development, enhancing employees' skills, and promoting career growth.
Oversees an organization's human resources department, responsible for recruitment, employee relations, performance management, and regulatory compliance.
A Human Resources Manager oversees the administration of hiring, staff relations, benefits, and compliance with labor laws. They play a key role in the development, reinforcement, and culture of a company's workforce.
This role involves developing and implementing policies and programs that promote diversity, equity, and inclusion within an organization. The coordinator works to create an inclusive work environment where all employees feel valued.
An Inclusion Specialist develops and implements strategies to foster an inclusive workplace environment. They may create training programs, provide consultation on inclusion practices, and ensure compliance with diversity regulations.
An Internal Branding Specialist works on fostering a positive brand image within a company. They focus on employee engagement, aligning internal communications with brand values, and creating a unified corporate culture.
This role is responsible for facilitating effective communication within an organization. They may develop communication strategies, create internal messages, and ensure that employees are informed about company updates, policies, and initiatives.
A Labor Relations Coordinator is responsible for mediating between employees and management, handling labor disputes, negotiating collective bargaining agreements, and ensuring compliance with labor laws.
A Labor Relations Manager is responsible for overseeing employee relations, negotiating collective bargaining agreements, and managing labor disputes and negotiations.
A Leadership Coach works with individuals at various organizational levels to develop their leadership skills, guide them in making strategic decisions, improve communication and management abilities, and enhance their personal growth.
A specialist that focuses on designing and implementing programs to enhance the leadership skills of managers and executives within an organization.
This role involves analyzing training needs, designing educational programs, and evaluating the effectiveness of employee development initiatives.
A professional who creates, implements, and assesses training programs to improve employee skills and knowledge, leading to enhanced performance.
An Office Manager oversees the administrative activities within a workplace, ensuring smooth operation with tasks like scheduling, bookkeeping, and maintaining office policies.
An Onboarding Specialist is responsible for facilitating new employees' introduction to a company, acclimating them to the corporate culture, and ensuring they have the necessary resources and knowledge to start their new role effectively.
This role involves consulting with organizations to improve their efficiency and effectiveness through the development of people, teams, and organizational systems.
This role involves assessing and improving the structures within an organization to increase its effectiveness, productivity, and employee satisfaction.
An Organizational Ombudsman is a designated neutral or impartial conflict resolution practitioner whose major function is to provide confidential and informal assistance to constituents of an organization.
A Payroll Specialist is responsible for processing payroll transactions, ensuring accurate and timely payment to employees, and maintaining compliance with tax laws and regulations.
A professional who uses data analysis techniques to understand and improve HR processes, employee performance, and hiring practices.
A recruiter is responsible for attracting, screening, selecting, and onboarding qualified personnel to fill job openings in a company. They may also participate in developing recruitment strategies and building relationships with potential candidates.
This role involves using data analytics to enhance the recruitment process, improve hiring strategies, and measure key performance metrics in talent acquisition.
A Recruitment Consultant works with client companies to source, select and hire qualified candidates for various job positions. They may work internally for a company or for a specialized recruiting agency.
A Recruitment Coordinator facilitates the hiring process by working with hiring managers to identify staffing needs, advertising job openings, and assisting in the screening and interviewing of candidates.
A Service Training Specialist develops and implements training programs for customer service staff to improve their skills and knowledge.
The Talent Acquisition Manager oversees the recruitment process within an organization, finding and attracting candidates for employment, developing hiring strategies, and streamlining the hiring process.
A Talent Acquisition Specialist is responsible for sourcing, attracting, interviewing, and hiring new employees. They define recruitment strategies and use various platforms to find top talent.
A Talent Coordinator is responsible for managing the recruitment process, organizing interviews, and coordinating the hiring of new talent within an organization.
A Talent Development Manager focuses on employee training and development, career progression, and organizational growth strategies.
A Talent Insights Analyst is responsible for analyzing recruitment processes, employee performance, and labor market trends to provide strategic insights to the HR department.
A Total Rewards Manager is responsible for designing and managing an organization's compensation and benefits programs to ensure they attract and retain talent.
A Total Rewards Specialist designs, oversees, and administers employee compensation and benefits programs. They aim to create competitive, cost-effective compensation packages to attract and retain talent.
This role involves planning, coordinating, and directing skills-enhancement and personal development programs for an organization's staff. They are responsible for assessing training needs, designing training curricula, and facilitating training sessions.
This role involves overseeing staff training programs, developing educational materials, assessing training needs, and managing the professional development of employees within an organization.
A Training Coordinator is responsible for organizing and overseeing training initiatives within an organization. Tasks include developing programs, coordinating schedules, and working with staff to ensure professional development.
A Union Organizer is responsible for mobilizing and coordinating workers to join and support labor unions, typically involving negotiation, advocacy, and education about workers' rights.
A Workforce Planning Specialist is responsible for analyzing, forecasting, and planning workforce supply and demand, assessing gaps, and determining target talent management interventions.
A workplace mediator is a professional who resolves disputes and conflicts between employees or between employees and management within an organization.