HR (Human Resource) positions in organizations can be divided into three categories- HR specialist, HR manager and HR head. In addition to these there are numerous support positions like clerical and programming etc. Let us see what are the main positions of a HR in a company.
The HR specialist jobs usually the entry-level positions for an HRM(Human Resource Management) career. Included would be such roles as interviewer, compensation analyst, benefits co-ordinator, job analyst and trainer. In large firms there may be promotional opportunities within the specialized functions. For example, a new specialist may begin as an interviewer, move up to coordinating campus recruitment in a region and progress to supervising all campus recruitment.
Alternatively an entry level specialist may work in a consulting firm that provides HR services. In this case, the specialist may do a little of everything. For example in any given day, the specialist might run an orientation programme for new employees, interview applicants, develop information for contract negotiations or look for information on wages structures in other firms in the area.
The HR manager is a generalist who administers and coordinates programmes cutting across functional areas. The HR manager is usually a top-ranking person at a plant or facility and as such is expected to know about all areas in of HRM. This is because the HR manager has to oversee the implementation of HR policies at the facility and advise line managers on HR issues.
Yet another role role for HR manager is to head a functional personnel activity at the corporate level. Many large firms are organized into relatively more autonomous division. Typically, such firms have functional specialists at the corporate level who translate the firm’s corporate strategy into an HR policy and transmit this policy to all divisions.
The top-level HR executive, usually the vice-president of an organization has the responsibility of linking the firm’s corporate strategy and policy with HRM. The head is also expected to feed inputs into the organizational goals, especially if these goals affect or affected by personnel activities. It is important to consider HR opportunities and limitation in establishing overall organizational directions.
HR Business Partner
HR professional in the capacity of business partners do not really go with the decisions with the senior management instead engage with the decisions makers in serious discussions on how the organization could evolve/change to realize a set strategy. As business partners, HR professionals should not aling with the management but garner support for appropriate human resources to realize goals. By constantly challenging status quo, HR professionals earn respect from all stake holders. He or she should focus on the following areas:-
- Evolve an organizational culture that helps convert a strategy into action.
- Learn to diagnose organizational ills if any by asking searching questions and generating alternative practices.
- Identify and priorities the initiative and ensure their implementation.
HR shared Service Expert
The human resource shared service center(HRSSC) professional is a process expert and is able to leverage operational knowledge to optimize HR transactional activities. The center delivers operational HR efficiencies to the needy departments or functions. The center delivers operational HR efficiencies to the needy department electronically to any location. Status and size of HRSSC depends on the organizations. The center operates a helpdesk system with well defined service level agreements(SLAS) ready on hand to answer queries and handle complaints.