HR Executive

Recruitment and staffing

• Talent acquisition: Develop strategies to attract qualified candidates and manage the entire hiring process, from creating job descriptions to onboarding new employees.
• Candidate screening: Conduct initial interviews, screen resumes, and evaluate candidates to ensure they are a good fit for the company's needs and culture.
• Hiring and offers: Collaborate with hiring managers to make final decisions and extend job offers. This often involves salary negotiation and coordination of administrative paperwork.
• Onboarding: Ensure a smooth and welcoming transition for new hires by coordinating orientation and completing necessary documentation.

Compensation and benefits

• Salary structure: Design and manage competitive salary structures, incentive programs, and bonus plans.
• Benefits administration: Administer employee benefits, including health insurance, retirement plans, paid time off, and wellness programs.
• Compliance and analysis: Perform market analysis and regular audits to ensure compensation is fair and equitable while complying with labor laws. They also track metrics to improve compensation strategies.

Employee relations

• Conflict resolution: Mediate disputes between employees and management, investigate harassment claims, and oversee disciplinary and termination processes fairly and consistently.
• Communication: Facilitate communication between employees and leadership. They may organize meetings, deliver information, and address employee concerns.
• Engagement and culture: Promote employee engagement through various initiatives and foster a positive workplace culture that aligns with the organization's values.

Training and development

• Programs and initiatives: Oversee and coordinate training and development programs to enhance employee skills and performance, which can include both mandatory compliance training and professional development opportunities.
• Career paths: Provide continuing education and defined avenues for career advancement within the company to boost employee loyalty and job satisfaction.
• Succession planning: Identify and develop high-potential employees for future leadership roles.

Performance management

• Performance evaluations: Implement performance appraisal systems and conduct regular performance reviews. This includes setting goals, providing feedback, and documenting improvement plans.
• Rewards and recognition: Administer reward systems to acknowledge and motivate high-performing employees.

Compliance and administration

• Policy development: Create, update, and enforce HR policies and procedures, such as employee handbooks and codes of conduct, to ensure legal compliance and ethical standards.
• Record-keeping: Maintain accurate employee records, including personal information, attendance, and leave. This data also helps in regulatory compliance and internal audits.
• Regulatory adherence: Ensure the company complies with all applicable labor laws and regulations.

HR roles by seniority

The scale and specialization of HR duties change with seniority and company size.

HR Generalist

• Often a "jack-of-all-trades" in smaller to mid-sized companies.
• Manages multiple core HR functions, such as recruitment, onboarding, employee relations, and benefits administration.
• May also provide some strategic support, such as succession planning.

HR Manager

• Leads the HR department and is responsible for creating and approving HR policies and strategies.
• Aligns HR initiatives with the company's overall business goals.
• Oversees more complex issues like talent management and organizational development.

HR Business Partner (HRBP)

• Works closely with senior leaders as a strategic consultant rather than focusing on daily operations.