A Guide to Human Resources Position Titles and Job Families
The HR field is diverse, with specialized job families that support everything from pay and benefits to leadership, learning, compliance, and technology. By recognizing these distinct paths, Lakeside helps employers connect with the right professionals to meet their business needs while offering candidates a clear picture of how their careers can grow.
On this page, you’ll find the major HR job families we recruit for, each with examples of roles and career progression.
Lakeside’s recruiting expertise spans every area of HR. Looking for more on how we match the right HR talent with the right organizations? Visit our Human Resources Recruiter page to see how Lakeside partners with employers to build stronger HR teams.
Benefits Job Family: Human Resources Position Titles in Benefits
The Benefits job family includes human resource position titles that focus on designing, administering, and optimizing employee benefits programs. Roles in this path manage health, dental, vision, retirement, wellness, and leave programs to support employee wellbeing and organizational compliance. From Benefits Specialists handling day-to-day administration to Benefits Directors and VPs setting enterprise strategy, this family ensures programs remain competitive, cost-effective, and aligned with talent strategies.
Position Summary: The Benefits Specialist supports the administration of employee benefits programs and provides direct assistance to employees. This role ensures accurate processing of enrollments, maintains benefit records, and serves as a first point of contact for benefits-related questions.
Key Responsibilities
- Process benefit enrollments, changes, and terminations in HR systems.
- Maintain accurate records and documentation for benefits programs.
- Assist employees with questions regarding medical, dental, vision, retirement, and other plans.
- Coordinate with carriers and vendors to resolve employee issues.
- Support open enrollment activities including communications and meetings.
- Prepare and distribute routine benefits reports.
Qualifications
- Bachelor’s degree in HR, Business, or related field (or equivalent experience).
- 1–2 years of HR or benefits administration experience.
- Strong attention to detail and organizational skills.
- Knowledge of basic benefits concepts.
- Proficiency in Microsoft Office and HRIS systems.
- Strong customer service and communication skills.
Position Summary: The Benefits Analyst supports the analysis, reporting, and administration of employee benefit programs. This role ensures compliance with regulations, manages vendor data, and provides insights to enhance benefit offerings.
Key Responsibilities
- Analyze benefits utilization data and prepare reports for HR leadership.
- Support compliance with ERISA, ACA, HIPAA, COBRA, and other regulations.
- Assist with vendor invoicing, auditing, and reconciliation.
- Conduct market research and benchmarking of benefit offerings.
- Collaborate with brokers, vendors, and carriers to ensure smooth program operations.
- Support open enrollment, employee communications, and education efforts.
- Provide guidance to employees on benefit eligibility and processes.
Qualifications
- Bachelor’s degree in HR, Business, Finance, or related field.
- 2–4 years of benefits or HR experience.
- Strong Excel and data analysis skills.
- Knowledge of benefit laws and compliance requirements.
- Effective communication and problem-solving skills.
Position Summary: The Benefits Manager oversees the administration and delivery of employee benefit programs to ensure competitiveness, compliance, and alignment with organizational objectives. This role partners with vendors and internal stakeholders to provide a positive employee experience.
Key Responsibilities
- Manage health, welfare, retirement, and wellness benefit programs.
- Lead annual open enrollment including planning, communications, and system setup.
- Partner with vendors and brokers to negotiate rates and evaluate offerings.
- Ensure compliance with ERISA, ACA, COBRA, HIPAA, FMLA, and other regulations.
- Oversee benefits invoicing, reconciliations, and audits.
- Develop benefits communication materials and training.
- Manage leave programs including disability, FMLA, and parental leave.
- Provide guidance to HR partners and managers on benefits policies.
Qualifications
- Bachelor’s degree in HR, Business, or related field.
- 5–7 years of progressive benefits experience.
- Experience managing vendor and broker relationships.
- Strong knowledge of benefits laws and regulations.
- Excellent project management and communication skills.
- Proficiency in HRIS and benefits administration systems.
Position Summary: The Director of Benefits is responsible for the strategic design and execution of the organization’s benefits programs. This role ensures benefits remain competitive, cost-effective, and supportive of employee wellbeing and organizational goals.
Key Responsibilities
- Develop and execute benefits strategy aligned with talent and business objectives.
- Lead vendor selection, negotiations, and performance management.
- Oversee retirement plan strategy and compliance.
- Manage benefits budget and forecasting.
- Partner with senior leadership to evaluate new benefits and programs.
- Ensure compliance with federal and state benefit regulations.
- Lead wellness initiatives and employee engagement programs.
- Provide executive-level reporting and insights on benefits trends.
- Lead and mentor a team of benefits professionals.
Qualifications
- Bachelor’s degree required; Master’s or CEBS certification preferred.
- 10+ years of progressive benefits experience, including 3+ years in leadership.
- Strong knowledge of U.S. benefit laws and plan administration.
- Experience managing large-scale benefits programs and vendors.
- Strong strategic planning, negotiation, and leadership skills.
Position Summary: The Vice President of Benefits sets the strategic direction for the company’s health, welfare, retirement, and wellness programs. This role partners with executive leadership to ensure benefits programs drive attraction, retention, and overall employee wellbeing while maintaining financial sustainability.
Key Responsibilities
- Establish and lead enterprise-wide benefits strategy.
- Oversee global health, welfare, and retirement plan design and governance.
- Provide counsel to the CEO, CHRO, and board on benefits strategy and compliance.
- Direct benefits budget, cost management, and vendor partnerships.
- Ensure compliance with all regulatory requirements and reporting.
- Champion wellness and wellbeing initiatives across the organization.
- Partner with HR and business leaders on total rewards integration.
- Lead benefits innovation and evaluate emerging market trends.
- Mentor and develop senior benefits team members.
Qualifications
- Bachelor’s degree required; Master’s or CEBS certification strongly preferred.
- 15+ years of benefits leadership experience, including executive-level responsibility.
- Expertise in health and retirement plan design, compliance, and governance.
- Proven experience influencing and advising senior executives and boards.
- Strong leadership, strategic vision, and communication skills.
Compensation Job Family: Human Resources Position Titles in Compensation
The Compensation job family features human resource position titles that design, analyze, and manage pay structures to attract and retain top talent. These positions oversee salary benchmarking, incentive programs, job evaluations, and compliance with pay regulations. Progression moves from Compensation Specialists supporting data management to Compensation Directors and VPs developing executive pay strategies, driving pay equity, and aligning compensation programs with business objectives.
Position Summary: The Compensation Specialist supports the administration of compensation programs and processes. This role ensures accurate data management, assists in job evaluation activities, and provides support to employees and managers regarding pay-related questions.
Key Responsibilities
- Maintain compensation data in HR systems and ensure accuracy.
- Assist with job description updates and job evaluation requests.
- Support compensation surveys by collecting and submitting company data.
- Respond to employee and manager questions regarding pay practices.
- Partner with HR colleagues to ensure consistency in compensation administration.
- Prepare standard reports related to pay, headcount, and job classifications.
Qualifications
- Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience).
- 1–2 years of HR or compensation-related experience.
- Strong Excel and data management skills.
- Detail-oriented with excellent organizational abilities.
- Effective communicator with strong customer service skills.
Position Summary: The Compensation Analyst is responsible for analyzing compensation data, supporting job evaluation processes, and ensuring pay structures are competitive and equitable. This role provides reporting and insights to support compensation decisions and HR initiatives.
Key Responsibilities
- Conduct compensation analysis using internal and external data.
- Participate in salary surveys and benchmark roles against market data.
- Develop reports to support compensation decisions and compliance requirements.
- Support annual merit, bonus, and pay review processes.
- Assist managers and HR partners with compensation-related questions.
- Ensure compliance with wage and hour laws and internal pay practices.
Qualifications - Bachelor’s degree in HR, Business, Economics, or related field.
- 2–4 years of experience in compensation or HR analytics.
- Advanced Excel skills; ability to analyze and interpret data.
- Strong knowledge of compensation principles and FLSA classification.
- Strong communication and presentation skills.
Position Summary: The Compensation Manager oversees the development, implementation, and administration of compensation programs to ensure market competitiveness and internal equity. This role partners with HR leadership and business leaders to align pay programs with organizational goals.
Key Responsibilities
- Design and manage base pay, bonus, and incentive programs.
- Conduct compensation benchmarking and provide market analysis.
- Oversee job evaluation and pay grade assignments.
- Partner with HR and business leaders on compensation strategies.
- Lead annual merit and incentive plan processes.
- Develop compensation communication and training materials.
- Ensure compliance with all federal, state, and local pay regulations.
- Manage compensation reporting and analytics.
Qualifications
- Bachelor’s degree in HR, Business, or related field.
- 5–7 years of compensation experience.
- Experience designing and administering pay programs.
- Strong leadership and project management skills.
- Proficiency with HRIS and compensation tools.
- Excellent interpersonal, communication, and consulting skills.
Position Summary: The Director of Compensation leads the strategy, design, and execution of company-wide compensation programs. This role provides strategic direction, ensures pay practices support organizational objectives, and partners with senior leaders to drive total rewards strategies.
Key Responsibilities
- Develop and implement compensation philosophy and strategy.
- Lead enterprise-wide compensation programs including executive pay, incentive design, and pay equity initiatives.
- Provide guidance to HR and business leaders on compensation-related issues.
- Partner with Finance and senior leadership on budgeting and forecasting.
- Oversee compliance with pay transparency, pay equity, and reporting regulations.
- Lead compensation team members and oversee survey participation and vendor relationships.
- Present compensation analyses and recommendations to executive leadership and the board, as needed.
Qualifications
- Bachelor’s degree required; Master’s or CCP certification preferred.
- 10+ years of progressive compensation experience, with at least 3 in leadership.
- Expertise in executive compensation and incentive design.
- Strong business acumen and ability to partner with senior executives.
- Exceptional analytical, communication, and leadership skills.
Position Summary: The Vice President of Compensation sets the strategic vision for the organization’s compensation programs, ensuring they align with business goals, attract and retain top talent, and support regulatory compliance. This role partners with executive leadership and the board to shape pay strategies that drive long-term success.
Key Responsibilities
- Define the organization’s compensation strategy in alignment with business and talent objectives.
- Lead executive compensation design, board reporting, and shareholder disclosures (if applicable).
- Oversee global compensation programs, policies, and governance.
- Ensure compliance with all compensation-related laws and reporting requirements.
- Advise the CEO, CHRO, and board on pay structures, trends, and regulatory changes.
- Drive pay transparency and equity initiatives across the organization.
- Manage compensation budget, tools, and vendor relationships.
- Lead and mentor a high-performing compensation team.
Qualifications
- Bachelor’s degree required; Master’s or CCP certification strongly preferred.
- 15+ years of progressive compensation experience, including executive-level leadership.
- Demonstrated expertise in executive pay, incentives, and equity programs.
- Strong track record of advising boards and senior executives.
- Strategic thinker with excellent communication and leadership skills.
HR Generalist Job Family: Human Resources Positions That Support Across Multiple HR Functions.
The HR Generalist path include broad-based human resources position titles that support across multiple functions including recruiting, employee relations, benefits, and compliance. This career track grows from HR Administrators handling records and onboarding, to HR Managers who partner with leadership to align HR strategies with organizational goals. It is ideal for professionals building a strong foundation in all aspects of human resources.
Position Summary: The HR Administrator provides administrative support across core human resources functions, ensuring accurate data entry, recordkeeping, and compliance. This entry-level role helps maintain HR systems and processes while providing front-line support to employees and managers.
Key Responsibilities
- Maintain employee records in HRIS and ensure data accuracy.
- Assist with onboarding paperwork and orientation logistics.
- Support benefits enrollment and respond to basic employee inquiries.
- Prepare HR-related documentation such as contracts and status changes.
- Coordinate training sessions, employee events, and communications.
- Ensure compliance with labor laws through accurate documentation.
- Provide general administrative support to the HR team.
Qualifications
- Associate’s or Bachelor’s degree in HR, Business, or related field preferred.
- 1–2 years of administrative or HR experience.
- Strong organizational and time management skills.
- High attention to detail and confidentiality.
- Proficiency in Microsoft Office and HRIS systems.
Position Summary: The HR Specialist (or Coordinator) supports HR programs and processes in areas such as recruiting, onboarding, employee relations, benefits, and compliance. This role acts as a resource to employees and managers, ensuring efficient HR service delivery.
Key Responsibilities
- Coordinate recruitment activities including job postings, screenings, and scheduling interviews.
- Assist with onboarding, orientation, and offboarding processes.
- Support HR programs such as performance reviews, employee engagement, and compliance training.
- Prepare reports on HR metrics such as turnover and headcount.
- Partner with HR team members on policy updates and compliance initiatives.
- Respond to employee questions on policies, benefits, and payroll.
- Maintain employee files and ensure data integrity in HR systems.
Qualifications
- Bachelor’s degree in HR, Business, or related field.
- 2–4 years of HR experience.
- Strong knowledge of HR practices, employment laws, and compliance.
- Excellent communication and interpersonal skills.
- Proficiency with HRIS and reporting tools.
Position Summary: The HR Generalist manages daily HR operations, providing broad-based support in recruiting, employee relations, performance management, benefits, compliance, and HR programs. This role serves as a trusted partner to employees and managers.
Key Responsibilities
- Manage the end-to-end recruitment and onboarding process.
- Serve as a first point of contact for employee questions, concerns, and employee relations issues.
- Administer benefits, leaves, and wellness programs.
- Support performance management, goal setting, and performance improvement plans.
- Partner with managers on employee development and training initiatives.
- Ensure compliance with employment laws and maintain accurate HR documentation.
- Support HR projects including engagement surveys, DEI initiatives, and policy development.
- Provide HR reporting and insights to leadership.
Qualifications
- Bachelor’s degree in HR, Business, or related field.
- 3–5 years of HR experience with exposure to multiple HR functions.
- Strong knowledge of employment laws and HR compliance.
- Excellent conflict resolution, problem-solving, and communication skills.
- Proficiency with HRIS systems and Microsoft Office.
- SHRM-CP or PHR preferred.
Position Summary: The Senior HR Generalist / HR Manager leads the human resources function at a departmental or organizational level, partnering with leadership to align HR strategy with business objectives. This role oversees recruiting, employee relations, compliance, benefits, and HR programs to support workforce engagement and retention.
Key Responsibilities
- Partner with leadership on talent planning, workforce development, and retention strategies.
- Lead recruitment and selection for key roles.
- Provide guidance to managers on employee relations, investigations, and disciplinary actions.
- Oversee performance review cycles, compensation analysis, and benefits administration.
- Ensure compliance with federal, state, and local employment laws.
- Develop and implement HR policies, procedures, and programs.
- Lead HR projects such as engagement initiatives, DEI programs, and leadership development.
- Supervise HR team members and provide coaching and development.
Qualifications
- Bachelor’s degree in HR, Business, or related field (Master’s preferred).
- 5–8 years of HR experience, with at least 2 in a supervisory capacity.
- Strong knowledge of HR practices, employment law, and compliance.
- Proven leadership, project management, and strategic planning skills.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
HR Leadership Job Family: Executive Human Resources Position Titles
The HR Leadership path develops professionals into strategic HR leaders who influence executive decision-making and shape organizational culture. Roles range from Senior HR Managers and HR Business Partners supporting business leaders, to HR Directors, VPs, and CHROs/CPOs setting enterprise people strategy. This family emphasizes leadership, organizational development, succession planning, and strategic alignment of HR with business objectives.
Position Summary: The Senior HR Manager provides leadership across core HR functions, ensuring programs and processes support organizational goals. This role oversees HR operations, employee engagement, and compliance while mentoring HR team members and partnering with business leaders.
Key Responsibilities
- Oversee daily HR operations including recruitment, onboarding, employee relations, performance management, and compliance.
- Partner with leadership to align HR practices with business objectives.
- Manage HR staff and provide coaching, training, and professional development.
- Lead organizational initiatives such as employee engagement, DEI programs, and talent development.
- Ensure compliance with employment laws and maintain updated policies and handbooks.
- Analyze HR data and provide insights to leadership.
- Support compensation, benefits, and total rewards strategies in collaboration with HR leadership.
Qualifications
- Bachelor’s degree in HR, Business, or related field.
- 7–10 years of progressive HR experience, with at least 3 in a supervisory role.
- Strong knowledge of HR best practices, employment law, and compliance.
- Proven leadership, communication, and problem-solving skills.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Position Summary: The HR Business Partner (HRBP) works closely with organizational leaders to align people strategies with business goals. This role provides consultative support, coaching, and guidance on talent management, organizational effectiveness, and employee engagement while serving as a trusted advisor to managers and employees.
Key Responsibilities
- Partner with business leaders to align HR strategies with operational and organizational goals.
- Provide coaching and counsel to managers on performance management, employee development, and leadership effectiveness.
- Lead initiatives in talent management, workforce planning, and organizational effectiveness.
- Partner with Centers of Excellence (TA, Compensation/Benefits, L&D, DEI) to deliver HR programs.
- Support employee relations, investigations, and conflict resolution with fairness and consistency.
- Act as a change agent to support organizational development, culture, and engagement.
- Analyze HR data to identify trends, risks, and opportunities for improvement.
- Ensure compliance with federal, state, and local labor laws and company policies.
Qualifications
- Bachelor’s degree in HR, Business, or related field.
- 5–8 years of progressive HR experience, including HRBP or consultative HR roles.
- Strong knowledge of HR principles, employment law, and change management.
- Excellent interpersonal, communication, and influencing skills.
- SHRM-CP, SHRM-SCP, or PHR certification preferred.
Position Summary: The HR Director provides strategic and operational leadership for human resources across the organization. Reporting to the CEO or senior leadership, this role designs and executes HR strategies to support business growth, culture, and compliance.
Key Responsibilities
- Develop and implement HR strategy aligned with organizational goals.
- Lead HR initiatives related to recruitment, retention, engagement, and workforce planning.
- Partner with senior leadership on organizational design and change management.
- Oversee compensation, benefits, and performance management programs.
- Ensure compliance with federal, state, and local employment laws.
- Direct HR staff and manage department resources.
- Build and maintain a strong organizational culture, fostering employee engagement and inclusion.
- Provide HR metrics and reporting to executive leadership.
Qualifications
- Bachelor’s degree in HR, Business, or related field (Master’s preferred).
- 8–12 years of HR experience, with at least 5 in leadership.
- Experience in mergers and acquisitions, organizational development, or culture integration.
- Strong knowledge of HR strategy, programs, and compliance.
- Exceptional interpersonal, communication, and leadership skills.
- Professional certifications (SHRM-SCP, SPHR) preferred.
Position Summary: The Vice President of HR serves as a senior advisor to executive leadership, responsible for HR strategy and execution at an enterprise level. This role oversees HR teams, policies, and programs across multiple geographies or business units.
Key Responsibilities
- Lead enterprise-wide HR strategy, policies, and governance.
- Partner with executive leadership on workforce planning, succession, and talent strategy.
- Oversee HR functions including talent acquisition, total rewards, employee relations, and organizational development.
- Manage HR budgets, technology, and vendor partnerships.
- Ensure compliance with global or national employment regulations.
- Drive culture, engagement, and leadership development initiatives.
- Represent HR at the executive and board level.
Qualifications
- Bachelor’s degree required; Master’s preferred.
- 12–15 years of progressive HR leadership experience.
- Demonstrated success in leading HR at scale, ideally across multiple business units or geographies.
- Strong executive presence, communication, and strategic planning skills.
- SHRM-SCP or SPHR preferred.
HR Operations & Technology Job Family: Efficiency and Analytics in HR Systems
The HR Operations & Technology family focuses on the systems, processes, and analytics that power HR service delivery. Roles include HR Analysts, HRIS Managers, Project Managers, and HR Operations Leaders who drive efficiency, compliance, and technology adoption. At the senior level, HR Operations Directors and VPs lead enterprise-wide HR technology strategy, vendor management, and process optimization to ensure scalability and excellence.
Position Summary: The HR Operations Coordinator provides administrative and technical support for HR systems, processes, and compliance. This role ensures data accuracy, process efficiency, and supports employees and managers with HR transactions.
Key Responsibilities
- Maintain employee records and ensure data accuracy in HR systems.
- Support HRIS updates, reporting, and workflows.
- Assist with payroll, benefits, and leave administration tasks.
- Prepare compliance-related reports and documentation.
- Provide support for audits, data requests, and HR projects.
- Respond to employee inquiries and ensure timely resolution.
Qualifications
- Associate’s or Bachelor’s degree in HR, Business, or related field.
- 1–2 years of HR administrative or operations experience.
- Strong data entry, organizational, and customer service skills.
- Proficiency with Microsoft Office and HRIS systems.
Position Summary: The HR Analyst collects, analyzes, and reports HR data to support decision-making and compliance. This role identifies trends, provides insights, and ensures the accuracy of HR metrics.
Key Responsibilities
- Develop reports and dashboards on headcount, turnover, and other HR metrics.
- Conduct audits to ensure data integrity in HR systems.
- Support compliance reporting (EEO, ACA, etc.).
- Analyze trends and make recommendations to improve HR processes.
- Partner with HR leadership to deliver workforce analytics.
- Provide insights on compensation, benefits, and workforce planning data.
Qualifications
- Bachelor’s degree in HR, Business, Analytics, or related field.
- 2–4 years of HR data analysis or reporting experience.
- Proficiency in Excel, reporting tools, and HRIS.
- Strong analytical, problem-solving, and communication skills.
Position Summary: The HR Project Manager leads HR initiatives and change management projects to improve processes, systems, and programs. This role ensures projects are delivered on time, within scope, and aligned with business objectives.
Key Responsibilities
- Lead HR system implementations, upgrades, and process improvement projects.
- Develop project plans, timelines, and deliverables.
- Coordinate cross-functional project teams.
- Monitor progress, resolve issues, and report updates to leadership.
- Apply change management strategies to ensure adoption and success.
- Document project processes and best practices.
Qualifications
- Bachelor’s degree in HR, Business, or related field.
- 3–5 years of project management experience (HR preferred).
- Strong organizational and communication skills.
- Experience with HR technology projects and change management.
- PMP certification a plus.
Position Summary: The HRIS Manager oversees HR technology systems, ensuring they support organizational needs. This role manages HRIS administration, reporting, integrations, and vendor relationships.
Key Responsibilities
- Manage HRIS configuration, upgrades, and security.
- Oversee data integrity, audits, and reporting.
- Partner with HR and IT on system integrations.
- Develop user training, documentation, and process guidelines.
- Troubleshoot and resolve system issues.
- Lead HR technology projects and vendor relationships.
- Provide analytics and dashboards for HR leadership.
Qualifications
- Bachelor’s degree in HR, IT, or related field.
- 5+ years of HRIS administration experience (UKG/UltiPro, Workday, ADP, etc.).
- Strong technical and analytical skills.
- Experience with HR processes, payroll, and benefits.
- Project management experience preferred.
Position Summary: The HR Operations Manager oversees HR processes, policies, and systems to ensure efficient and compliant HR service delivery. This role partners with HR leadership on process improvements, reporting, and compliance.
Key Responsibilities
- Manage HR operations including HRIS, payroll interface, and benefits administration.
- Ensure HR policies, practices, and records comply with regulations.
- Oversee audits, reporting, and compliance requirements.
- Implement process improvements and HR operations best practices.Partner with HR and Finance on data analysis and reporting.
- Lead and mentor HR operations staff.
Qualifications
- Bachelor’s degree in HR, Business, or related field.
- 5–7 years of HR operations or HRIS experience.
- Strong knowledge of HR compliance and systems.
- Leadership and vendor management experience.
- Proficiency with HR technology platforms.
Position Summary: The HR Technology or Operations Director provides strategic leadership for HR systems, compliance, and process improvement. This role ensures HR infrastructure supports scalability and efficiency.
Key Responsibilities
- Develop HR operations and HR technology strategy.
- Oversee HRIS, payroll integrations, and workforce analytics.
- Manage vendor contracts, budgets, and performance.
- Ensure compliance with employment laws and reporting.
- Drive process automation and operational excellence.
- Partner with HR and business leaders on workforce planning and systems.
Qualifications
- Bachelor’s degree required; Master’s preferred.
- 8–12 years of HR operations or HR technology experience.
- Strong experience leading HRIS and HR operations teams.
- Knowledge of compliance, reporting, and system optimization.
- Strong leadership, strategic planning, and change management skills.
Position Summary: The VP of HR Operations / HR Technology defines the organization’s HR operations strategy, ensuring systems, processes, and compliance frameworks scale with business growth. This role partners with the CHRO and executive team to deliver operational excellence.
Key Responsibilities
- Define and execute enterprise HR operations and technology strategy.
- Oversee all HR systems, data, and compliance globally.
- Partner with executives on workforce analytics and planning.
- Manage budgets, vendors, and system implementations.
- Champion automation, process improvement, and employee experience.
- Ensure regulatory compliance and reporting.
- Represent HR operations strategy at the executive level.
Qualifications
- Bachelor’s degree required; advanced degree preferred.
- 12–15 years of HR operations and HR technology leadership.
- Proven track record in HRIS, payroll, and compliance strategy.
- Experience scaling HR operations in complex organizations.
- Strong leadership, business acumen, and communication skills.
Learning & Development (L&D) Job Family: Workforce Capability
The Learning & Development family centers on building workforce capability, engagement, and leadership skills. Careers range from Training Coordinators who manage logistics, to Instructional Designers creating content, to L&D Managers and Directors overseeing enterprise learning strategies. At the highest level, VPs or Chief Learning Officers (CLOs) define organizational learning vision, drive reskilling initiatives, and ensure programs support culture, succession, and business growth.
Position Summary: The Training Coordinator supports the delivery of training programs by handling logistics, scheduling, and communication. This entry-level role ensures training sessions run smoothly and employees receive the necessary resources to succeed.
Key Responsibilities
- Schedule training sessions, book rooms or virtual platforms, and track attendance.
- Assist in developing training materials and resources.
- Coordinate onboarding, compliance, and skills training programs.
- Maintain training records and generate reports.
- Provide administrative support to trainers and program managers.
- Respond to employee questions about training opportunities.
Qualifications
- Bachelor’s degree in HR, Education, or related field preferred.
- 1–2 years of HR, training, or administrative experience.
- Strong organizational and scheduling skills.
- Proficiency in Microsoft Office and LMS platforms.
- Effective communication and customer service skills.
Position Summary: The Instructional Designer or L&D Analyst creates engaging learning content and analyzes training effectiveness. This role designs, develops, and evaluates training programs aligned with organizational needs.
Key Responsibilities
- Design training materials including e-learning modules, presentations, and guides.
- Apply adult learning principles and instructional design models.
- Conduct needs assessments and analyze skills gaps.
- Evaluate training effectiveness through assessments and surveys.
- Partner with SMEs to design technical and soft skills programs.
- Leverage learning management systems (LMS) and reporting tools.
Qualifications
- Bachelor’s degree in Education, Instructional Design, or related field.
- 2–4 years of instructional design or L&D experience.
- Proficiency with e-learning authoring tools (Articulate, Captivate, etc.).
- Strong analytical and project management skills.
- Familiarity with LMS platforms and learning analytics.
Position Summary: The Training & Development Manager oversees the design, delivery, and evaluation of learning programs that support employee growth and organizational goals. This role manages training initiatives and may lead a team of trainers or instructional designers.
Key Responsibilities
- Assess training needs through surveys, interviews, and performance data.
- Develop and deliver onboarding, leadership, and skills training programs.
- Oversee instructional design and training content development.
- Manage LMS systems and training reporting.
- Evaluate program effectiveness and adjust content based on feedback.
- Partner with business leaders to align training with workforce needs.
- Manage training budget and vendor relationships.
Qualifications
- Bachelor’s degree in HR, Education, or related field; Master’s preferred.
- 5–7 years of L&D or training experience.
- Experience in instructional design and program management.
- Strong facilitation and presentation skills.
- Proficiency in LMS and learning technologies.
- SHRM-CP, ATD CPLP, or similar certification preferred.
Position Summary: The Director of L&D sets the vision and strategy for learning programs across the organization. This role ensures programs drive skill development, leadership readiness, and employee engagement.
Key Responsibilities
- Develop enterprise-wide L&D strategy aligned with business objectives.
- Lead teams of trainers, instructional designers, and program managers.
- Oversee leadership development, talent development, and succession programs.
- Drive innovation in learning technology, digital platforms, and blended learning.
- Measure program impact through analytics and workforce metrics.
- Manage vendor relationships, budgets, and learning resources.
- Partner with executives to support organizational change and capability building.
Qualifications
- Bachelor’s degree required; Master’s preferred.
- 8–12 years of progressive L&D experience, including leadership roles.
- Proven ability to build enterprise-wide learning strategies.
- Strong leadership, strategic thinking, and stakeholder management skills.
- ATD CPLP or SHRM-SCP certification preferred.
Position Summary: The VP of L&D or CLO defines the organization’s learning and development vision, ensuring programs enable business growth and employee success. This executive role partners with the CEO, CHRO, and board to drive talent development strategy and culture.
Key Responsibilities
- Establish the organization’s long-term learning and talent development strategy.
- Champion leadership development, workforce reskilling, and succession planning.
- Oversee all L&D functions including corporate universities, academies, and digital learning platforms.
- Partner with executive leadership on culture transformation and change management.
- Represent learning strategy at the executive and board levels.
- Evaluate emerging trends in learning technology and methods.
- Ensure ROI and business impact of learning initiatives.
Qualifications
- Bachelor’s degree required; advanced degree strongly preferred.
- 15+ years of L&D leadership experience, including enterprise-wide responsibility.
- Expertise in learning strategy, leadership development, and organizational effectiveness.
- Proven experience influencing executives and driving culture change.
- Exceptional communication, innovation, and leadership skills.
Payroll Job Family: Building Integrity & Trust
The Payroll job family ensures employees are paid accurately, on time, and in compliance with wage and tax regulations. Human resources position titles progress from Payroll Clerks entering data, to Payroll Specialists and Analysts managing multi-state processing and reporting, to Payroll Managers and Directors overseeing payroll strategy, compliance, systems, and vendor management. This family plays a critical role in financial integrity and employee trust.
Position Summary: The Payroll Clerk is responsible for accurately processing payroll transactions and maintaining employee payroll records. This entry-level role supports the payroll team by entering data, verifying timekeeping information, and assisting employees with basic payroll questions.
Key Responsibilities
- Enter and maintain payroll data in HRIS systems.
- Verify employee hours, deductions, and pay adjustments.
- Process regular and off-cycle payrolls.
- Assist with garnishment and benefit deduction processing.
- Reconcile payroll reports prior to submission.
- Respond to employee inquiries related to pay.
- Maintain confidentiality of employee payroll records.
Qualifications
- High school diploma or equivalent; Associate’s degree preferred.
- 1–2 years of payroll, HR, or accounting experience.
- Proficiency with HRIS/payroll systems (Ceridian, ADP, Dayforce, etc.).
- Strong attention to detail and accuracy.
- Ability to meet strict deadlines and maintain confidentiality.
Position Summary: The Payroll Specialist is responsible for managing multi-state payroll processing and ensuring compliance with all applicable wage and hour laws. This role provides payroll support to employees and managers while ensuring accuracy and timeliness across payroll cycles.
Key Responsibilities
- Process weekly, bi-weekly, and monthly payrolls across multiple jurisdictions.
- Ensure compliance with federal, state, and local wage laws.
- Manage garnishments, deductions, and special pay calculations.
- Support tax filings, year-end reporting, and audits.
- Reconcile payroll accounts and vendor invoices.
- Partner with HR to ensure employee data and benefits are accurately reflected in payroll.
- Respond to employee and manager payroll inquiries.
- Recommend and implement payroll process improvements.
Qualifications
- Bachelor’s degree preferred; high school diploma with relevant experience accepted.
- 3–5 years payroll processing experience, including multi-state payroll.
- Knowledge of wage and hour laws, payroll taxes, and compliance requirements.
- Experience with HRIS and payroll systems.
- Strong analytical, problem-solving, and communication skills.
- CPP certification preferred.
Position Summary: The Payroll Analyst provides reporting, auditing, and compliance support for payroll operations. This role develops insights from payroll data, assists with audits, and ensures payroll accuracy through detailed analysis.
Key Responsibilities
- Develop payroll reports and dashboards to analyze pay trends.
- Audit payroll transactions for accuracy and compliance.
- Support payroll tax filings and reconciliations.
- Assist with payroll system upgrades, testing, and integrations.
- Partner with Finance on payroll-related reporting and budgeting.
- Provide compliance support for audits and regulatory reviews.
- Identify and recommend process improvements.
Qualifications
- Bachelor’s degree in Accounting, Finance, HR, or related field.
- 3–5 years payroll or HRIS/data analysis experience.
- Strong Excel and reporting skills.
- Knowledge of payroll tax, compliance, and wage regulations.
- Analytical mindset with strong attention to detail.
Position Summary: The Payroll Manager oversees payroll operations, ensuring accurate, timely, and compliant payroll delivery. This role supervises payroll staff, manages vendors, and partners with HR and Finance to align payroll processes with organizational needs.
Key Responsibilities
- Lead payroll processing for employees across multiple jurisdictions.
- Manage payroll team members, providing training and guidance.
- Ensure compliance with all payroll laws and reporting requirements.
- Oversee payroll audits, reconciliations, and vendor management.
- Partner with HR and Finance on benefits, compensation, and reporting.
- Manage year-end reporting including W-2s, T4s, and other tax filings.
- Implement process and system improvements for payroll operations.
- Ensure payroll data integrity and confidentiality.
Qualifications
- Bachelor’s degree in HR, Accounting, or Business.
- 5–7 years payroll experience, with leadership or supervisory experience.
- Strong knowledge of payroll compliance, reporting, and systems.
- Experience with multi-state and/or global payroll.
- Strong leadership, organizational, and communication skills.
- CPP certification strongly preferred.
Position Summary: The Payroll Director provides strategic leadership for payroll operations, compliance, and systems across the enterprise. This role ensures payroll processes support organizational goals, financial accuracy, and employee satisfaction.
Key Responsibilities
- Develop payroll strategy, policies, and governance.
- Oversee payroll operations across multiple countries and systems.
- Ensure compliance with all payroll-related laws and regulations.
- Partner with HR and Finance on compensation, tax, and benefits integration.
- Lead payroll systems implementations and process improvement initiatives.
- Manage payroll vendors and service providers.
- Provide executive-level reporting and insights on payroll trends.
- Mentor and develop payroll leadership team members.
Qualifications
- Bachelor’s degree required; Master’s or CPP preferred.
- 10+ years of payroll experience, including leadership roles.
- Experience managing enterprise-wide or global payroll operations.
- Strong compliance, vendor management, and systems expertise.
- Executive presence with ability to influence senior leadership.
Talent Acquisition / Recruiting Job Family: Attracting Top Talent
The Talent Acquisition job family specializes in attracting, sourcing, and hiring top talent. Career paths include Recruiting Specialists/Coordinators managing candidate pipelines, Recruiting Analysts optimizing hiring data, and Recruiting Managers and Directors leading hiring strategies and employer branding. At the senior level, Vice Presidents of Talent Acquisition shape enterprise recruiting strategy, workforce planning, and candidate experience at scale.
Position Summary: The Talent Acquisition Specialist supports the full recruitment lifecycle, managing postings, screenings, and candidate communication. This entry-level role ensures an efficient and positive experience for candidates and hiring managers.
Key Responsibilities
- Draft and post job openings across job boards and internal channels.
- Screen resumes and schedule interviews.
- Conduct preliminary candidate assessments and phone screens.
- Maintain candidate tracking in the ATS and update hiring managers.
- Assist with interview coordination, feedback collection, and new hire paperwork.
- Help support employer branding (e.g., job fairs, outreach).
- Provide excellent candidate experience through timely communication.
Qualifications
- Bachelor’s degree in HR, Business, or related field (or equivalent experience).
- 1–3 years of experience in recruiting or HR.
- Familiarity with Applicant Tracking Systems (ATS), Microsoft Office.
- Strong communication, organization, and multitasking skills.
- Professionalism, reliability, attention to detail. Indeed+1
Position Summary: The Talent Acquisition Analyst collects and analyzes recruiting data to improve process efficiency and inform hiring strategies. This role enhances decision-making through metric-driven insights.
Key Responsibilities
- Generate regular recruitment dashboards (time-to-fill, source effectiveness, diversity metrics).
- Monitor hiring trends, pipeline health, and recruiting outcomes.
- Support forecasting workforce needs and hiring plans.
- Collaborate with Finance and People teams to align budget and staffing.
- Identify bottlenecks and suggest process improvements.
Qualifications
- Bachelor’s degree in HR, Business, Analytics, or related field.
- 2–4 years recruiting or HR analytics experience.
- Strong analytical skills: Excel, reporting tools, and dashboards.
- Understanding of recruitment KPIs and business acumen.
- (This level is common in mid-to-large organizations — less common in small companies.)
Position Summary: The Talent Acquisition Manager leads a team of recruiters, drives hiring strategy for assigned areas, and partners with stakeholders to ensure timely, high-quality hires.
Key Responsibilities
- Manage a team of recruiters or specialists, including performance and development.
- Partner with business leaders to understand hiring needs and priorities.
- Develop and execute sourcing strategies for hard-to-fill roles.
- Oversee candidate experience, interview process, and offer management.
- Track and improve recruiting metrics (cost-per-hire, time-to-fill, acceptance rate).
- Collaborate on employer branding and recruitment marketing.
Qualifications
- Bachelor’s degree in HR, Business, or related field.
- 5–8 years of recruiting experience, including supervisory or lead roles.
- Strong sourcing, negotiation, stakeholder management skills.
- Familiarity with ATS, recruitment analytics, and employer branding.
Position Summary: The Director of Talent Acquisition sets the strategic direction for the recruitment function across the organization or major divisions, optimizing hiring operations and ensuring alignment with business goals.
Key Responsibilities
- Develop and implement long-term recruiting strategy in alignment with business objectives.
- Lead TA Managers or Leads and recruit for senior-level and leadership roles.
- Oversee employer branding, diversity recruiting, campus hiring, and talent pipelines.
- Manage TA budget, vendor relationships, and technology platforms.
- Drive workforce planning, hiring forecasts, and recruitment process optimization.
- Present recruiting analytics and staffing plans to executive leadership.
Qualifications
- Bachelor’s degree required; Master’s preferred or HR certifications a plus.
- 8–12 years of experience in recruitment, including team leadership.
- Proven strategic planning, budget management, and stakeholder influence.
- Deep knowledge of sourcing, employer brand, and recruitment tech.
Position Summary: The VP of Talent Acquisition provides enterprise-wide leadership for all recruitment activities, shaping talent strategy, expanding employer brand, and acting as a key advisor to the C-suite.
Key Responsibilities
- Define and lead the company’s overall talent acquisition vision and strategy.
- Build and structure global recruiting teams, including shared service and specialist functions.
- Drive employer branding, DEI hiring practices, and candidate experience at scale.
- Partner with CHRO, CFO, and business leaders on workforce planning and growth strategies.
- Oversee TA operations, budget, acquisitions/outsourcing decisions, and large-scale projects.
- Represent talent strategy in executive forums and board-level discussions.
Qualifications
- Bachelor’s required; advanced degree or senior HR certifications preferred.
- 15+ years in TA/recruiting, with significant leadership and strategic experience.
- Proven ability driving enterprise hiring at scale, influencing at executive level.
- Deep expertise in emerging recruiting strategies, employer brand, and DEI.
Total Rewards (Compensation & Benefits) Job Family: Integrated Human Resources Position Titles
The Total Rewards family combines both compensation and benefits responsibilities into an integrated strategy. Roles include Total Rewards Specialists and Analysts supporting program administration and benchmarking, and Total Rewards Managers ensuring pay and benefits remain competitive and equitable. Senior leaders, such as Directors and VPs of Total Rewards, design holistic compensation and benefits strategies that drive attraction, retention, engagement, and business alignment.
Position Summary: The Total Rewards Specialist provides administrative support for compensation and benefits programs. This role manages day-to-day tasks such as data entry, enrollments, and responding to employee questions, ensuring programs are delivered accurately and efficiently.
Key Responsibilities
- Process benefit enrollments, changes, and terminations in HR systems.
- Maintain compensation and benefits data accuracy.
- Assist with job description updates and job evaluation requests.
- Support annual open enrollment activities, including communication and employee support.
- Respond to employee questions about pay and benefits.
- Prepare routine reports on compensation and benefits data.
- Coordinate with vendors and carriers to resolve employee issues.
Qualifications
- Bachelor’s degree in HR, Business, or related field (or equivalent experience).
- 1–2 years of HR, compensation, or benefits administration experience.
- Proficiency with HRIS and Microsoft Excel.
- Strong attention to detail and organizational skills.
- Excellent communication and customer service abilities.
Position Summary: The Total Rewards Analyst supports the design, analysis, and administration of pay and benefits programs. This role ensures compliance, benchmarks programs against market data, and provides insights that inform HR and business leaders.
Key Responsibilities
- Analyze compensation and benefits data to support program decisions.
- Participate in compensation and benefits surveys and benchmark roles against market data.
- Support merit, bonus, and benefits renewal processes.
- Prepare reports on pay equity, compliance, and program effectiveness.
- Audit vendor invoices and reconcile benefits-related expenses.
- Ensure compliance with FLSA, ACA, ERISA, COBRA, HIPAA, and other regulations.
- Assist employees and managers with questions about compensation and benefits programs.
Qualifications
- Bachelor’s degree in HR, Business, Finance, or related field.
- 2–4 years of HR or experience.
- Strong data analysis and Excel skills.
- Knowledge of compensation principles and benefits compliance requirements.
- Strong communication and problem-solving skills.
Position Summary: The Total Rewards Manager develops and manages company-wide compensation and benefits programs. This role ensures programs are competitive, equitable, compliant, and aligned with business strategy, while delivering a positive employee experience.
Key Responsibilities
- Manage base pay structures, incentive plans, and benefits programs.
- Lead annual merit, bonus, and benefits renewal processes.
- Partner with vendors and brokers to evaluate and negotiate benefit offerings.
- Conduct compensation benchmarking and job evaluations.
- Ensure compliance with wage laws and benefits regulations.
- Develop communication and training materials for employees and managers.
- Provide guidance to HR partners and business leaders on compensation and benefits policies.
- Prepare reports and analytics for HR leadership and Finance.
Qualifications
- Bachelor’s degree in HR, Business, or related field.
- 5–7 years of experience in compensation, benefits, or .
- Proven experience managing compensation and benefits programs.
- Strong vendor management and project leadership skills.
- Excellent analytical, communication, and consulting skills.
- Proficiency with HRIS and benefits administration systems.
Position Summary: The Director of Total Rewards provides strategic leadership for all pay and benefits programs. This role ensures programs are competitive, cost-effective, and supportive of organizational objectives, while driving employee engagement and wellbeing.
Key Responsibilities
- Develop and implement compensation and benefits strategy.
- Lead executive compensation, incentive, and equity programs (as applicable).
- Oversee retirement and health plan design, compliance, and governance.
- Manage vendor relationships and negotiate program terms.
- Partner with Finance and senior leadership on budgeting and forecasting.
- Ensure compliance with pay equity and benefits regulations.
- Provide executive-level reporting and recommendations to leadership.
- Lead a team of compensation and benefits professionals.
Qualifications
- Bachelor’s degree required; Master’s or CCP/CEBS preferred.
- 10+ years of progressive total rewards experience, including 3+ years in leadership.
- Expertise in compensation and benefits program design and administration.
- Strong business acumen and executive presence.
- Experience managing vendors and leading large-scale initiatives.
Position Summary: The Vice President of Total Rewards defines and leads the organization’s total rewards strategy, integrating pay and benefits programs that attract, retain, and engage top talent. This executive role partners with the board and senior leadership to ensure programs align with business goals, compliance requirements, and employee needs.
Key Responsibilities
- Establish compensation and benefits philosophy and long-term strategy.
- Lead executive compensation, board reporting, and governance.
- Oversee global compensation and benefits programs, policies, and compliance.
- Partner with Finance on budget planning, cost management, and forecasting.
- Drive pay transparency, equity, and wellness initiatives.
- Monitor market trends and introduce innovative programs.
- Advise CEO, CHRO, and board on total rewards strategy.
- Build and lead a high-performing total rewards team.
Qualifications
- Bachelor’s degree required; Master’s or advanced certification strongly preferred.
- 15+ years of progressive total rewards experience, including executive leadership.
- Demonstrated expertise in both compensation and benefits strategy.
- Strong track record advising executives and boards.
- Exceptional leadership, strategic, and communication skills.
Union / Labor Relations Job Family: Labor Strategy
The Union & Labor Relations job family focuses on managing collective bargaining, grievances, and compliance in unionized environments. Labor Relations Specialists and Managers administer CBAs and support negotiations, while Directors and VPs of Labor Relations define labor strategy, represent the company in high-level negotiations, and ensure compliance with labor law. This family is essential in industries with strong union presence and complex workforce agreements.
Position Summary: The Labor Relations Specialist supports union relations by administering collective bargaining agreements (CBAs), assisting with grievances, and ensuring compliance with labor laws. This role provides day-to-day support to managers and employees in a union environment.
Key Responsibilities
- Interpret and administer collective bargaining agreements.
- Assist with grievance handling and arbitration preparation.
- Maintain accurate labor relations documentation and case files.
- Support negotiations by conducting research and data analysis.
- Provide training to managers on labor contract provisions.
- Ensure compliance with federal and state labor laws (e.g., NLRA).
Qualifications
- Bachelor’s degree in HR, Business, or Industrial Relations.
- 2–4 years of HR or labor relations experience.
- Knowledge of labor law and union practices.
- Strong communication, problem-solving, and negotiation skills.
- Ability to work with confidential and sensitive information.
Position Summary: The Labor Relations Manager oversees day-to-day union relations, working closely with union leaders, employees, and management. This role leads grievance processes, supports contract negotiations, and ensures consistent contract administration.
Key Responsibilities
- Lead grievance and arbitration processes, representing the company when needed.
- Partner with union representatives and management to resolve workplace issues.
- Support labor negotiations, including preparation of proposals and costing models.
- Ensure fair, consistent application of labor contracts across the organization.
- Provide training to HR staff and managers on labor relations practices.
- Monitor labor law developments and ensure compliance.
Qualifications
- Bachelor’s degree in Industrial Relations, HR, or related field.
- 5–7 years of HR or labor relations experience.
- Experience managing grievance, arbitration, and negotiation processes.
- Strong negotiation and conflict resolution skills.
- Thorough knowledge of labor law and union contracts.
Position Summary: The Labor Relations Director sets strategy for managing union relationships, negotiations, and compliance. This role leads a team of specialists and managers, works with senior leadership, and ensures labor practices align with business goals.
Key Responsibilities
- Develop and lead labor relations strategy for the organization.
- Oversee collective bargaining negotiations and grievance resolution.
- Serve as primary liaison with union leadership.
- Provide counsel to executives and managers on labor relations issues.
- Monitor and analyze labor relations trends, risks, and opportunities.
- Ensure compliance with labor law and collective bargaining agreements.
- Lead and develop a labor relations team.
Qualifications
- Bachelor’s degree required; Master’s in Industrial Relations or Law preferred.
- 8–12 years of labor relations experience, with leadership roles.
- Deep knowledge of CBAs, arbitration, and negotiations.
- Strong leadership, strategy, and communication skills.
- Experience advising executives and representing management in negotiations.
Position Summary: The Vice President of Labor Relations provides executive leadership for all union-related strategy, negotiations, and compliance across the organization. This role partners with the CEO, CHRO, and executive team to manage labor strategy, mitigate risks, and maintain constructive union relationships.
Key Responsibilities
- Define and lead enterprise labor relations strategy.
- Oversee collective bargaining negotiations across multiple unions or locations.
- Partner with executives and the board on union relations strategy and workforce planning.
- Build strong relationships with union leadership while protecting company interests.
- Monitor labor legislation, legal risks, and industry best practices.
- Lead labor relations staff and manage external counsel as needed.
- Represent the company in high-level negotiations, arbitrations, and hearings.
Qualifications
- Bachelor’s degree required; advanced degree in Law or Industrial Relations strongly preferred.
- 15+ years of progressive labor relations experience, including executive-level responsibility.
- Proven expertise in union negotiations, arbitration, and labor law.
- Executive presence with ability to influence at senior levels.
- Strong strategic, negotiation, and conflict resolution skills.