A Closer Look At The Different Roles in The HR Team

closer-look-at-diff-roles-in-HRGone are the days where the Human Resources role was a mere administrative function within a company. With increasingly complex employee welfare laws and the pressing need to attract and retain top talent in businesses, HR has evolved into one of the most multi-faceted careers in Singapore. Many graduates enter the HR profession as a generalist, or having progressed from an administrative role. However, moving to specialist areas in the world of human resources can be a career-enhancing move for professionals. This means taking on more specialised roles that may see their job titles and scope of work being slightly different from the typical HR professionals’. To provide an idea of the spectrum of work the HR team does, here are the descriptions of the five common Human Resources job roles in larger organisations.

1. The Recruiter

The first person that a prospective employee meets with is almost always the recruiter (who may also be the HR Executive or Manager, depending on the company). He or she will be the one conducting job interviews with the relevant Head of Department and also maintains the records of both current and prospective employees. He or she may even initiate contact via a headhunting campaign through jobs portals or referrals; phoning people and convincing them to work for the organisation.

Examples of job titles in this specialty area are Chief Talent Manager or Officer; Recruiter; Recruitment and Retention Specialist or Manager; Staffing Specialist or Manager.

2. The Administrative HR

He or she is the go-to person for anything HR-related like record-keeping, scheduling meetings, settling correspondence, making travel arrangements, filing employee’s leaves and processing the payroll and benefits. This role usually supports the HR Manager in carrying out various HR procedures. The administrative HR does the non-core HR work and is also responsible for the safety and health policies of all employees.

Examples of job titles in this specialty area are Administrative Services Specialist, Administrative Clerk or Specialist, Benefits Analyst; Compensation Specialist or Manager.

3. The HR Coordinator/Executive

As the title indicates, the HR Coordinator coordinates the work done in the team and implements the overall HR vision to the company. The job requires managing the office in terms of supplies, orderliness and keeping every employee data record detailed and up-to-date. He or she will also have to coordinate various programmes like Orientation, trainings and employee recognition programmes.

Examples of job titles in this specialty area are HR Project Coordinator, Recruiting Coordinator, Front Office Coordinator and HR Benefits Coordinator.

4. Training Managers

Trainers create and develop training programmes to effectively coach employees in technical and/or soft skills while staying within the company’s training budget. Training managers will need good communication and interpersonal skills for their job as their role is very hands-on and require lots of interaction with various employees.

Examples of job titles in this specialty area are Training Advisor or Coordinator, Professional Trainer, Development and Training Advisor, Technical Training Consultant, Training Specialist, Training & Competency Coordinator, Safety Trainer, Skills Trainer and Instructor.

5. HR Managers & Directors

In larger companies where the HR teams have different departments of their own, HR directors and managers will often supervise many departments according to their specialisation. HR directors and managers will also serve as an advisor to other members of their teams as they would have already garnered a significant amount of work experience in the HR field.

Examples of job titles in this specialty area are Office Manager, Talent Manager, Head of Compensation, Associate HR Director, Chief HR Officer (CHRO), Recruiting Manager.

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As you can see, the roles within each HR job are varied and their roles bear great responsibility. As constant challenges like employee conflict or decreasing employee retention rates surface in the workplace, it is the job of the HR professionals to step up to support the employees within the organisation.

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