Your Guide To Choosing The Right HR Career Path

What is the HR career path?

The HR career path includes all human resources roles. HR professionals work for a company at an organizational level, hiring and managing staff. Although they are not directly responsible for employee performance, they can and should design and develop strategies that enhance overall performance. An HR professional also handles recruitment, retention, compensation, benefits, and even payroll.

HR roles start from an entry-level in all areas and go up to more senior levels. Here are some extremely common duties of HR departments:

• Attracting new talent through strategies
• Managing employee payroll and benefits
• Managing employee satisfaction and productivity
• Creating policies in almost any area relevant to the good functioning of the organization
• Implementing policies according to employment law provisions
• Managing employee development and training
• Dealing with any employee grievances

This is clearly not an exhaustive list. We will dive into all the HR roles, divided by specific criteria.

HR Management offers a wide variety of roles, each with its unique challenges and opportunities. While we will focus on the more prominent roles, it's important to remember that there are numerous other avenues to explore in the field of HR.

HR roles and positions

To better understand, we will discuss five separate categories: generalist roles, service provider roles, solution provider roles, strategic roles, and advisory roles. The list of roles we will go through is not extensive, so if you feel you do not fit into any of these positions, remember that HR Management offers many other opportunities.

Generalist roles

1. HR Generalist

The HR Generalist is one of the most varied jobs in HR and usually a mid-level position. The person's main responsibilities in this job range from hiring to handling compensation and benefits, training and development, to administrative tasks.

Needed skills to succeed as an HR Generalist:

• Great administration - the ability to manage various admin processes, such as job descriptions and company policies, payroll, leave and absences, etc.
• Employee relations - remarkable interpersonal skills to hire, onboard, and help employees perform. Plus, an HR Generalist will have to resolve conflicts between employees and hear their grievances.
• Knowledge of law, a correct understanding of current employment laws(state and federal) and policies related to hiring, compensation, employee relations, etc, and staying up to date with any change in law provisions.

2. HR Assistant

The HR Assistant is an entry-level role that carries out administrative tasks such as helping with recruitment and payroll, updating employee records, and supporting the daily operations of managers, executives, and employees.

Needed skills to succeed as an HR Assistant:

• Administration—gathering and maintaining paper and digital employee records, processing payroll, assisting with employee benefits packages and resolving issues about them, and writing reports on HR activities are some of the skills an HR Assistant should have. Note that as a payroll pro, you can have multiple levels of responsibilities: Clerk, Manager, or Senior Payroll Specialist.
• Communication - conduct a clear relationship with candidates throughout the recruitment period and then in the onboarding phase.
• Assistance - Skills that come in handy here are scheduling and conducting interviews, training programs, HR meetings and events, and handling HR managers' calendars.

3. HR Specialist

The HR specialist is commonly an entry-level professional in one specific HR area, such as recruitment, compensation and benefits, training and development, and employee relations, and is part of a bigger HR team.

Needed skills to succeed as an HRSpecialist:

• Recruitment: The person in this role should screen candidates’ applications, conduct interviews, and manage the onboarding process.
• Communication—Strong verbal and written skills among other soft skills are essential for an HR Specialist, who communicates with HR managers, hiring managers, business partners, and even customers.
• Decision-making - HR professionals must make daily decisions – from selecting which candidates to hire to evaluating training needs and developing and improving company policies.

4. Payroll Specialist

The payroll specialist is the professional in charge of ensuring each employee receives the correct compensation for the hours worked each pay cycle. Compensation refers to salaries, wages, bonuses, and deductions. The person in this position also processes payroll taxes and is responsible for the company's compliance with financial and tax laws.

Needed skills to succeed as a Payroll Specialist:

• Attention to detail - this role requires a very patient and attentive person, as compensation and payroll are very sensitive matters.
• Communication - the payroll team needs to communicate effectively to work as flawlessly as possible.
• Software literacy - these days, payroll is usually processed with digital tools, so this is a required ability. Also, the payroll specialist will be the one keeping the payroll records, ideally in a secure digital tool.
• Compliance - staying on top of all relevant local and state law provisions regarding payroll, taxes, and deductions.

Service provider roles

5. HR Administrator

The HR Administrator is an entry-level role that concentrates on employee information documentation, both physical and digital(HRIS), handling all HR data in the company. They usually work with managers, ensuring every employee's workplace is a positive and safe place. They also take care of the managers' administrative tasks to fulfill their duties.

Needed skills to succeed as an HR Administrator:

• HR administration - the person in this position needs to prepare employee contracts, job descriptions, onboarding documents, and compensation and benefits lists. Keeping the HR database up to date is also crucial.
• Research and data analysis are two important skills for an HR administrator. Conducting research and analyzing data is important for developing and improving HR policies.
• Digital proficiency - operating various recruitment tools, making background checks, or keeping track of employee holidays and sickness.

6. HR Project Manager

The HR Project Manager is the professional who organizes the HR team, plans projects, and manages training programs, budgets, time, and people. This role really benefits companies that want to succeed.

Needed skills to succeed as an HR Project Manager:

• HR management - the most important skill you need to have when working in this role because you need to do project planning, scheduling, risk management, people management, prioritizing, and delegating.
• Communication - strong verbal and written skills because all the objectives of the projects need to be clearly communicated and explained to become a success for the organization.
• Research skills - always looking for solutions to arising problems.
• Coaching - making sure the team is content and productive. An HR Project Manager will also have to offer constructive feedback, manage concerns coming from the team, and look for ways to improve collaboration between employees.

7. Benefits Manager

The Benefits Manager designs, implements, and supervises employee benefits programs. These programs include health insurance, retirement plans, wellness actions, paid time off, and other attractive perks to hire and retain exceptional talent while ensuring compliance with relevant laws. A Benefits Manager will collaborate with many departments in the company, including insurance providers and other vendors, to create the best packages for the employees. Common job roles in the benefits field include HR Benefits Coordinator, Benefits Manager, or Benefits Analyst.

Needed skills to succeed as an HR Benefits Manager:

• Benefits administration - mastery in handling a variety of employee benefits programs, understanding a lot of internal procedures, and vendor communication and management.
• Research and data analysis - Great expertise in using HRIS and other tools to collect, interpret, and submit benefits-related data for decision-making and reporting.
• Problem-solving - the person in this role needs to be able to think outside the box when problems regarding benefits arise from the employees.
• Critical thinking - it’s crucial that the benefits program goes hand in hand with the company’s overall strategic planning and goals.

Solution provider roles

8. Organizational Development (OD) Specialist

The organizational development (OD) specialist examines the company's current working style and recommends improvements for all departments to enhance overall operational efficiency and boost potential. In today’s HR world, this is a very sought-after role because the specialist's primary goal is to help the organization grow and improve.

Needed skills to succeed as an Organizational Development Specialist:

• Software literacy - the person working as an OD Specialist should be experienced in various software applications meant to streamline all kinds of processes and reduce minor repetitive tasks.
• Training—The professional in this role must introduce and explain new technology to the employees. The person will also need strong communication and leadership skills to collaborate with HR, aiming to increase productivity. This professional is also a workshop facilitator.
• Data analysis and offering recommendations - collecting data, interpreting and analyzing the results in all needed areas.
• Business insight - The OD Specialist should analyze the company’s culture to detect possible improvements. To have an impact, it is important to understand many areas, such as marketing, sales, finances, recruitment, and analytics.

9. Talent Acquisition Specialist

The talent acquisition specialist identifies talented and suitable candidates for specific roles within the company, particularly specialist positions that require major talent or skills. They oversee the full recruitment process: sourcing, attracting, interviewing, hiring, and onboarding employees. They also focus on existing employees and ensure they are happy with their jobs.

Needed skills to succeed as a Talent Acquisition Specialist:

• Knowledge of HR tools - the person in this position should know how to operate core HR systems, such as recruitment tools or other tools that support applicant tracking.
• Analytical skills - assessing factors such as recruitment costs, retention rates, and performance rates to search for the best candidates.
• Talent and performance management - should be great at evaluating candidates’ skills and competencies to match them to the needed vacant positions. Another needed skill is predicting the candidate’s potential for performance improvement and growth within the organization.
• Diversity, Equity, Inclusion, and Belonging At Work(DEIB) and Workplace Culture—The talent acquisition specialist will need to ensure potential new employees are a good fit for the company’s culture, mission, and vision. Another of their responsibilities is maintaining an inclusive, diverse, and compliant workplace.

10. Talent Manager

The Talent Manager is an experienced individual who is in charge of pinpointing talent gaps in the organization, helping employees improve their skills, and creating a positive work environment for everyone. The person in this role loves working with people.

Needed skills to succeed as a Talent Manager:

• A great role in creating strategy - Creating a recruitment plan (which executives will approve) that aligns with the business’s goals. Monitoring the labor market and planning for the organization's growth through employees.
• Developing talent - Collaborating with existing employees to discover gaps in knowledge or skills and creating learning possibilities to develop current talent to meet the company's long-term strategy.

11. HR Manager

The HR Manager supervises the company’s HR department and ensures all operations regarding recruitment, compensation and benefits, learning and development, labor relations, and others are effectively handled. Other crucial responsibilities include designing and implementing HR strategies, managing the HR budget, reporting on HR metrics, and supporting higher management.

Needed skills to succeed as an HR Manager:

• Strong leadership - manage and motivate an HR team, support managers, and offer guidance regarding employee issues, such as termination, disciplinary actions, or performance management.
• Strategic thinking - ensure the HR strategies are on the same page as the company’s long-term goals.
• Compliance - stay current on changes in law and regulations and amend internal regulations to remain compliant.
• Business insight - understanding operational and financial objectives and offering support to executives, which helps the organization grow.

Strategic roles

12. Director Total Rewards

The director of total rewards is in charge of developing and implementing the organization's reward strategy. The goal is to create an enticing compensation and benefits package to attract and retain top talent.

Needed skills to succeed as director of total rewards:

• Leadership skills - the person in this role will manage a team and should create a positive work environment and be able to motivate the team.
• Strong verbal and written communication skills are essential for presenting key information to employees and managers.
• Data analysis - using specialized tools to analyze and assess data on employee compensation, benefits, and costs to come up with an adequate rewards program.

13. Chief Human Resources Officer(CHRO)

The CHRO is an organization’s HR and culture leader and part of the executive team. Depending on the industry and size of the company, this role can have various names, such as Head of People, Head of Talent, Chief People Officer, or VP of HR. Their main focus is to ensure that the HR strategy is in sync with the organization's overall business strategy.

Needed skills to succeed as a CHRO:

• Strategic planning - designing and applying an efficient HR strategy in complete coordination with the company’s overall mission and values.
• Cultural awareness - creating a diverse, inclusive, and positive organizational culture to foster a desirable workplace for everyone.
• Data management - Managing HR software and tools and analyzing data to spot tendencies and propose changes to help meet organizational targets.

14. HR Director

Usually, the HR Director is the former CHRO, and he is in charge of managing the whole HR staff and the HR policies, processes, and activities. The person in this role will advise the high executives or the board about the implications the HR strategies have on the business's success.

Needed skills to succeed as an HR Director:

• HR proficiency - substantial knowledge of HR principles, policies, and good practices, including HR laws, recruitment, retention, HR software, compensation and benefits, and employee relations.
• Cross-cultural savvy - collaborating effectively with people from different cultural backgrounds and adapting HR policies when needed to foster an inclusive work environment.
• Strategic thinking is essential in this role, as the HR strategy depends on the business's overall success.

Advisory roles

15. HR Business Partner

The HR Business Partner (HRBP) is a strategic intermediary between HR and the business. Depending on the size of the company, it can be a mid-level or senior role. The person in this role is responsible for hiring, basic HR administration, compensation and benefits, etc. They also advise high executives about policies, practices, and processes.

Needed skills to succeed as an HR Business Partner:

• Business awareness - a great understanding of finance, sales, and business operations is crucial to aligning the HR strategies with the organization's overall mission statement.
• Great collaborator - establish secure relationships with people across the company, including executives, managers, and employees, to support HR actions, communicate effectively, and present data clearly and briefly.
• Change management: The professional in this role must handle all change initiatives, communicate them, and respond to all inquiries.

16. HR Consultant

The HR Consultant can be a generalist with various HR duties or a specialized professional in one area. Their main role is recruiting, training, and supporting employees. They may be part of a team or work independently.

Needed skills to succeed as an HR Consultant:

• Employee relations: Assist employees in disputes, offer development training, and communicate with both employees and managers.
• HR training—Since this can be a temporary role, the person in this position could have the sole target of training other people to improve their HR practices.
• Data analysis skills: Identify patterns that may cause changes and devise solutions, such as in retention or employee management software.

How to start a career in HR?

There are several ways to become an HR professional, from education, volunteering, gaining experience, and mentoring.

Here are some essential steps to consider:

• Earn a qualification: While gaining a degree is not a mandatory step to entering the HR world, it will allow you to qualify for jobs with formal education requirements and enhance your resume.

• Obtain a certification: Another option is to get an online certification after completing an HR course. Make sure you choose the course that best fits your path.

• Gain experience by working: Once you’ve entered the HR world, don't settle for small projects. Always look for opportunities to work with and learn from senior HR professionals. This will help you develop your HR skills faster and obtain new ones, advancing your career path.

• Be part of a network: Look for HR events you can attend, even online ones, and join various HR groups. It’s a great way to learn new things, ask questions, and discover new potential jobs.

• Find a mentor: The experience and skills of a mentor can benefit anyone in any industry. If you have a hard time finding one in your organization, you could look for one through a networking group.

• Never stop learning: Change is inevitable, so keep up with the latest technology, the law, and emerging trends. Read industry magazines, articles written by experienced professionals, and even newsletters.

How do you advance in your HR career?

Advancing in your HR path is very similar to the case when you start your career. You need the same factors. An entry-level HR position commonly requires just a bachelor’s degree, but getting a promotion after promotion implies that you get a higher education and gain experience on the job. Make a point of being proactive and surround yourself with people who can help you improve daily. For this purpose, you should:

• Find a mentor - It’s important to learn from others, and it would be nice to be mentored by someone in your company.
• Join HR organizations - it’s a great opportunity to meet HR professionals, learn about new job positions, and pursue courses in your desired HR field.
• Network - experienced professionals and your peers can be of great help, so make sure you connect with them, share knowledge, and create relationships. Don't heasitate to follow some HR influencers, and add value frequently to their posts. Joining even Facebook groups specializared on Human Resources, and engage frequently will help you expand your network.
• Get a higher education - a wide range of schools offer education, depending on the HR area you want to specialize in. Some universities offer even online programs, so it’s convenient in many ways.

Final thoughts

Having a clear understanding of the potential career path in HR will allow you to choose correctly and constantly develop the skills you need while you advance. Remember, your desired and ideal job can be achieved.

Regardless of the specific HR field you want to work in, you can succeed if you have core skills and abilities that will drive your success.