HR and Recruiting Job Titles Salaries - Workology

HR and Recruiting Job Titles Salaries - Workology List of HR and Recruiting Job Titles Descriptions One of corporates biggest mysteries is that of the structure and role of team members within the HR Department. Those who work within HR and recruiting experience this every single day, but as the market for talent has increased in competition, organizations are focused heavily on the retention, development, and hiring of talent for their organization. In most organizations, this is the main responsibility of the HR department along with compliance, employment law, and administration that is typically associated with a role in human resources. We’ve put together a basic set of guidelines on  how to write an effective job description posting and template. This guide is intended to serve as a map for organizations who are establishing or expanding an HR department and for current HR leaders or aspiring ones that want to provide context and information for their peers and leadership on the roles, responsibilities, and complexities of HR. Related: HR Organization and Team Structure How Many People Should Work in Your HR Department The size of an organization and its a commitment to its culture and people largely determine the organizational structure of HR not to mention geography and leadership. Companies that are interested in determining how many people should work in HR can determine an HR to employee ratio as a guide to determining if more HR support needs to be added to the department. On a basic level, the HR to staff ratio is the number of employees/HR team members. In 2017, Bloomberg BNA found the median HR to staff ratio to be 1.4 for every 100 workers served by the HR department. This ratio has significantly increased in part due to the increased demand for talent, changes to the ACA and overtime rules. A direct link to this Bloomberg BNA survey is listed in the sources section at the end of this article. The median #HR to staff ratio is 1.4 for every 100 workers served by the #Humanresources department. #workology #hrfacts Click To Tweet List of HR and Recruiting Job Titles Descriptions This list of HR and recruiting job titles are broken down into four different areas: Administrative Roles Specialist Roles Mid-Level Leadership Senior Leadership Executive Roles Accompanying each HR and recruiting title includes a brief description of their role, the likely employment status (exempt, non-exempt, or contract) as well as other similar or interchangeable job titles. The more strategic and senior roles are listed at the bottom of this resource. Administrative and specialist roles appear at the top of this list. HR Administrative Roles HR Coordinator  A true administrative position. An HR coordinator has responsibility for filing, maintaining reports, processing payroll and typically the scheduling of interviews. HR Coordinators might plan and organize events, develop email content for newsletters and other inter-office communication within the department and the company. Their roles are focused on administration providing a valuable service to the organization in maintaining order and a system for everything. They are hourly non-exempt workers. The average pay for an HR Coordinator is $18.32 per hour. As a salaried position, the average pay for an HR Coordinator is $44,353 per year. Those in the 90th percentile make $58,000 per year and those in the 10th percentile have an income of $34,000. Related Resource: HR Coordinator Job Description  | HR Assistant Interview Questions  | HR Coordinator Interview Questions Payroll Coordinator A true administrative position that is responsible for processing and managing the payroll process. An HR coordinator is responsible for maintaining reports, payroll processing, and other employee-related expenses and programs. Often times the payroll coordinator like the HR coordinator role is the Swiss Army knife of the department filling in where needed and responsible for an ever-changing number of HR and payroll-related tasks. In some organizations, the payroll coordinator may fall under the management of operations or accounting. The average salary for a Payroll Coordinator is $46,467 per year. Those in the 90th percentile make $60,000 per year and those in the 10th percentile have an income of $35,000. Related: Payroll Coordinator Job Description    | Payroll Coordinator Interview Questions Recruiting Coordinator  A true administrative position. A recruiting coordinator has responsibility for administrative tasks within hiring including the ATS, maintaining reports, and typically the scheduling of interviews. Their roles are focused on administration providing a valuable service to the organization in maintaining order and a system specifically for recruiting and hiring. They are hourly non-exempt workers. Salary Range:  A Recruiting Coordinators compensation range in the U.S. averages 45,000. Those in the 90th percentile make $61,000 per year and those in the 10th percentile have an income of $45,000. Related: Recruiting Coordinator Job Description  | Recruiting Coordinator Interview Questions Human Resources Specialist Roles HR Specialist Typically 1-3 years of experience working in HR. Still focused on administration, payroll processing, and other administrative tasks. HR specialists can gain additional experience working on specialty projects, employee orientation, training, and pre-screen interviewing. Human Resource Specialists have a basic understanding of some employment law. They are hourly non-exempt workers and serve as a go-to resource for employees and managers alike. The average pay for a Human Resources (HR) Specialist is $49,700 per year and the average hourly rate is $18.83 per hour. Those in the 90th percentile make $73,000 per year or $25.53 an hour, and those in the 10th percentile have an income of $36,000 or $14.19 per hour. Related: HR Specialist Job Description Sourcer A sourcer is someone who searches out and finds candidates for often highly technical, specialized, and hard to fill roles within an organization by building a candidate funnel. Often times this is accomplished by using the internet to search, source, and locate candidates but can also be done using phone sourcing or other methods. Depending on the size of the organization and industry, this role might serve in phone screening or an initial qualifying call with candidates but it depends on the larger organization and department. This is often a non-exempt role and commonly a contract position. The average pay for a Technical Sourcer is $72,000 per year. Those in the 90th percentile make $99,000 per year, and those in the 10th percentile have an income of $46,000. Related: Sourcer Job Description Trainer If HR is also responsible for learning, training, and development, the role of trainer falls under the umbrella of HR. Trainers can be employee orientation leaders or those that facilitate training and development programs as well as provide specialized training and learning for certain employee groups and departments. The role and responsibilities for the trainer are dependants on the size and scope of the organization. If an organization has a separate training and LD department, this individual may be a peer to an HR manager and report directly to an HR Director or a Training Director or other learning and development leadership role. This role may be an exempt level or non-exempt level role. The average pay for a Trainer is $52,000 per year. Those in the 90th percentile make $94,000 per year, and those in the 10th percentile have an income of $30,000. Related: Corporate Training Job Description  | Corporate Training Interview Question Guide HR Generalist Typically a salary level position, these recruiting managers may or may not oversee and supervise a staff of employees. Generalists in their roles these individuals often do a bit of everything including benefits, compensation, recruiting and handling employee relations issues each and every day. The responsibilities in this role are very wide. I’ve experienced everything from location forecasting and budgeting, recruiting and interviewing, compliance to overseeing EEOC investigations and claims. HR Managers sometimes process payroll but are less administrative than coordinator or specialist roles. Often they are cross-trained in the administrative tasks for emergencies.   Salary Range: An HR Generalist’s compensation range in the U.S. averages $52,440. Those in the 90th percentile make $65,000 per year and those in the 10th percentile have an income of $40,000. Related: HR Generalist Job Description    | HR Generalist Interview Questions Recruiter A recruiter is one who specializes in the hiring and selection of open positions within an organization. This role serves as a project manager of sorts maintaining a number of open job listings or requisitions that the organization is hiring for. Recruiters may source although their role is largely managing and selecting the most qualified 3-5 candidates for an open position from job seekers who applied for a position through a companys career site and applicant tracking system. The recruiters most commonly works with candidates and hiring managers. Depending on the organization size and industry, a recruiter can specialize in a certain area, region, division such as serving as a technical recruiter, diversity, recruiter for the central region, or a sales recruiter. The position is normally an exempt level or contract role within an organization. The average salary for a Payroll Coordinator is $46,467 per year. Those in the 90th percentile make $60,000 per year and those in the 10th percentile have an income of $35,000. Related: Recruiter Job Description  | Recruiter Interview Questions Human Resource Information Specialist (HRIS) An HRIS role within HR oversees and maintains the growing number of HR and recruiting technologies used by the department. The HRIS team member is familiar with recruiting and HR processes and responsibilities but is highly technical working to maintain HR and recruiting technology systems. This role interfaces directly with the information technology or IT department sometimes falling under its umbrella. As more companies add more technologies to their existing departments, the importance of maintaining the tech, integrations, and basic administration is extremely important for HRs future success with their organization. This position is normally an exempt level or contract role within an organization. Salary Range:  A HRIS Analyst compensation range in the U.S. averages $65,000. Those in the 90th percentile make $90,000 per year and those in the 10th percentile have an income of $49,000. Related: HRIS Job Description Template   Human Resources Mid-Management Roles HR Manager Typically a salary level position, these human resource managers may or may not oversee and supervise a staff of employees. Generalists in their roles these individuals often do a bit of everything including benefits, compensation, recruiting and handling employee relations issues each and every day. The responsibilities in this role are very wide. I’ve experienced everything from location forecasting and budgeting, recruiting and interviewing, compliance to overseeing EEOC investigations and claims. HR Managers sometimes process payroll but are less administrative than coordinator or specialist roles. Often they are cross-trained in the administrative tasks for emergencies. Salary Range:  An HR Managers compensation range in the U.S. averages $57,000. Those in the 90th percentile make $79,000 per year and those in the 10th percentile have an income of $40,000. Related: Human Resource Manager Job Description  | HR Manager Interview Questions Recruiting Manager Typically a salary level position, these recruiting managers may or may not oversee and supervise a staff of employees. Recruiting managers oversee a team of recruiters, coordinators, and sourcers. They are often also responsible for hiring a number of job openings and positions depending on the size of the organization. This manager helps with budgeting, reporting, planning, and strategy for recruiting and hiring. This position is an exempt level position.   Salary Range:  A Recruiting Managers compensation range in the U.S. averages $71,000. Those in the 90th percentile make $112,000 per year and those in the 10th percentile have an income of $45,000. Related: Recruiting Manager Job Description Compensation and Benefits Manager A compensation and benefits manager focuses specifically on navigating the ever-changing world of employee benefit programs and compensation. This role is responsible for managing benefit plans including health insurance, life insurance, dental, vision, 401(k) plans, and other programs like employee assistance programs and tuition reimbursement. The compensation and benefits manager is responsible for managing employee payroll expenses including compensation plans, audits, and pay bands and position levels. This role is normally exempt level. The average pay for a Compensation and Benefits Manager is $87,236 per year.  Those in the 90th percentile make $119,000 per year and those in the 10th percentile have an income of $61,000. Related: Compensation and Benefits Manager Job Description   HR Business Partner   This role is seen less of a generalist or manager and someone who takes a more consultative role working in HR. Human resource business partners have clients within the organization they provide resources and build relationships with focusing on the missions and objectives set forth by the organization. There is much less focus on compliance and administration. An organization instead typically has an HR Services Center or central department to help provide support in the form of policy development and enforcement, benefits, and compensation. This person is seen as an operational and more strategic resource for the region or area in which they support. This is an exempt level position.   Salary Range:  A HRBPs compensation range in the U.S. averages $75,000. Those in the 90th percentile make $102,000 per year and those in the 10th percentile have an income of $53,000. Related: Human Resources Business Partner (HRBP) Job Description  | HRBP Interview Questions Employer Brand Manager   Employer Brand Managers usually have backgrounds in communications-related fields, like public relations, marketing or mass communications, or business disciplines, such as human resources, organizational development or management. The job titles in employer brand are new and are often referred to as Talent Brand or Recruitment Marketing. These jobs are recruiting-specific jobs that are responsible for digital recruiting, employer brand, and recruitment advertising activities including social media, job postings, automation, programmatic advertising, SEO, and other online recruitment subject areas.   They understand key marketing and communications concepts, and they know how to relate these to recruiting and HR strategy. Employment brand managers arent likely to be directly involved in recruiting new talent, but they help execute the strategy that makes people want to work for the company.   Salary Range:  An Employer Brand Manager has a salary range of $73,686. Those in the 90th percentile make $133,000 and those in the 10th percentile have an income of $46,000. Related: Employer Brand Manager Interview Questions Human Resources Senior Leadership Roles HR Director Often responsible for HR teams of 2 or more, human resource directors oversee a region, a number of locations or serve as the highest-ranking member of HR within the company but this is not always the case. HR Directors often are responsible for building annual budgets and often times have decision making when it comes to buying software, systems and negotiating benefits offerings for the company. Less likely to be a department of 1 than the HR Manager, their responsibilities are less compliance and policy and more focused on building relationships with executive team members and driving results for the organization focused on human capital and company. Salary Range: An HR Directors compensation range in the U.S. averages $86,000. Those in the 90th percentile make $133,000 per year and those in the 10th percentile have an income of $53,000. Related: Human Resources Director Job Description  | HR Director Interview Questions Recruiting Director The Recruiting Director is responsible for the hiring of the entire head of recruiting which is also often referred to as talent acquisition or talent attraction in some organizations. The Recruiting Director often reports to the VP of HR and serves as the senior leader focused on the hiring and recruiting process. This individual is the department decision maker responsible for budgeting, allocation, and strategy planning interfacing with senior leadership on the subject of talent acquisition and recruitment. This position is an exempt level position. The average pay for a Recruiting Director is 91,000 per year. Those in the 90th percentile make $146,000 per year, and those in the 10th percentile have an income of $52,000. Related: Recruiting Director Job Description Template VP of HR Depending on the size of the organization, the vice president of human resources often reports directly to the CEO or COO of an organization although sometimes the CHRO or chief human resource officer has this distinction. Depending on the structure and size of the organization, the VP of HR works with the executive team to discuss business objectives. They view financial documents and work to understand how the focused programs and services they offer the organization drive revenue. The VP of HR works to integrate people into the full scope of business operations evaluating how the impact of human capital benefits the overall organization. This position is heavily focused on business metrics, reporting, and analytics directly in contrast to the administrative roots of the industry. This is an exempt level position and often a key decision maker at the company. Often times this position is called the VP of People. The average pay for a Vice President of HR is $134,000 per year. Those in the 90th percentile make $193,000 per year, and those in the 10th percentile have an income of $87,000. Related: Vice President of Human Resources Job Description  | VP of HR Interview Questions Chief Diversity Officer The Chief Diversity Officer is focused solely on diversity initiatives for the organization. This position in Fortune 500 companies and those within the tech industry normally reports directly to the CEO. This individual is focused on increasing diversity and inclusion within an organization. Sometimes this role is also referred to as Vice President of Diversity and could also report directly to the CHRO depending on a companys organizational structure. This position is strategic and is an exempt level position. The average pay for a Chief Diversity Officer is $119,000 per year. Those in the 90th percentile make $202,000 per year, and those in the 10th percentile have an income of $69,000. Related: Chief Diversity Officer Job Description   Chief Human Resource Officer For larger organizations, the CHRO or Chief Human Resources Officer reports directly to the CEO. This individual is part of the executive team and often working with the board of directors and investors to provide updates, reports, and information relative to CEO performance. The CHRO is focused on the strategy people human capital and how HR programs grow revenue and the organization for the broad and often global organization and for the longer term. A number of companies are calling the CHRO role the Chief People Officer. This position is truly strategic and is an exempt level executive position. The average pay for a Chief HR Officer is $156,000 per year. Those in the 90th percentile make $249,000 per year, and those in the 10th percentile have an income of $92,000. Related: Chief Human Resource Officer Job Description   HR Job Title Resources Bloomberg BNA HR Ratio Report List of Common HR Metrics Difference Between HR Business Partner and HR List of HR Job Titles (without descriptions)

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Top mistakes people make at work that hurt their productivity

Top mix-ups individuals make at work that hurt their profitability Top mix-ups individuals make at work that hurt their efficiency There's one serious mix-up individuals make constantly: Working such a large number of hours As I report in Great at Work in a 2009 review by Harvard Business School Professor Leslie Perlow and examination partner Jessica Porter, 94% of the 1,000 experts studied worked 50 hours or progressively seven days, and an amazing 50 percent of them said they worked over 65 hours per week. In an investigation of high workers, the executives essayist Sylvia Ann Hewlett found that an entire 35 percent worked over 60 hours per week, and 10 percent worked over 80 hours every week. Working all of these extended periods possibly bodes well on the off chance that it prompts better execution. In any case, as I've encountered direct, it doesn't. From the get-go in my profession, when I worked at the Boston Consulting Group, I put in 60, 70, 80, 90-hour weeks with an end goal to make my imprint. At some point, I stood up to an awkward truth: An associate of mine was showing signs of improvement results than I was. Her examination was crisper and all the more convincing. However one night in the workplace, when I went to search for her, she wasn't there. I asked a person sitting close to her work area where she was, and he answered that she'd returned home at last. He clarified that she never worked late. She worked from 8 a.m. to 6 p.m. No evenings. No ends of the week. This partner was on to something. As my examination has appeared, execution doesn't increment in a straight manner with hours worked. Think about this outline. I broke down the connection between week after week hours worked and execution among 5,000 directors and representatives in my examination. Working longer hours improves execution, however just to a limited extent. On the off chance that you work somewhere in the range of 30 and 50 hours out of every week, including more hours the activity lifts your presentation. Be that as it may, when you're working somewhere in the range of 50 and 65 hours out of each week, the advantage of including extra hours drops off. What's more, in case you're working 65 hours or increasingly, by and large execution decreases as you heap on the hours. (Note: these are midpoints across employments and businesses. The real numbers might be distinctive in your activity, yet consider that the shape is comparative). Other exploration has recorded the equivalent rearranged U. Studying assembly line laborers at a weaponry plant in Britain in 1914, Stanford economist John Pencavel discovered that performance beat out at 64 to 67 hours out of every week, past which it started to fall. Consider his outline demonstrated as follows, and notice that it is so like mine, even those these are altogether different informational collections. Consider the significant ramifications of these findings: the entire whole reason of the world's hard working attitude that harder work compares better outcomes - is fundamentally wrong. Yes, you have to work hard (about 50 hours out of every week in my dataset), however that is totally not quite the same as saying you have to work harder than others to ascend to the top. What's the suggestion for us all? It is safe to say that you are working the correct number of hours in the week? Too much, or excessively few? You ought to really decide a number in your brain: the ideal normal number of hours out of each week to work for me is ___ . Mine is 50. At that point comes the most significant inquiry of all: how might I go through those long stretches of work better? As the top entertainers in our examination showed, it's the means by which they work - and not the amount they work - that tallied the most to help work execution. Morten T. Hansen is an administration educator at University of California, Berkeley. He is the creator of Great At Work: How Top Performers Achieve Less, Work Better and Achieve More. This segment originally showed up at Quora.

3 Job Search Strategies For Todays Economy

3 Job Search Strategies For Todays Economy Okay, things in our economy arent going so well. Though I cant look into the future to see what will happen, what I can do for you today is share three tips that will increase your odds of getting the job you want. Job Search Strategy #1: Go where the jobs are Its a wise move to read the executive job trend reports put out by my colleague, Mark Hovind, President of JobBait. I am a big fan of these monthly statistics that show you clearly what markets are growing and hiring and in what states. In an uncertain economy, go where jobs are being created. Job Search Strategy #2: Turn off the television Seriously. Turn it off. Its completely negative and all consuming. Its my personal opinion that mainstream media is anything but fair and balanced. Dont worry, you wont lose touch. In fact, you will gain precious time in your day and you will be more at peace. You can focus on those things important in your immediate world. Every day, through my sources, I am literally flooded with HUNDREDS of great job openings just from recruiters trying to find great talent (like you!) for their client companies. You wont hear THAT on the evening news! Job Search Strategy #3: Commit to at least 2 non traditional job search methods Please allow me to just be blunt. Are you between 40 and 60 years old? Then you probably are most familiar and conmfortable with traditional job search methods. You simply must take a little time to invest in learning about how you can find jobs that arent advertised. I believe I have the best guidebook in the market for this but I would rather have you buy someone elses than nothing at all. Its important because the techniques people use to find jobs that are not advertised also decrease their competition by a MILE, improve their response rate TREMENDOUSLY (which does wonders for their confidence), and often results in more job interviews, bigger offers and a shorter job search. You have much to gain and nothing to lose by learning these techniques. I promise you. Optimism in times like these is absolutely necessary to finding a job or making a career transition. Focus the same energy that drives your career success to find a new position and you will indubitably find the silver lining in the clouds of turbulent economic times.   Share this:Click to share on Twitter (Opens in new window)Click to share on Facebook (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Pinterest (Opens in new window)Click to share on Reddit (Opens in new window)