HR Generalist
Administers human resources policies and procedures. May require a Bachelors Degree and 1-­3 years of experience.
HR Manager
Designs, plans, and implements human resources programs and policies including staffing, compensation, benefits, visa/green card processing, employee relations, training, and health and safety programs. Typically requires a Bachelors Degree and at least 5-­7 years of experience.
HR Director
Directs activities relating to personnel rules and regulations, staffing, employee education and training, management development, labor relations, affirmative action, workers compensation administration, benefits administration, and salary administration. Prepares budget of human resources operations. May contract with outside suppliers to provide employee services. Often manages multiple department managers including compensation, benefits, general HR, employee relations, HRIS, etc. Typically requires a Bachelors Degree and at least 10 years of experience.
VP of HR
Plans, develops, establishes, implements, and administers the personnel and human resources management function in accordance with objectives of organization. Directs staff personnel who assist in identifying, evaluating, and resolving human relations and work performance problems. Typically reports to the Chief Executive Officer. Functions may include safety and health and security. May have responsibility for labor contract negotiations. Typically requires a Masters Degree and at least 15 years of experience.
Compensation Analyst
Responsible for administering company compensation programs. Evaluates and analyzes salary data, determines pay grades, and conducts or participates in compensation surveys. Typically requires a Bachelors Degree and 1-­3 years of experience.
Benefits Analyst Senior
Researches, analyzes, evaluates, and administers corporate benefit plans and programs. Monitors benefit trends in the business environment and must stay abreast of applicable benefits legislation. 2-­4 years experience.
Benefits Manager
Designs, plans, and implements corporate benefits programs, policies, and procedures. Responsible for ensuring programs meet employee needs, comply with legal requirements, and are cost effective. Typically requires a Bachelors Degree and at least 7 years of experience.
HRIS Analyst
Evaluates, analyzes, designs, and maintains company Human Resources Information Systems. Assists in identifying software products to fulfill new HR needs. Makes alterations to existing programs to gather and report data as necessary. May require a Bachelors Degree and 0-­2 years of experience.
HRIS Analyst Senior
Develops, implements, and modifies system requirements. Maintains internal database files and tables, and develops custom reports. Identifies training needs of end users and develops and provides the necessary training. Typically requires a Bachelors Degree and at least 5 years of experience.
HRIS Manager
Manages and oversees an organization’s HRIS program. Consults with managerial and systems analysis personnel to clarify program intent, identify problems, suggest changes, and determine extent of programming and costs involved. Typically requires a Bachelors or Masters Degree with at least 10 years of experience.
Trainer
Responsible for designing and conducting company training programs for new employees during the orientation period. Conducts career development training for employees in addition to monitoring the effectiveness of training on employees. Typically requires a Bachelors Degree and 1-­3 years of experience.
Compensation Analyst Senior
Consults with management to determine type, scope, and purpose of wage analyses. Studies current organizational wage and salary data, and compiles reports, organization and flowcharts, and other information. Collects and analyzes occupational data, such as physical, mental, and training requirements of jobs and workers and develops written summaries, such as job descriptions, job specifications, and lines of career movement. Audits and recommends changes to salary structures and position classifications. Utilizes developed occupational data to evaluate or improve methods and techniques for recruiting, selecting, promoting, evaluating, and training workers, and administration of related personnel programs. Reviews wage and salary adjustments for conformance to policy. May observe jobs and interview workers and supervisory personnel to determine job and worker requirements. Typically requires a Bachelors Degree and 3-­5 years of experience.
Compensation Manager
Prepares and approves incentives and executive compensation. Analyzes company compensation policies, government regulations concerning payment of minimum wages and overtime pay, prevailing rates in similar organizations and industries, and agreements with labor unions, in order to comply with legal requirements and to establish competitive rates designed to attract, retain, and motivate employees. Approves merit increases permitted within budgetary limits and according to pay policies. Typically requires a Bachelors Degree and 7+ years of experience.
Compensation Director
Directs the planning, development, and implementation of direct pay including wage, salary, incentive, and executive compensation. Plans, designs, implements, maintains, and administers compensation programs. Typically reports to Human Resources Top Officer. Typically requires Masters Degree and/or a CCP (certified compensation professional) designation and 10+ years experience.
Benefits Administrator
Administers company benefits programs and functions as a liaison between vendors and employees. Compiles and maintains benefits records. 1-­2 years experience.
Training Supervisor
Designs, plans, and implements corporate training programs, policies, and procedures. Researches new training techniques and suggests enhancements to existing training programs. Contracts with vendors for employee participation in outside training programs. Requires a Bachelors Degree and at least 5 years of experience. Training Manager
Manages the activities related to various training and educational programs for an organization. Assesses and identifies individual or group training needs, and administers plans, procedures, and programs to meet training needs. Prepares a variety of training aids and materials. Prepares and approves budgets and travel plans. Typically requires a Bachelors or Masters Degree and at least 10 years of experience.
Internal Recruiter
Responsible for processes associated with employee talent acquisition including sourcing, interviewing, reference checking, managing the offer stage and new employee orientation. Processes change of employee status. May require a Bachelors Degree and 0-­2 years of experience.
Internal Recruiter Senior
Responsible for interview and selection process for job applicants up to executive level. May conduct or arrange for skills, intelligence, or psychological testing of applicants. Performs exit interviews. Typically requires a Bachelors Degree and at least 4 years of experience.
Internal Recruiting Manager
Responsible for developing and implementing strategic recruitment and employment programs while supervising a staff of recruiters and support personnel. Works with management to ensure timely understanding of current and future workforce needs and implements improvements to staffing processes. Typically requires a Bachelors Degree and at least 7 years of experience.