15 Job Titles for Human Resources: A Comprehensive HR Job List
Whether you’re new to HR or looking for more opportunities to develop your HR career, it’s always good to know the various job titles for human resources.
In this article, we will describe some of the most common job titles for HR, including the salary range for each role and what you need to do to get there.
What is HR?
Job titles for Human Resources
Determine your HR career path
What is HR?
The Human Resources department enables an organization to succeed by taking care of its most valuable asset — its people. HR professionals are involved in recruitment, performance management, learning and development, and much more.
HR is a field that is growing at a staggering pace. As of 2022, the total Human Resources & Benefits Administration market size in the US has reached $87.3 billion.
With HR jobs predicted to grow by 10% by 2030, there are endless possibilities for anyone looking to develop their HR career further. Below, we will summarize some common and fast-growing HR job titles. The various HR job titles are far-ranging, and there are various career paths you could take as you grow in HR. If you are interested in mapping out your future career, head on over to our HR Career Map!
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Job titles for Human Resources
1. HR Specialist
An HR Specialist is someone who performs specific HR functions like recruitment, training and development, compensation and benefits, or employee relations.
It is common for an HR Specialist to be involved in recruitment and employment, training and development, and employee relations. A successful HR Specialist should be detail-oriented, data-driven, and ethical. They should have knowledge of different areas of HR and possess core skills such as conflict management, communication, and people advocacy.
The average HR Specialist’s salary falls between $21,000 to $87,000.
How to become an HR Specialist
Consider getting a Bachelor’s degree in Human Resources or Business Management. If you don’t have the opportunity, you can also enroll in certificate programs from SHRM or AIHR to gain the necessary credentials and skills.
2. HR Coordinator
The HR Coordinator may manage the entire employee lifecycle in small to medium-sized companies. In larger organizations, the HR Coordinator is more specialized, focusing on specific areas of HR such as recruitment, benefits administration, or employee relations. This role requires excellent communication skills, attention to detail, and the ability to multitask and prioritize tasks effectively.
The HR Coordinator’s salary range typically falls between $41,610 and $60,158.
How to become an HR Coordinator
You may need a bachelor’s degree in Human Resources, Business Administration, or a related field. However, more and more employers are considering candidates with equivalent experience or education instead of a degree.
Additionally, certifications in Human Resources, such as a Learning and Development Certificate Program or an Organizational Development Certificate Program, will be very beneficial for demonstrating your HR knowledge and expertise.
3. HR Analyst
An HR Analyst collects, analyzes, and reports HR data to provide recommendations to senior management on people-related issues. They also assist HR leadership in staffing issues or facilitating the implementation of new initiatives.
To succeed, they need to have data analysis skills and proficiency with MS Excel. They also should be familiar with HRIS systems and tools such as Tableau, PowerBI, SAP, etc. On top of that, an HR Analyst needs to have soft skills such as business acumen, communication and consulting skills, relationship management skills, and HR expertise.
An HR Analyst can expect to earn between $51,000 and $68,000.
How to become an HR Analyst
You will usually need a background in HRM or industrial and organizational psychology. Companies will also look at those with economics, statistics, or analytics backgrounds.
Beyond formal education, you can consider increasing your data analysis expertise by enrolling in courses and programs, such as AIHR’s People Analytics Certificate Program, or HR Metrics & Dashboarding Certificate Program.
4. HR Manager
The HR Manager is someone who leads and directs the functions of the HR department. The HR Manager is also called the Senior HR Business Partner at larger organizations.
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The work of an HR Manager includes hiring and onboarding new employees, creating and enforcing company policies, and developing training programs. An HR Manager will need domain expertise in HR, along with soft skills such as critical and strategic thinking, business acumen, leadership skill, and problem-solving ability.
The average salary of an HR Manager ranges from $67,000 to $82,000.
How to become an HR Manager
A Bachelor’s degree in Human Resources or related fields is often the standard requirement for this role. You will also need to have proven experience in HR management.
To increase your HRM knowledge and expertise, you can sign up for certificate programs like AIHR’s Strategic HR Leadership Certificate Program or HR Business Partner 2.0 Program.
5. Talent Acquisition Specialist
The Talent Acquisition Specialist is an expert in finding, screening, and attracting applicants who meet the demands of the organization and the employees. They own the entire recruiting cycle.
The duties of a TA Specialist will include preparing job descriptions, sourcing, and screening candidates, arranging interviews, advising hiring managers, handling onboarding, etc. This role requires industry expertise, a solid understanding of employment laws, and experience with Applicant Tracking Systems. The TA Specialist also needs to be data-driven, have good communication skills, and be able to build relationships.
The annual salary of a TA Specialist falls between $60,000 and $73,000.
How to become a Talent Acquisition Specialist
This role usually requires a Bachelor’s in Human Resources, Business, or a related field. Like many other HR roles, organizations will also accept equivalent work experience or certifications instead of a degree. As such, you can consider signing up for courses such as AIHR’s Talent Acquisition Certificate Program to increase your knowledge and expertise!
6. DEIB Officer
The Diversity, Equity, Inclusion, and Belonging (DEIB) Officer works to promote equality and reduce discrimination in the workplace. They help ensure equal treatment and access to services across the organization, and develop the company culture and policies to increase employees’ sense of belonging and inclusion.
To succeed in this role, you must have the skills to drive culture and wellbeing, navigate change, engage people, and consult business leaders on DEIB-related matters. You also need empathy, emotional intelligence, and a commitment to promoting diversity and inclusion.
The salary of a DEIB Officer typically falls between $46,000 and $57,000.
How to become a DEIB Officer
Organizations often look for professionals with a Bachelor’s in Human Resources, Business Administration, or related fields. Some companies might even require a Master’s degree. You can also consider getting professional certifications in DEI, such as AIHR’s Diversity, Equity, Inclusion, and Belonging Certificate Program.
7. Comp & Ben Specialist
The Compensation and Benefits Specialist is responsible for managing employee compensation. Their responsibilities include developing C&B initiatives, analyzing C&B market trends, and assisting HRBPs and managers in Comp & Ben-related issues.
This role requires knowledge of benefits and rewards, the labor market, organizational design, and performance management. The C&B Specialist also needs to be analytical, detail-oriented, and able to engage employees.
A C&B Specialist is paid between $48,000 and $59,000 a year.
How to become a C&B Specialist
Like many other HR roles, you often need a Bachelor’s in Human Resources or a related field to become a Compensation and Benefits Specialist. However, if you don’t have the opportunity to pursue a degree, getting a certification is also a good option to increase your expertise. For example, AIHR offers a Compensation & Benefits Certificate Program.
8. HR Data Scientist
The HR Data Scientist applies statistical theory and methods to collect, analyze, and summarize HR data. They use these data to make predictions and provide business leaders with actionable recommendations on people-related issues.
A successful HR Data Scientist needs to be data-driven and goal-oriented. They should also have a deep understanding of data analysis techniques, be able to work with various databases and data warehouses, and have a good command of programs such as MS Excel, Tableau, or PowerBI.
The annual salary of an HR Data Scientist can range from $93,000 to $114,000.
How to become an HR Data Scientist
This role often requires at least a Bachelor’s in data science, statistics, computer science, or a related field. Many organizations prefer candidates with a Master’s degree. You will also need relevant work experience in data analysis, modeling, and visualization.
Getting certified in People Analytics is also a good idea to demonstrate your HR knowledge. You can consider programs such as AIHR’s People Analytics Certificate Program, or HR Metrics & Dashboarding Certificate Program.
9. Learning & Development Manager
The Learning and Development (L&D) Manager oversees the training and professional development of all the employees in an organization.
The work of an L&D Manager includes developing and implementing learning strategies, designing various training programs, assessing training success, and managing the development of the HR team. Beyond L&D expertise, this role requires excellent communication skills, business acumen, interpersonal skills, and technological proficiency.
The annual salary of an L&D manager is between $79,000 and $97,000.
How to become an L&D Manager
Most organizations will require a Bachelor’s in HR, psychology, education, business, or a related field. Certification is not a must-have for this role, but it is an excellent way to show your expertise. For example, you can consider AIHR’s Learning and Development Certificate Program.
10. Head of Digital HR
The Head of Digital HR is responsible for designing, implementing, and adopting digital HR platforms and solutions. They drive HR’s digital transformation to improve HR processes and employee experiences and provide the business with new digital solutions to achieve its goals.
This role requires strong digital expertise and in-depth knowledge of HR. The Head of Digital HR must also have good communication and leadership skills, and excellent business acumen.
The Head of Digital HR is usually paid between $102,000 and $125,000.
How to become a Head of Digital HR
To take on this role, you will need a Bachelor’s or Masters in Digital Marketing, Information Technology, Human Resources Management, or a related field. You will also need experience leading digital projects, managing teams, and implementing digital strategies.
You can also consider enrolling in programs such as AIHR’s Strategic HR Leadership Certificate Program or Digital HR 2.0 Certificate Program to increase your expertise and strengthen your profile.
11. HR Generalist
The HR Generalist typically works in a growing company and is responsible for various HR functions such as hiring, compensation and benefits, and HR administration.
In an HR business partnering model, the HR Generalist assists HRBPs in partnering with executives. Where there are no HRBPs, the HR Generalist works directly with business leaders and takes on greater ownership. To excel in this role, they must have excellent business acumen, be data-driven, advocate for employees, have risk management skills, and understand labor relations.
The HR Generalist’s salary typically falls between $53,000 and $73,000.
How to become an HR Generalist
You will need a Bachelor’s degree in Human Resources, Business Administration, or a related field. However, in place of formal education, organizations are also looking at candidates with equivalent experience and certifications, such as AIHR’s HR Generalist Certificate Program.
12. Chief Talent Officer
Also known as Head of Talent, the Chief Talent Officer oversees the talent acquisition strategy of an organization, particularly for senior roles. They manage talent supply and demand end-to-end based on an organization’s needs and workforce planning.
A successful Chief Talent Officer must have an in-depth understanding of talent acquisition and development. They also need to think strategically, have leadership and communication skills, be data-driven, and be adaptable.
The annual salary of a Chief Talent Officer is between $116,000 and $142,000.
How to become a Chief Talent Officer
Organizations usually look for candidates with a Bachelor’s or Master’s in HRM, Business Management, or a related field. You will also need at least 10 years of experience in Talent Management or HR, with at least 5 years in a leadership role.
In addition to this, most Chief Talent Officers have HR certifications. You can consider AIHR’s Strategic HR Leadership Certificate Program to become certified.
13. HR Business Partner
The HR Business Partner (HRBP) is the strategic liaison between HR and the business. They work directly with line managers to help the organization hit its strategic goals. They also consult the company on implementing HR policies, practices, and processes.
This role requires business acumen, strategic thinking, change management, and talent management skills. A successful HRBP also needs to be a great communicator and collaborator and be adept at building relationships.
The salary of an HRBP ranges from $73,000 to $89,000.
How to become an HR Business Partner
You will usually need a Bachelor’s or a Master’s in an HR-related field, Organizational Studies, or Business Management. You can also consider getting an HR Business Partner certification to stand out from other candidates.
14. CHRO (Chief People Officer)
The CHRO, or Chief People Officer, is an organization’s HR and culture leader. They are an executive team member known by other names such as Chief of Talent or Culture, or VP of HR.
Their responsibilities include:
- Leading the strategic function of HR as a department
- Ensures the HR strategy aligns with the business strategy
- Champion an inclusive and welcoming organizational culture
The CHRO requires business acumen, data literacy, digital proficiency, and people advocacy. They also need leadership skills, problem-solving ability, and emotional intelligence.
The annual salary of a CHRO falls between $145,000 and $177,000.
How to become a CHRO
You will need at least a Bachelor’s in an HR-related field, although a Master’s is often preferred. Organizations also look for candidates with at least 15 years of experience in HR leadership roles, including 5 years in a senior executive position. Getting certified is also an excellent way to boost your CV. For example, you can consider AIHR’s Strategic HR Leadership Certificate Program.
15. Chief Wellness Officer
The Chief Wellness Officer takes care of the overall physical, mental, and emotional wellbeing of the employees of an organization.
The work of a Chief Wellness Officer includes developing wellbeing programs, creating a workplace wellness culture, and communicating the importance of wellbeing. A successful Chief Wellness Officer should possess leadership, marketing, and communication skills. They also need to have a strong understanding of health and wellness practices.
The salary of a Chief Wellness Officer falls between $68,600 and $187,200.
How to become a Chief Wellness Officer
Organizations look for candidates with a Bachelor’s in psychology, social work, exercise science, nutrition, or other health-related field. You will also need 10 to 15 years of HR experience and at least 5 years in a wellness or mental health field.
Determine your HR career path
Knowing HR job titles is only the beginning. The next step is mapping out your HR career path. There are a multitude of career paths you can consider to achieve your personal and professional goals. Careers nowadays are no longer just a series of stepping stones leading up to the highest point of success. Each role you take on is a meaningful experience that helps you develop your knowledge and skills.
This means the modern HR professional need to have more than just in-depth knowledge of HR specialization. To succeed, you must also understand how the business operates, analyze data, be proficient with technology, and advocate for your employees.
Given how fast technology develops, it’s only a matter of time before more repetitive and less complex jobs will be automated. Although this might sound like a bleak prediction for the future of HR jobs, this also brings with it great opportunities to gain new competencies and move into more strategic roles.
This requires you to be intentional about mapping your career path, which depends on your ambitions, interests, and skills. AIHR has developed a handy HR Career Map tool to help you identify the skills you need to gain and the roles you need to take on to achieve your goal.
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