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Create Your HR Career Path

HR Career Map

Explore the career map to discover which roles you might be interested in as a next step in your career.

Select role on the map to view more details >>

Your Career Path
  • 1. Select your current role on the career map
  • 2. Select your desired next role
  • 3. Complete your career path
  • 4. Click the button to get valuable career insights (projected salary increase + timeline)
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Assessment
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Identify your skills gap by completing the T-Shaped HR Assessment and analyzing how you score across the 4 key-HR competencies.

Industrial Relations Executive

Industrial Relations Executive

Average annual salary: $70,000-$85,000

Work experience: 6-12 years

HR role family: Strategist

The Employee Relations Executive directs an organization’s employee relations programs, policies, and procedures. They manage the activities of and services provided by the Employee Relations team or department.

Key responsibilities

  • Contribute to setting the global IR/ER strategy and lead its implementation
  • Support the country HRBPs managing relationships with unions & ensuring consistency with its core business values and alignment with the global approach
  • Mentor and train country managers and HRBPs on effective employee relation strategies, particularly in difficult situations

Skills/Competency profile

Skills
  • Labour Relations Management
  • Employee Relationship Management
  • Risk Management
  • Employee Communication Management
  • Performance Management
Competencies
  • Context Interpretation
  • Strategy Co-Creation
  • Analytics Translation
  • Ethics and Risk Custodian
  • Communication & Change Navigator
Benefits Manager

Benefits Manager

Average annual salary: $80,000-$97,000

Work experience: 3-7 years

HR role family: Service champion

The Benefits Manager develops, executes, and maintains benefits programs, policies, and procedures for the organization. Their responsibility is to ensure that benefits programs address the needs of the employees, comply with legal requirements, and are cost effective.

Key responsibilities

  • Provides counsel to employees on benefits-related issues to ensure they are equipped with the necessary knowledge
  • Designs new and improves existing benefits programs to ensure the organization can compete with its competitors in recruiting and retaining talent
  • Ensures the benefits programs meet the needs of the organization and maintain compliance with state/national laws and regulations

Skills/Competency profile

Skills
  • Benefits Management
  • HR Practice Implementation
  • Data Governance
  • HR Analytics and Insights
  • HR Policies and Procedure Development
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
Industrial Relations Specialist

Industrial Relations Specialist

Average annual salary: $59,000-$72,000

Work experience: 4-7 years

HR role family: Solution architect

The Employee Relations Specialist works closely with unions and employee representatives to create and deliver people practices that develop and maintain positive working relationships between an organization and its people

Key responsibilities

  • Provides counsel to workers regarding company and governmental policies, regulations, and procedures
  • Ensures suitable working environment conducive to employees’ performance and well-being
  • Consults with the organization on labour laws and applicable legislation

Skills/Competency profile

Skills
  • Labour Relations Management
  • HR Policies and Procedure Development
  • HR Practice Implementation
  • Risk Management
  • Involuntary Exit Management
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Head of Talent (TA)

Head of Talent (TA)

Average annual salary: $116,000-$142,000

Work experience: 6-12 years

HR role family: Solution architect

Responsible for the end to end management of talent supply and demand in alignment with organizational talent requirements and workforce planning

Key responsibilities

  • Improves recruitment and business performance by creating and implementing an efficient talent acquisition strategy that addresses the needs of the organization
  • Optimizes the talent acquisition and development process by managing and maintaining a highly skilled and diverse team
  • Future-proofs the organization’s talent acquisition effort using workforce planning and resource forecasting

Skills/Competency profile

Skills
  • Executive Recruitment
  • HR Practice Implementation
  • HR Strategy Formulation
  • Strategic Workforce Planning
  • Stakeholder Management
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Training Facilitators

Training Facilitators

Average annual salary: $49,000-$60,000

Work experience: 1-3 years

HR role family: Solution architect

The Facilitator is responsible for designing, developing, and implementing agreed training programs. They manage the training sessions of employees, including outlining training objectives, preparing the facility and resources, and ensuring all participants are present.

Key responsibilities

  • Schedule and facilitate a variety of programs ranging from one hour to multi-day programs conducted in a classroom or online learning environment which may include skill development training, professional development, management & leadership training programs
  • Support the development of new training and or evolve existing training offerings as well as delivering existing materials and add context/content/background to delivery of courses
  • Work with subject matter experts, instructional design teams, talent consultants and training specialists to deliver programs that support business capability for the organization

Skills/Competency profile

Skills
  • Learning and Development Management
  • Learning Needs Analysis
  • Leadership Development
  • Stakeholder Management
  • HR Practice Implementation
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Chief Diversity Officer

Chief Diversity Officer

Average annual salary: $117,000-$143,000

Work experience: 12+ years

HR role family: Strategist

The Chief Diversity Officer is the executive-level diversity and inclusion strategist of an organization. They are responsible for optimizing organizational culture, aligning diversity and inclusion goals with business goals, and responding to external changes or policies that affect the organization’s culture and employees

Key responsibilities

  • Fosters a diverse and welcoming workplace at all levels of the organization through the development of company-wide diversity and inclusion programs
  • Constantly improves the company’s talent pipelines and recruitment practices to increase candidate diversity
  • Utilizes data analytics to highlight the positive impact of diversity and inclusion programs to the executive team

Skills/Competency profile

Skills
  • DEIB Management
  • HR Advisory
  • HR Strategy Formulation
  • Networking
  • Change Management
Competencies
  • Context Interpretation
  • Strategy Co-Creation
  • Analytics Translation
  • Ethics and Risk Custodian
  • Communication & Change Navigator
Chief People Officer (CHRO)

Chief People Officer (CHRO)

Average annual salary: $145,000-$177,000

Work experience: 12+ years

HR role family: Strategist

The Chief Human Resources Officer, CHRO for short, is the HR and culture leader of an organization. They are a member of the executive team within the company and are also known as Chief People Officer (CPO), Chief of Talent or Culture, or VP of HR

Key responsibilities

  • Oversees the strategic and cohesive function of the HR department as a team
  • Acts as a key strategic partner to the organization to ensures the HR strategy align with the business strategy
  • Champions an organizational culture that is inclusive and diverse to create a workplace where every employee feels welcomed, valued, and respected

Skills/Competency profile

Skills
  • Business Strategy Development
  • HR Strategy Formulation
  • Stakeholder Management
  • HR Advisory
  • HR Governance
Competencies
  • Context Interpretation
  • Strategy Co-Creation
  • Analytics Translation
  • Ethics and Risk Custodian
  • Communication & Change Navigator
Recruitment Consultant

Recruitment Consultant

Average annual salary: $47,000-$57,000

Work experience: 1-3 years

HR role family: Solution architect

The recruiter is an expert in finding, screening, and attracting qualified applicants that meet the demands of both the organization and the employees throughout the hiring process. They own the end-to-end process of talent acquisition.

Key responsibilities

  • Obtains a strong understanding of the talent requirements to align their organizational culture with the professional ambitions of the candidates
  • Helps an organization thrive by attracting the right candidates per the need of the client
  • Advises the business on the most appropriate solution for acquiring candidates and maintaining a candidate database

Skills/Competency profile

Skills
  • Recruitment Channel Management
  • Selection
  • Networking
  • Stakeholder Management
  • HR Practice Implementation
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
OD Head

OD Head

Average annual salary: $104,000-$127,000

Work experience: 6 - 12 years

HR role family: Solution architect

The Head of Organizational Development is responsible for managing and supporting the assessment of organizational needs, and designing, implementing, and evaluating interventions that optimize the effectiveness professional development programs of the workforce, particularly executives and potential leaders.

Key responsibilities

  • Oversees the functioning of the Organizational Development department, including performance management and hiring of employees
  • Lends their expertise on workforce design, culture, behaviors, and working practices and processes to assist in building a future-proof strategy
  • Designs and executes OD interventions that bridge the gap between the current state of the organization and its desired state

Skills/Competency profile

Skills
  • Organizational Development
  • Business Strategy Development
  • HR Strategy Formulation
  • Organizational Diagnosis
  • Workplace Optimization
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Divisional/ Regional HR Head

Divisional/ Regional HR Head

Average annual salary: $84,000-$103,000

Work experience: 6-12 years

HR role family: Advisor

The Divisional/Regional HRM is responsible for the policies, activites, and staff of the HR department. They contribute to the overall company strategy by advising the board on the HR implications of its decisions.

Key responsibilities

  • Responsible for the end to end execution of the HR Value Chain which includes activities such as recruitment, learning, labor relations and compensation
  • Collaborates with other department heads to address staffing needs and develop and implement suitable training programs
  • Supports the leadership team when it comes to developing and executing HR and talent strategies

Skills/Competency profile

Skills
  • Business Strategy Development
  • HR Strategy Formulation
  • Organizational Design
  • HR Advisory
  • HR Governance
Competencies
  • Context Interpretation
  • Customer-Focused
  • HR Mastery
  • Analytics Translation
  • Culture & Workplace Champion
Chief Learning Officer

Chief Learning Officer

Average annual salary: $140,000-$172,000

Work experience: 12+ years

HR role family: Strategist

The Chief Learning Officer is a C-suite executive responsible and accountable for learning management in an organization. They create and drive the learning strategy of an organization based on the needs of the workforce and the business

Key responsibilities

  • Manages and directs the L&D department in their operational and strategic activities
  • Ensures that employees are equipped with the knowledge and skills they need to succeed in their jobs
  • Addresses the developmental needs of the organization by identifying skills gaps and training requirements, aligning L&D activities with organizational strategy, drafting the L&D strategy, and ensuring budget to execute this strategy

Skills/Competency profile

Skills
  • Business Strategy Development
  • HR Strategy Formulation
  • Learning and Development Strategy
  • Risk Management
  • Strategic Workforce Planning
Competencies
  • Context Interpretation
  • Strategy Co-Creation
  • Analytics Translation
  • Ethics and Risk Custodian
  • Communication & Change Navigator
Talent Manager

Talent Manager

Average annual salary: $69,000-$84,000

Work experience: 7-8 years

HR role family: Solution architect

Responsible for the end to end management of talent supply and demand in alignment with organizational talent requirements and workforce planning

Key responsibilities

  • Oversee the development, implementation and embedding of succession planning practices, talent management and development programmes to enable the potential of employees and meet future and changing business needs.
  • Contribute to the design and implementation of career development strategies, tools and resources
  • Be the expert on the internal talent market for a broad range of functions and advise the business teams on trends and opportunities

Skills/Competency profile

Skills
  • Talent Management
  • Talent Capability Assessment
  • Strategic Workforce Planning
  • Learning and Development Strategy
  • Organizational Diagnosis
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Learning and Development Consultant

Learning and Development Consultant

Average annual salary: $74,000-$91,000

Work experience: 1-3 years

HR role family: Solution architect

The Learning & Development Consultant is an external professional hired by the organization to analyze, research training needs, and assess employees’ current capabilities to identify areas of improvement and develop appropriate training strategies.

Key responsibilities

  • Prepares the organization for a future of disruptions by identifying (potential) skills gaps in the workforce and devising programs to address them
  • Helps employees reach their full potential by building training programs that are appropriate and suitable for their needs
  • Guides and assists business leaders in creating successful L&D strategies

Skills/Competency profile

Skills
  • Learning and Development Strategy
  • Learning Needs Analysis
  • Learning and Development Management
  • Stakeholder Management
  • Culture Development
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Global HR Business Partner

Global HR Business Partner

Average annual salary: $104,000-$128,000

Work experience: 6-12 years

HR role family: Advisor

The Global HRBP operates as a trusted advisor and partner to businesses based in various regions and countries around the world. They council the executive team and use their deep understanding of the business to ensure that HR helps the organization achieve its goals.

Key responsibilities

  • Acts as a strategic business partner to align HR focus with business strategy and priorities
  • Optimizes organizational effectiveness through the application of HR processes such as organization design and strategic planning
  • Guides and advises businesses on the implementation of HR policies, practices and processes

Skills/Competency profile

Skills
  • Business Strategy Development
  • HR Strategy Formulation
  • Organizational Design
  • HR Advisory
  • HR Governance
Competencies
  • Context Interpretation
  • Customer-Focused
  • HR Mastery
  • Analytics Translation
  • Culture & Workplace Champion
Head of HR

Head of HR

Average annual salary: $89,000-$110,000

Work experience: 12+ years

HR role family: Strategist

The Head of HR is responsible for the policies, activites, and staff of the HR department. They contribute to the overall company strategy by advising the board on the HR implications of its decisions.

Key responsibilities

  • Responsible for the end to end execution of the HR Value Chain which includes activities such as recruitment, learning, labor relations and compensation
  • Collaborates with other department heads to address staffing needs and develop and implement suitable training programs
  • Supports the leadership team when it comes to developing and executing HR and talent strategies

Skills/Competency profile

Skills
  • Business Strategy Development
  • HR Strategy Formulation
  • Organizational Design
  • HR Advisory
  • HR Governance
Competencies
  • Context Interpretation
  • Customer-Focused
  • HR Mastery
  • Analytics Translation
  • Culture & Workplace Champion
Learning and Development Manager

Learning and Development Manager

Average annual salary: $79,000-$97,000

Work experience: 3 - 7 years

HR role family: Solution architect

The Learning and Development Manager is responsible for the end to end learning analysis, design and delivery of the organization to build the skills required to deliver on strategy

Key responsibilities

  • Analyze training needs to develop new training programs or modify and improve existing programs
  • Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, e-learning and workshops
  • Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement

Skills/Competency profile

Skills
  • Learning and Development Strategy
  • Stakeholder Management
  • Financial Acumen
  • Culture Development
  • HR Policies and Procedure Development
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation

Relevant training programs

OD Executive

OD Executive

Average annual salary: $140,000-$172,000

Work experience: 12+ years

HR role family: Strategist

The OD Executive is responsible for driving the Organizational Development strategy across all specialist portfolios in alignment with the People Strategy. The Organizational Development Executive drives the improvement of organizational effectiveness through the application of specialist people practices with a specific focus on culture and leadership. The portfolio could include managing performance management, organizational design, employee welllbeing and value proposition and other specialist portfolios.

Key responsibilities

  • Responsible for leading the organizational development and effectiveness strategy
  • Responsible for the design and development of relevant organizational development initiatives at executive level
  • Drives the effectiveness of the executive leadership team to inform organizational culture

Skills/Competency profile

Skills
  • Context Interpretation
  • Strategy Co-Creationt
  • Analytics Translation
  • Ethics and Risk Custodian
  • Communication & Change Navigator
Competencies
  • Business Strategy Development
  • Organizational Development
  • Stakeholder Management
  • Business Strategy Development
  • Change Management
HR Administrator

HR Administrator

Average annual salary: $47,000-$57,000

Work experience: Entry-level

HR role family: Service champion

The HR administrator is an entry-level position focusing on documentation of employee information, evaluation of employee relations, management of HR data and HR data systems such as the HRIS

Key responsibilities

  • Ensures correct record-keeping of employee information and HR data
  • Acts as the first point of contact for third party vendors or suppliers in terms of data requirements and process integration
  • Prepares various HR documents, including contracts, onboarding guides, or compensation lists, to support the smooth running of the HR department

Skills/Competency profile

Skills
  • HR Service Quality Management
  • Data Collection and Preparation
  • HRIS Management
  • HR Practice Implementation
  • HR Digitization
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
DEIB Manager

DEIB Manager

Average annual salary: $77,500-$95,000

Work experience: 3 - 7 years

HR role family: Solution architect

The Diversity, Equity, Inclusion, and Belonging Consultant is hired to assess the current workforce demographics, culture, and company goals, and help the business develop a DEIB strategy

Key responsibilities

  • Design, implement, and manage short-term and long-term DEIB strategies and programs throughout the employee lifecycle.
  • Advise, coach, and guide all levels of leadership to build cultural competence.
  • Act as a genuine and trusted DEIB advocate for employees and a change champion for the organization.

Skills/Competency profile

Skills
  • DEIB Management
  • Culture Development
  • Networking
  • Change Management
  • HR Policies and Procedure Development
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
HR Business Partner

HR Business Partner

Average annual salary: $73,000-$89,000

Work experience: 1-3 years

HR role family: Advisor

The HRBP is a mid-level professional in, typically, a growing company whose responsibilities include hiring, compensation and benefits, HR administration, and other tasks.

Key responsibilities

  • Supporting leaders in decision-making related to people management issues and ensuring compliance with processes related to HR (training and development, employee engagement, performance, career, pay, attraction and selection, etc.)
  • Analyzing people management indicators and developing initiatives from insights collected
  • Participating in the development or improvement of people management processes

Skills/Competency profile

Skills
  • HR Strategy Formulation
  • HR Advisory
  • Labour Relations Management
  • HR Policies and Procedure Development
  • Change Management
Competencies
  • Context Interpretation
  • Customer-Focused
  • HR Mastery
  • Analytics Translation
  • Culture & Workplace Champion
HR Consultant

HR Consultant

Average annual salary: $68,000-$83,000

Work experience: Entry-level

HR role family: Advisor

The HR Consultant can either be a generalist responsible for a broad range of duties, or a specialist focusing on one area of HR. They hire, train, and support an organization’s most important asset, namely its people, to further the organization’s culture and mission.

Key responsibilities

  • Provides coaching and guidance to business leaders on identifying their HR issues, goals, and requirements
  • Ensures that the organization’s human capital works at an optimal level and serves the best interest of the company through the development and implementation of HR policies and procedures
  • Enables the business to stay compliant with state/national laws and regulations

Skills/Competency profile

Skills
  • HR Advisory
  • HR Policies and Procedure Development
  • Risk Management
  • HR Practice Implementation
  • Change Management
Competencies
  • Context Interpretation
  • Customer-Focused
  • HR Mastery
  • Analytics Translation
  • Culture & Workplace Champion
HR Generalist

HR Generalist

Average annual salary: $53,000-$65,000

Work experience: 5-7 years

HR role family: Advisor

The HR generalist is a mid-level professional in, typically, a growing company whose responsibilities include hiring, compensation and benefits, HR administration, and other tasks. They are usually the first HR hire of an organization or work as part of a team servicing different areas of the business.

Key responsibilities

  • Supporting leaders in decision-making related to people management issues and ensuring compliance with processes related to HR (training and development, employee engagement, performance, career, pay, attraction and selection, etc.)
  • Analyzing people management indicators and developing initiatives from insights collected
  • Participating in the development or improvement of people management processes

Skills/Competency profile

Skills
  • HR Practice Implementation
  • Recruitment Channel Management
  • Labour Relations Management
  • Workplace Optimization
  • Risk Management
Competencies
  • Context Interpretation
  • Customer-Focused
  • HR Mastery
  • Analytics Translation
  • Culture & Workplace Champion
HR Manager

HR Manager

Average annual salary: $67,000-$82,000

Work experience: 3 - 7 years

HR role family: Advisor

The Human Resources Manager plans, directs, and coordinates the administrative functions of the HR department, including recruitment, employee training, compensation and benefits administration, and so on

Key responsibilities

  • Responsible for the end to end execution of the HR Value Chain which includes activities such as recruitment, learning, labor relations and compensation
  • Collaborates with other department heads to address staffing needs and develop and implement suitable training programs
  • Supports the leadership team when it comes to developing and executing HR and talent strategies

Skills/Competency profile

Skills
  • HR Practice Implementation
  • Talent Management
  • Labour Relations Management
  • HR Policies and Procedure Development
  • Risk Management
Competencies
  • Context Interpretation
  • Customer-Focused
  • HR Mastery
  • Analytics Translation
  • Culture & Workplace Champion
HR Officer

HR Officer

Average annual salary: $68,500-$84,000

Work experience: 1 -3 years

HR role family: Advisor

The HR officer is an entry to middle-level HR generalist responsible for a broad range of duties, or a specialist focusing on one area of HR. They hire, train, and support an organization’s most important asset, namely its people, to further the organization’s culture and mission.

Key responsibilities

  • Guides the management team on the creation and implementation of HR policies and procedures
  • Actively participates in the recruitment and retention of employees to ensure the organization has the talent it needs to thrive
  • Maintain workplace standards and looks after the health, safety, and satisfaction of employees at work

Skills/Competency profile

Skills
  • HR Policies and Procedure Development
  • HR Practice Implementation
  • Operational Excellence
  • HR Advisory
  • Data Collection and Preparation
Competencies
  • Context Interpretation
  • Customer-Focused
  • HR Mastery
  • Analytics Translation
  • Culture & Workplace Champion
HR Operations Manager

HR Operations Manager

Average annual salary: $78,000-$95,000

Work experience: 6-7 years

HR role family: Service champion

The HR Operations Manager oversees the successful execution of HR processes and technologies to drive an efficient and optimal employee experience . Their responsibilities include reviewing and approving budgets, implementing new company policies, and maintaining internal HR systems.

Key responsibilities

  • Oversees the day-to-day activities of the HR Operations Department
  • Reports and tracks HR service delivery to ensure an optimal employee experience and cost-efficient service delivery
  • Responsible for the design, monitoring and improvement of HR processes, policies and technologies over time

Skills/Competency profile

Skills
  • Risk Management
  • HR Practice Implementation
  • HR Policies and Procedure Development
  • Financial Acumen
  • Operational Excellence
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
HR Project Manager

HR Project Manager

Average annual salary: $74,000-$91,000

Work experience: 1-3 years

HR role family: Service champion

The HR Project Manager plans, directs, and implements a range of HR programs related to HR management, employee development, and customer service to ensure that HR programs enable the organization to achieve its long-term goals

Key responsibilities

  • Drives the execution of HR-related projects and programs
  • Ensures that HR projects are delivered on time, within scope and within budget
  • Tracks, monitors and reports on HR program and project progress to ensure successful execution

Skills/Competency profile

Skills
  • Project Management
  • Operational Excellence
  • Change Management
  • Networking
  • HR Governance
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
HR Scrum Manager

HR Scrum Manager

Average annual salary: $74,000-$91,000

Work experience: 1-3 years

HR role family: Service champion

The HR Scrum manager acts as a facilitator, a coach, and a champion for the Agile way of working in an HR team. They are responsible for moderating and facilitating the meetings of the Agile team, as well as any other interactions they might have.

Key responsibilities

  • Acts as the enforcer of the Scrum process and guards the team from external influences
  • Motivates and provides guidance to the Agile team
  • Ensures the team has a productive environment to work in by helping them keep their focus, communicate clearly, and understand one another

Skills/Competency profile

Skills
  • Project Management
  • Operational Excellence
  • Change Management
  • Networking
  • HR Governance
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
DEIB Officer

DEIB Officer

Average annual salary: $46,000-$57,000

Work experience: Entry-level

HR role family: Solution architect

The Diversity, Equity, Inclusion & Belonging Officer aims to fight for equal treatment and access to services, reduce discrimination within the workplace, promote positive attitudes, and increase employees’ sense of belonging and inclusion.

Key responsibilities

  • Provides an efficient, effective, consistent, and customer-focused DEIB administration and support service to managers and staff
  • Enables the accurate processing and storage of various DEIB data by maintaining an electronic filing system with appropriate naming and categorization of electronic documents
  • Supports the implementation and execution of DEIB initiatives

Skills/Competency profile

Skills
  • DEIB Management
  • Data Management
  • NHR Policies and Procedure Development
  • Stakeholder Management
  • HR Practice Implementation
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
DEIB Specialist

DEIB Specialist

Average annual salary: $69,000-$85,000

Work experience: 1-3 years

HR role family: Solution architect

The Diversity, Equity, Inclusion & Belonging Specialist supports the HR department and senior leaders to develop and implement DEIB initiatives that influence an organization’s strategies, programs, advancement, and retention

Key responsibilities

  • Design, implement, and manage short-term and long-term DEIB strategies and programs throughout the employee lifecycle.
  • Advise, coach, and guide all levels of leadership to build cultural competence.
  • Act as a genuine and trusted DEIB advocate for employees and a change champion for the organization.

Skills/Competency profile

Skills
  • DEIB Management
  • Culture Development
  • Networking
  • Change Management
  • HR Policies and Procedure Development
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
OD Specialist

OD Specialist

Average annual salary: $69,000-$84,000

Work experience: 7-7 years

HR role family: Solution architect

The Organizational Development Specialist is an individual who evaluates the current working style and propose necessary changes to scale up the company and increase its profit-yielding potential

Key responsibilities

  • Develops and implements OD programs to align the workforce with key business strategies and goals
  • Optimizes organizational effectiveness through timely and appropriate interventions
  • Coaches and consults teams and individuals on solving organizational challenges

Skills/Competency profile

Skills
  • Organizational Development
  • HR Strategy Formulation
  • Organizational Diagnosis
  • Organizational Design
  • Performance Management
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Director Total Rewards

Director Total Rewards

Average annual salary: $146,000-$179,000

Work experience: 12+ years

HR role family: Strategist

The Rewards Executive is responsible for shaping and leading the reward strategy of the organization to attract, retain, engage, and motivate employees, as well as advising business leaders on the best practices for total reward processes.

Key responsibilities

  • Develop and lead the Company’s comprehensive strategy for Total Rewards using compelling and equitable compensation and benefits programs aimed at attracting and retaining world-class talent in a competitive environment and across multi-disciplines
  • Provide strategic direction, planning, and requirements to execute the design, implementation, communication, and administration of the company’s compensation programs; including annual short- and long-term incentives and executive compensation
  • Continuously evaluate the effectiveness of our rewards programs to ensure they are aligned with our business and talent strategies and monitor market trends to make recommendations for changes, as appropriate

Skills/Competency profile

Skills
  • Total Rewards Philosophy Development
  • Compensation Management
  • Financial Acumen
  • HR Strategy Formulation
  • Business Strategy Development
Competencies
  • Context Interpretation
  • Strategy Co-Creation
  • Analytics Translation
  • Ethics and Risk Custodian
  • Communication & Change Navigator

Relevant training programs

Payroll Administrator

Payroll Administrator

Average annual salary: $49,000-$61,000

Work experience: Entry-level

HR role family: Service champion

The payroll administrator works with other HR professionals and often the IT team to manage payroll processes, track attendance, compute wages, and ensure the timely and correct payment of employees’ salaries

Key responsibilities

  • Is the central source of information for employees when it comes to time, attendance, and payroll
  • Supports the organization in staying compliant to state/national laws and regulations regarding pay-related issues
  • Maintains the organization’s financial transparency with accurate and organized documentation of payslips, statutory returns, and reports

Skills/Competency profile

Skills
  • Payroll Management
  • Data Collection and Preparation
  • HR Policies and Procedure Development
  • Financial Acumen
  • HR Systems Management
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
Payroll Manager

Payroll Manager

Average annual salary: $68,000-$84,000

Work experience: 3-7 years

HR role family: Service champion

The Payroll Manager directs a team of payroll professionals to deliver payroll service to the organization. They are also responsible for end-to-end payroll functions and managing payroll risks and audits.

Key responsibilities

  • Ensures the timely, accurate, and excellent delivery of service to internal and external customers
  • Oversees the payroll auditing and risks assessment processes
  • Improves workflows and processes by enabling the implementation of payroll and HR data management systems such as the HRIS
  • Report on payroll efficiencies, insights and drives continuous improvement of a cost-effective payroll service

Skills/Competency profile

Skills
  • Payroll Management
  • HR Practice Implementation
  • Data Governance
  • Financial Acumen
  • HR Advisory
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
Payroll Team Lead

Payroll Team Lead

Average annual salary: $56,000-$69,000

Work experience: 1-3 years

HR role family: Service champion

The payroll team leader guides a team of payroll professionals to deliver payroll service to the organization. They are also responsible for overseeing the management, development, and day-to-day work of the payroll team

Key responsibilities

  • Ensures the timely, accurate, and excellent delivery of service to internal and external customers such as auditors and legal bodies
  • Supports all members of the payroll team at work to help them reach their full potential and feel satisfied in their jobs
  • Improves workflows and processes by enabling the implementation of payroll and HR data management systems such as the HRIS
  • Provides insights and reporting on payroll processes, trends and recommendations for improvement

Skills/Competency profile

Skills
  • Payroll Management
  • HR Policies and Procedure Development
  • Data Governance
  • Financial Acumen
  • HR Analytics and Insights
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
Shared Service Manager

Shared Service Manager

Average annual salary: $81,000-$99,000

Work experience: 6-12 years

HR role family: Service champion

The HR Shared Services Manager is responsible for developing and implementing a shared services model into the HR function, managing the HR information system, online recruitment, and self service, and reviewing and redesigning transactional HR processes using lean principles.

Key responsibilities

  • Build a high performing HR Shared Services Team that drives results through a simple, easy to understand structure that makes HR adaptable and efficient
  • Demonstrate ability to drive ongoing improvements through standardizing, automating and consolidating processes in support of HR strategy goals. Identify problem areas in service delivery processes, troubleshoot issues and recommend solutions
  • Drive operational performance and service excellence within the HR Shared Service team and monitor performance of the team against defined performance/quality standards

Skills/Competency profile

Skills
  • HR Strategy Formulation
  • Technology Integration
  • HR Policies and Procedure Development
  • Financial Acumen
  • HR Digitization
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
People Analytics Head

People Analytics Head

Average annual salary: $128,000-$157,000

Work experience: 6-12 years

HR role family: Solution architect

The People Analytics Head is responsible for the design of the analytics strategy, delivering of strategic insights and the required tools to build business intelligence related to people matters.

Key responsibilities

  • Set a long term vision for People Analytics and execute on it in collaboration with other HR leaders
  • Set up an analytics roadmap, identify key questions that will unblock people team and liaise with technical partners on data infrastructure
  • Partner with Strategic HR Business Partners and key stakeholders to rationalize demand and foster a culture of value-add reporting and analytics
  • Liaise with stakeholders to define critical data requirements, metrics and reporting frequencies necessary for effectively analyzing trends and predicting future trends to make actionable decisions.

Skills/Competency profile

Skills
  • HR Strategy Formulation
  • HR Analytics and Insights
  • HR Practice Implementation
  • Data Governance
  • Technology Integration
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Data Scientist

Data Scientist

Average annual salary: $93,000-$114,000

Work experience: 7-9 years

HR role family: Solution architect

The Data Scientist is a professional working in the HR department, who can apply statistical theory and methods to collect, interpret, and summarize HR data. Based on these data, they can make predictions and present clear, actionable recommendations on HR-related issues.

Key responsibilities

  • Contributes to driving data-driven decision-making throughout HR and in the organization
  • Consults and advises business leaders on HR-related issues with fact-based recommendations and action plans
  • Utilizes data to help deliver solutions and strategies to address current and future business challenges

Skills/Competency profile

Skills
  • HR Analytics and Insights
  • HR Strategy Formulation
  • Data Governance
  • Data Management
  • Data Collection and Preparation
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
HR Director

HR Director

Average annual salary: $89,000-$108,000

Work experience: 3-7 years

HR role family: Strategist

The Human Resources Director is responsible for the policies, activites, and staff of the HR department. They contribute to the overall company strategy by advising the board on the HR implications of its decisions.

Key responsibilities

  • Responsible for the end to end execution of the HR Value Chain which includes activities such as recruitment, learning, labor relations and compensation
  • Collaborates with other department heads to address staffing needs and develop and implement suitable training programs
  • Supports the leadership team when it comes to developing and executing HR and talent strategies

Skills/Competency profile

Skills
  • Business Strategy Development
  • HR Strategy Formulation
  • Change Management
  • HR Advisory
  • Stakeholder Management
Competencies
  • Context Interpretation
  • Strategy Co-Creation
  • Analytics Translation
  • Ethics and Risk Custodian
  • Communication & Change Navigator
Comp and Ben Specialist

Comp and Ben Specialist

Average annual salary: $48,000-$59,000

Work experience: 3-7 years

HR role family: Solution architect

The Compensation & Benefits Specialist is an HR professional in charge of managing employee compensation. They are responsible for employee compensations and benefits, compensation databases, and benchmark compensation.

Key responsibilities

  • Develops compensation and benefits programs to improve performance, engagement, and satisfaction of employees
  • Counsels employees on any issues regarding their paychecks or benefits
  • Maintains proper, fair, and accurate employee compensation for the organization

Skills/Competency profile

Skills
  • Compensation Management
  • Benefits Management
  • Data Governance
  • HR Policies and Procedure Development
  • HR Practice Implementation
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Talent Acquisition Specialist

Talent Acquisition Specialist

Average annual salary: $60,000-$73,000

Work experience: 1-3 years

HR role family: Solution architect

The recruiter is an expert in finding, screening, and attracting qualified applicants that meet the demands of both the organization and the employees throughout the hiring process. They own the end-to-end process of talent acquisition.

Key responsibilities

  • Develop sourcing and recruiting strategies that deliver
  • Focus on building ready-later talent pools for frequently hired roles
  • Influence with data to drive continued process and strategy improvement

Skills/Competency profile

Skills
  • Recruitment Channel Management
  • Executive Recruitment
  • Selection
  • Networking
  • Stakeholder Management
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Senior HR Business Partner

Senior HR Business Partner

Average annual salary: $102,000-$125,000

Work experience: 6-12 years

HR role family: Advisor

The Senior HRBP, also known as the VP of HR or HR manager at a large organization, is the strategic liaison between Human Resources and the business. They council the executive team and use their business knowledge to ensure that HR helps the organization achieve its goals

Key responsibilities

  • Acts as a strategic business partner to align HR focus with business strategy and priorities
  • Optimizes organizational effectiveness through the application of HR processes such as organizational design and strategic planning
  • Guides and advises business on the implementation of HR policies, practices and processes

Skills/Competency profile

Skills
  • Business Strategy Development
  • HR Strategy Formulation
  • Organizational Design
  • HR Advisory
  • HR Governance
Competencies
  • Context Interpretation
  • Customer-Focused
  • HR Mastery
  • Analytics Translation
  • Culture & Workplace Champion
Shared Services Executive

Shared Services Executive

Average annual salary: $102,000-$125,000

Work experience: 12+ years

HR role family: Strategist

The Global Shared Service Executive oversees the development and implementation of the shared services model into the HR functions across all the nations and regions the organization is active in.

Key responsibilities

  • Establish a new strategic capability within HR that introduces new processes, workflows, and technology to support the organization
  • Shape an organization leveraging design thinking principles to deliver a sustainable, consistent employee experience across the function aligned with the HR strategy and employee value proposition
  • Select and vet tools and systems which enable the HR team to be effective

Skills/Competency profile

Skills
  • HR Strategy Formulation
  • Technology Integration
  • HR Policies and Procedure Development
  • Financial Acumen
  • HR Digitization
Competencies
  • Context Interpretation
  • Strategy Co-Creation
  • Analytics Translation
  • Ethics and Risk Custodian
  • Communication & Change Navigator
Headhunter

Headhunter

Average annual salary: $39,000-$48,000

Work experience: 3-7 years

HR role family: Solution architect

The headhunter is an external professional who is hired by companies to find and locate individuals to fill specific positions, usually senior roles. Headhunters are often called upon when an organization is unable to find the right person for an urgent role on their own or used specifically for executive recruitment.

Key responsibilities

  • Increases the efficiency of an organization’s talent acquisition process by utilizing their specialized knowledge of the job market and specific industries to find the best candidate
  • Addresses the staffing needs of the organization through finding qualified candidates who will fit the company culture
  • Enables the organization to operate effectively by assisting in the finding of candidates to fill high-level positions

Skills/Competency profile

Skills
  • Executive Recruitment
  • Networking
  • Stakeholder Management
  • Selection
  • Recruitment Channel Management
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
HRIS Analyst

HRIS Analyst

Average annual salary: $64,000-$78,000

Work experience: 1-3 years

HR role family: Solution architect

The HRIS analyst is responsible for the design, maintenance and improvement of HR databases.

Key responsibilities

  • Production of accurate, reliable and timely reports within deadlines
  • Delivery and regurgitation of complex HR information into simple & intuitive outputs
  • Preserving data accuracy while reporting on data from multiple disparate systems

Skills/Competency profile

Skills
  • HRIS Management
  • Data Governance
  • HR Service Quality Management
  • HR Analytics and Insights
  • HR Practice Implementation
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Benefits Administrator

Benefits Administrator

Average annual salary: $50,500-$62,000

Work experience: Entry-level

HR role family: Service champion

The benefits administrator is responsible for implementing quality benefits plans for the organization, as well as investigating new benefits programs, improving existing programs, and implementing benefits administration

Key responsibilities

  • Executes the day-to-day operations of group benefits programs to maintain the excellence of benefits service delivery
  • Provides support to employees on benefits-related queries and gives guidance in terms of how employees can optimize the benefits received from the organization
  • Helps maintain and improve employee engagement and satisfaction with well-crafted benefits programs

Skills/Competency profile

Skills
  • Benefits Management
  • Data Management
  • HR Policies and Procedure Development
  • Retirement Management
  • Involuntary Exit Management
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation

Relevant training programs

Talent Researcher

Talent Researcher

Average annual salary: $48,000-$59,000

Work experience: Entry-level

HR role family: Solution architect

The Talent Researcher uses tools and datas to create targeted sourcing strategies and develop a pipeline of qualified candidates based on the needs and requirements of the organization.

Key responsibilities

  • Work closely with the business to map the candidate profiles and developing insights
  • Prepare candidate profiles and ensure thoroughness and consistency in candidate presentations
  • Build and manage talent and candidate databases aligned to key talent requirements

Skills/Competency profile

Skills
  • Data Management
  • HR Systems Managementn
  • Recruitment Channel Management
  • Networking
  • Talent Management
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
Learning and Development Administrator

Learning and Development Administrator

Average annual salary: $48,000-$59,000

Work experience: Entry-level

HR role family: Solution architect

The Learning & Development Administrator supports the L&D team in managing all administrative aspects of the execution of training programs, including bookings, scheduling, database management, materials/resources preparation, evaluation, and financing

Key responsibilities

  • Liaises with a wide range of external contacts and internal stakeholders to ensure the efficient and smooth running of L&D administration
  • Enables the execution of L&D strategies by supporting the delivery of training programs at all levels of the organization
  • Contributes to building and maintaining a positive experience for learners in the organization

Skills/Competency profile

Skills
  • Data Management
  • Learning and Development Management
  • Skills Framework Adoption
  • HR Practice Implementation
  • HR Policies and Procedure Development
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
OD Administrator

OD Administrator

Average annual salary: $48,000-$59,000

Work experience: Entry-level

HR role family: Solution architect

The Organizational Development Administrator is responsible for the administration of initiatives, processes, and interventions related to people development. They assist the HR and OD Director in providing an effective OD service for the workforce.

Key responsibilities

  • Provides an efficient, effective, consistent, and customer-focused OD administration and support service to managers and staff
  • Enables the accurate processing and storage of various OD data by maintaining an electronic filing system with appropriate naming and categorization of electronic documents
  • Supports the implementation and execution of OD initiatives

Skills/Competency profile

Skills
  • HR Policies and Procedure Development
  • HR Practice Implementation
  • Data Collection and Preparation
  • Organizational Development
  • Learning and Development Management
Competencies
  • HR Mastery
  • Data-Driven
  • Technology Steward
  • Digital Culture Architect
  • Strategy Co-Creation
HR Coordinator

HR Coordinator

Average annual salary: $47,000-$57,000

Work experience: Entry-level

HR role family: Solution architect

The HR coordinator is an entry-level position focusing on documentation of employee information, evaluation of employee relations, management of HR data and HR data systems such as the HRIS

Key responsibilities

  • Ensures correct record-keeping of employee information and HR data
  • Acts as the first point of contact for third party vendors or suppliers in terms of data requirements and process integration
  • Prepares various HR documents, including contracts, onboarding guides, or compensation lists, to support the smooth running of the HR department

Skills/Competency profile

Skills
  • HR Service Quality Management
  • Data Collection and Preparation
  • HRIS Management
  • HR Practice Implementation
  • HR Digitization
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
HR Data Administrator

HR Data Administrator

Average annual salary: $50,000-$62,000

Work experience: Entry-level

HR role family: Service champion

The HR Data Administrator is responsible for the documentation, organization, and retrieval of data from the HR system. They provide support to other HR colleagues, business managers, and other key stakeholders to maintain the smooth functioning of organizational processes

Key responsibilities

  • Provides an efficient, effective, consistent, and customer-focused HR administration and support service to managers and staff
  • Enables the accurate processing and storage of various HR data by maintaining an electronic filing system with appropriate naming and categorization of electronic documents
  • Supports HR and payroll administration in ensuring correct and timely payroll processing

Skills/Competency profile

Skills
  • Data Collection and Preparation
  • Data Management
  • Data Governance
  • HR Policies and Procedure Development
  • HR Governance
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
Helpdesk

Helpdesk

Average annual salary: $47,000-$57,000

Work experience: Entry-level

HR role family: Service champion

The specialists running the HR help desk are responsible for the central source of information for employees, where they can get answers to questions on all HR matters, ranging from policies to training programs and employee self-service system queries.

Key responsibilities

  • Acts as the first point of HR contact for employees self-service queries
  • Responds to HR queries and questions from employees and provides guidance on systems and process
  • Optimizes the administrative side of the organization by ensuring that all employees receive proper guidance on how to follow official processes

Skills/Competency profile

Skills
  • HR Systems Management
  • Employee Communication Management
  • HR Service Quality Management
  • Employee Engagement Management
  • Data Management
Competencies
  • Customer-Focused
  • Data-Driven
  • Analytics Translation
  • Digital Culture Architect
  • Strategy Co-Creation
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How does the HR Career Map work?

The HR Career Map helps ambitious HR Professionals to determine what their career in HR can look like.

Start by browsing the HR Career Map to discover your logical next step and visualize your further career path to get valuable insights about the projected salary and estimated timeline for your promotions.

How should I read the map?

You ‘read’ the map from the bottom left corner to the top right corner.

On the left side and at the bottom you will find the most junior HR roles distributed across the three role families, in the top right corner are the most senior HR roles.

What data is this based on?

Salary data is based on combining information from Glassdoor.com and Payscale.com.

Timeline projections are based on data gathered from industry experts and their experience.

I can't select all roles

The roles on the HR career map are categorized across 5 levels. While mapping your career, you can’t skip a level, and also will not be able to go back to a more junior level. Lateral moves within the same level are permitted.

Depending on the selected role, roles at the same level + the next level will become available.

How will this help me?

New roles and career paths are constantly popping up in HR.

We designed the HR career map for you to get a comprehensive overview of all the opportunities out there. This enable you to make the best informed decision about your next career move and further career path.

As a manager, you can share the map with your people to help them understand what their career in HR could look like and discuss specific career opportunities.

Questions or feedback?

If you have any questions or feedback, please do not hesitate to reach out by contacting our support team.

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