Here are a set of tools to help you realistically evaluate your own personal level of preparation for a variety of HR positions. These tools are also useful for the hiring manager who is creating a requisition or specification to hire an HR professional.
Vice President of Human Resources
Human Resource Director
Human Resource Generalist
Staffing Professional
Organization Development Professional
Learning & Development Professional
Compensation Professional
Benefits Professional
Employee Relations Professional
Labor Relations Professional
Other HR Specialties
Certifications, Tools and Training
Vice President of Human Resources
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
Responsible for the development and implementation of the human resource strategy for an organization and for management of a full range of human resource functions and initiatives.This is an executive level position, typically reporting to the CEO, COO or CFO and assumes an incumbent would have solid depth and breadth of human resources technical and management experience.
Basic
- Responsible for the full breadth of human resource functions(1) for a corporate entity, or
- Responsible for the full breadth of human resources functions(1) in an autonomous division or subsidiary
of a large company (typically >5,000 employees) , or
- Selects, develops and evaluates teams of human resource professionals which include senior management of human resource specialty functions and generalists groups.
- Clearly understands and can communicate the impact of business decisions on the P&L (profit and loss) statement.
- Depth and Breadth of Experience typically include:
- Organization Development
- Staffing
- Compensation and Benefits
- Employee Relations and/or Labor Relations
- International
- Europe
- Asia
- The America’s
- Mergers, Acquisitions and Divestitures
- Due Diligence
- Integration or Transitions
Advanced
- Responsible for the full breadth of human resource functions(1) in a large company, typically 5,000 employees or greater.
- Scope of responsibility typically involves highly complex organizations with multiple locations globally, multiple businesses, and complex corporate structures requiring extensive business knowledge.
- Interfaces with the Board of Directors on a variety of complex issues of a highly sensitive nature.
Management
- Responsible for development and implementation of the company’s human resource strategy.
- Responsible for development and management of budgets.
- Manages the full range of human resource functions(1).
Career Track
- May report to a division or subsidiary president or general manager.
- Corporate position typically reports to a chief operating officer or a chief executive officer.
- Career development may be more about personal growth, diversity of industry experience, or size or status of company.
(1) Organization Development, Staffing, Compensation, Benefits, HRIT and Generalist roles.
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Human Resource Director
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
Responsible for the development and implementation of the human resource strategy for an organization and for management of a full range of human resource functions and initiatives.This is an executive level position, typically reporting to the CEO, COO or CFO and assumes an incumbent would have solid depth and breadth of human resources technical and management experience.
Basic
- Performs a wide variety of generalist functions(1) in small to mid-size companies (typically <5,000 employees), or
- Performs a wide variety of generalist functions (1) in larger companies for a client group or division typically consisting of <5,000 employees, or
- Manages the full depth and breadth of the human resource function(2) in small companies, typically <1,000 employees.
- Selects, develops and evaluates human resource professionals providing support to a client group or groups within an organization.
- Assures compliance with federal and state regulations.
Advanced
- Clearly understands and can communicate the impact of business decisions on the P&L (profit and loss) statement.
- International
- Europe
- Asia
- The America’s
- Mergers, Acquisitions and Divestitures
- Due Diligence
- Integration or Transitions
- May interface with the Board of Directors on a variety of complex issues of a highly sensitive nature.
Management
- Responsible for implementation of the company’s human resource strategy and plans.
- Responsible for development and management of budgets.
- Manages a staff of Human Resource Generalists responsible for delivering services to a variety of client groups within an organization
Career Track
-
Typically reports into a vice president of human resources. May also report into a functional or business unit, division or subsidiary executive.
- In smaller companies (typically <1,000 employees), position may report to a Chief Executive Officer (CEO), Chief Operating Officer (COO), Chief Administrative Officer (CAO) or a Chief Financial Officer (CFO).
- To achieve a vice president of human resources role, incumbent may need to diversify experience – consider moving into a human resource specialty area or obtaining experience in a larger company.
(1) See Human Resources Generalist.
(2) Organization Development, Staffing, Compensation, Benefits, HRIT and Generalist roles.
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Human Resource Generalist
(could also be titled HR Manager, HR Director or HR Consultant or HR Business Partner – generally an individual contributor role)
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
Guides managers in the implementation of corporate polices and programs for an assigned client group; may be a department, function, business unit or division of a large corporation.
Basic
- Assists senior managers in the development of solutions to organizational problems.
- Develops and/or drives company programs and initiatives.
- Handles day-to-day employee-management issues resolving conflict.
- Coaches managers in the handling of a variety of employee management matters.
- Assures staffing requirements are met either by managing recruiters directly or working with the corporate staffing function.
- Handles implementation of human resource programs including roll out of compensation and benefit programs, training programs and other initiatives.
Advanced
- Partnered with a senior line executive, provides guidance and advise on business issues with particular focus on people management.
- Clearly understands and can communicate the impact of business decisions on the P&L (profit and loss) statement.
- Conducts complex investigations of a litigious nature.
- Working with attorneys, resolves legal actions by either negotiating settlement or litigation minimizing impact on employer.
- Handles complex government inquiries with potential for significant negative impact either financial or image.
- Handles international human resource matters by working with executives and work councils in a variety of countries.
- Europe
- Asia
- The America’s
- Mergers, Acquisitions and Divestitures
- Due Diligence
- Integration or Transitions
Management
- May manage more junior human resource generalists responsible for delivering human resource services to a smaller sub-group of clients within assigned client group.
Career Track
- Typically reports into a director or vice president of human resources.
- To achieve a vice president of human resources role, incumbent may need to diversify experience – consider moving into another human resource specialty area or human resource generalist role.
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Staffing Professional
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
Responsible for assuring staffing objectives and plans are met.
Basic
- Searches resume database identifying candidates.
- Handles recruitment administration; i.e., scheduling of interviews, preparation of offers, on-boarding or new hire orientations.
- Reviews resumes and conducts pre-screen interviews.
- Manages interview feedback and pre-closes or presents offers to candidates.
- Oversees the acquisition of temporary staff typically through the use of vendors.
- Assures staffing practices are in compliance with federal and state regulations.
Advanced
- Develops and implements recruitment plans.
- Designs recruitment processes and policies.
- Negotiates and maintains contracts with recruiting sources such as job fairs, employment agencies and job search web sites.
- Develops and manages a variety of recruitment programs.
- College Relations and Recruiting
- Job Fairs
- Employee Referral programs
- Staffing Open Houses
- Advertising & Promotion
- Staffing Web Site
- Immigration
- Relocation
Management
- Responsible for development and management of recruitment budgets.
- Manages a small team of recruiters and support staff to achieve staffing plans for a small to mid-size organization (<1,000 employees).
- Manages a complex staffing organization responsible for nationwide recruitment for multiple sites.
- Manages a complex staffing organization responsible for development and implementation of global staffing plans.
Career Track
- Typically reports into a director or vice president of human resources.
- To achieve a vice president of human resources role, incumbent may need to diversify experience – consider moving into another human resource specialty area or human resource generalist role.
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Organization Development Professional
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
Consults with management to address root causes of organizational issues. Assists in the development and implementation of solutions to organizational and cultural issues.
Basic
- Team Building
- Meeting Planning and Facilitation
- Management Coaching
Advanced
- Formal Organization Assessments
- Culture Transformation
- Competency Profiling Assessment and Analysis
- Develops and/or manages Succession Planning Programs
- Executive Coaching
- Design and Implementation of Interventions
- Develop and manage Executive Strategy Meetings
- Large-scale Change Management
Management
- Manages projects involving a high degree of influence and collaboration skills.
- Manages team of organization development experts (either internal professionals or external consultants) responsible for delivery of organization development services to various client groups within the organization.
Career Track
- Senior individual contributor or management positions may report into a vice president of human resources or directly into a general manager of a division or subsidiary of large company. Occasionally reports into the chief executive officer.
- To achieve a vice president of human resources role, incumbent may need to diversify experience – consider moving into another human resource specialty area or human resource generalist role.
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Learning & Development Professional
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
Responsible for the design, preparation and delivery of training and development programs for company managers and employees.
Basic
- Needs Assessment
- Stand-up Training (Certified on DDI, Zenger Miller, Performax, Wilson Learning or other pre-developed management programs).
- Develops and/or approves content, methods and materials for training programs.
- Designs and conducts basic manager and employee training programs.
Advanced
- Designs complex management programs. May work with outside consultants or conduct portions of training personally.
- Develops succession planning programs.
- Develops executive development programs.
Management
- Manages projects from design through implementation.
- Project manages development and implementation of training programs and/or succession planning and executive development programs.
- Manages a variety of vendors delivering training services to the organization.
- Manages curriculum developers and trainers (may be staff or vendors) providing training programs and services to the organization.
- Manages Corporate University.
- Responsible for development and management of training budgets.
Career Track
- Most senior management position typically reports into a vice president of human resources.
- To achieve a vice president of human resources role, incumbent may need to diversify experience – consider moving into another human resource specialty area or human resource generalist role.
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Compensation Professional
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
Responsible for the design, installation and administration of pay plans and programs.
Basic
-
Job Analysis & Job Descriptions
qSalary Survey Input
qMarket Analysis of Pay Practices
qSalary Ranges & Structures
- Salary Budgets
- Performance Management Systems
- Merit Pay Programs
- Assures compliance with federal and state laws and regulations.
- Working knowledge of HRIT (Human Resources Information Technology).
Advanced
- Variable (Incentive/Bonus) Pay Programs
- Sales Commission Programs
- Profit Sharing/Gain Sharing Plans
- Employee Stock Purchase Plans
- Stock Option Programs
- Executive Compensation
- Salary & Bonus
- Equity (Stock Options, Restricted Stock, SARs)
- Deferred Compensation Programs
- Perks
- International Compensation
- Europe
- Asia
- The America’s
- Mergers & Acquisitions (Integration Work)
- SEC Reporting and other regulatory compliance.
- Interfaces with the Board of Directors on complex compensation issues of a highly sensitive nature such as executive compensation programs.
- Clearly understands and can communicate the impact of business decisions on the P&L (profit and loss) statement.
Management
- Project manages development and implementation of new programs.
- Prepares policies and procedures to ensure the achievement of equitable and competitive employee compensation.
- Manages a variety of vendors including compensation consultants, 3rd party administrators, and outsourced administrative services.
- Manages a team of compensation analysts and administrators responsible for employee and vendor communications and administration of programs.
Career Track
- Although most senior management position typically reports to a Vice President of Human Resources, may work with the senior executive team and compensation committee of the board of directors on corporate compensation strategy and executive compensation matters.
- To achieve a vice president of human resources role, incumbent may need to diversify experience – consider moving into another human resource specialty area or human resource generalist role.
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Benefits Professional
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
Responsible for the design, installation and administration of employee benefits programs.
Basic
- Vacation, Paid-Time Off, Leaves of Absence and Unemployment Insurances
- Health Insurance Plans (Medical, Dental, Life/AD&D, Vision, etc.)
- Short-term and Long-Term Disability Plans
- Section 125 Plans (pre-tax premium, health care and dependent care accounts)
- Workers’ Compensation
- 401k Plans
- Working knowledge of HRIT (Human Resources Information Technology)
Advanced
- Complex Cafeteria Benefit Programs
- Retirement Programs (Defined Benefit & Defined Contribution)
- Executive Benefits (Non-Qualified)
- Mergers & Acquisitions
- Due Diligence
- Integration
- International
- Europe
- Asia
- The America’s
- Clearly understands and can communicate the impact of business decisions on the P&L (profit and loss) statement.
Management
- Project manages development and implementation of new programs.
- Negotiates coverage, services and costs with carriers and brokers.
- Manages a variety of vendors including benefits brokers, 3rd party administrators, and outsourced administrative services.
- Manages a team of benefits professionals and administrators responsible for employee and vendor communications and administration of various benefit plans.
Career Track
- Most senior management position typically reports into either a compensation director or a vice president of human resources.
- To achieve a vice president of human resources role, incumbent may need to diversify experience – consider moving into another human resource specialty area or human resource generalist role.
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Employee Relations Professional
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
Responsible for addressing and resolving employee issues in the workplace.
Basic
- Interprets and implements company policies.
- Resolves day-to-day employee-management conflicts.
- Conducts workplace investigations of a sensitive nature.
- Responsible for routine employee communications.
- Responds to a variety of government inquiries such as unemployment and discrimination claims.
Advanced
- Conducts complex workplace investigations of a litigious nature.
- Working with attorneys, resolves legal actions by either negotiating settlement or litigation minimizing impact on employer.
- Handles complex government inquiries with potential for significant negative impact on the company either financial or image.
- Handles international employee relations matters by working with company management and local work councils in a variety of countries.
- Europe
- Asia
- The America’s
Management
- Develops or modifies policies and assures equitable implementation.
- Manages a team of employee relations experts typically assigned to various client groups within an organization.
Career Track
- Typically reports into a director or vice president of human resources.
- To achieve a vice president of human role, incumbent may need to diversify experience – consider moving into another human resource specialty area or human resource generalist role.
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Labor Relations Professional
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
Responsible for addressing and resolving employee issues in the workplace involving employees covered by union contracts.
Basic
- Interprets and implements policies within parameters of union contracts.
- Resolves day-to-day employee grievances working within the boundaries of labor contracts.
- Conducts workplace investigations of a sensitive nature.
- Responsible for routine employee and labor union communications.
- Responds to a variety of government inquiries such as unemployment and discrimination claims.
Advanced
- Negotiates resolution of complex employee-management issues with union representatives.
- Conducts complex investigations of a litigious nature.
- Working with attorneys, resolves legal actions by either negotiating settlement or litigation minimizing impact on employer.
- Handles complex government inquiries with potential for significant negative impact on the company either financial or image.
Management
- Part of the management team responsible for negotiating union contracts.
- Manages a team of labor relations professionals typically assigned to various client groups within an organization.
- Responsible for long-range union-management strategy. Leads company’s union negotiating efforts.
Career Track
- Typically reports to a director or vice president of human resources.
- To achieve a vice president of human role, incumbent may need to diversify experience – consider moving into another human resource specialty area or human resource generalist role.
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Other Human Resource Specialties
1=No Knowledge/Experience 2= Some Knowledge 3=Knowledge & Some Experience 4=Good Knowledge/Experience 5=In-depth Knowledge/Experience
There are several other areas of specialization within human resources that should be mentioned.
- Human Resource Operations
This is generally a management position responsible for overseeing the administration of (but not necessarily the design aspects although they may be included) a variety of human resource functions such as compensation and benefits plans, stock programs, human resource call centers, registration of employees in company training programs, etc.
- Human Resource Call Centers
Positions typically handle a variety of employee queries over the telephone. Responses often cover interpretation or communication of company policies, dissemination of information regarding payroll status, benefits, etc. Some call centers also handle employee relations issues of a general nature; complex issues are often escalated to human resource generalists or managers for resolution.
- Diversity
Position is generally focused on helping the company develop an environment and culture that enables it to attract and retain employees of diverse backgrounds and cultures. Position may also be responsible for development and implementation of affirmative action programs.
- HRIT (Human Resource Information Technology)
Positions in this area are very similar to information technology positions (programmers, analysts, etc.) in other areas of the company except that they specialize in providing systems specifically for managing employee information.
- ABRA (or other small systems typically used by companies with <1,000 employees)
- Peoplesoft
- Oracle
- SAP
- Website Development (HMTL)
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Certifications, Tools and Training
More About Preparation
Frequently asked questions
Certifications
More About Preparation
As in nearly all professions today, a bachelor’s degree is considered a minimum requirement. No amount of training or certification will replace a degree. Training and certifications are supplements to a solid educational background.
Many colleges and universities are offering bachelors and masters degrees in human resources today. In addition, many offer degree programs designed for working professionals. Although you may know someone or even be someone who has been successful in the field without a degree, it is getting consistently more difficult to do so. Take a look at the programs offered by universities and colleges in your local area. In addition, some very good universities and colleges like the Fielding Institute are offering degree programs on-line.
Frequently asked questions:
If I decide to get my masters, should I get it in human resources?
I want to apologize to the profession, in advance, for my answer. A masters in human resources or organization development is great. However, if you aspire to one day be a vice president of human resources, I would encourage you to pursue an M.B.A. (Masters in Business Administration). The most sought after degree at the executive level is an M.B.A.
For those of you who want to specialize in organization development, a masters is often considered a minimum requirement. A Ph.D. is not uncommon. The more education in this area, the better.
Does it matter what school I graduate from?
Yes, but. Yes, the higher the rating of the school the better. But, given whatever your personal limitations may be, you would be better get a degree from a B or C school than to procrastinate because the A school may be out of your reach. Over time and backed up with great experience, the actual major of your degree and the rating of the school become less important.
I am already 40 years old, is it too late for me to get a degree?
It is never too late. You could be working for another 25 years. Do all that you can to assure your employability.
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Certifications
(Many of the below listed organizations offer a variety of certifications and tools; we have just listed the most common. Additional information can be found on the websites.)
Human Resource
- HR Strategy & Practice, The Human Resource Planning Society, www.hrps.org
- Senior HR Practitioner, The Human Resource Planning Society, www.hrps.org
- PHR (Professional in Human Resources), Society for Human Resource Management (SHRM), www.shrm.org or www.nchra.org
- SPHR (Senior Professional in Human Resources), Society for Human Resource Management (SHRM), www.shrm.org or www.nchra.org
Staffing
Compensation & Benefits
- CMS (Compensation Management Specialist), International Society of Certified Benefits Specialists, www.iscebs.org
- RPA (Retirement Plan Associate, International Society of Certified Benefits Specialists, www.iscebs.org
- CEBS (Certified Employee Benefits Specialist), International Society of Certified Benefits Specialists, www.iscebs.org
- CEPI (Certified Equity Professional Institute), International Society of Certified Benefits Specialists, www.iscebs.org
- GBA (Group Benefits Associate), International Society of Certified Benefits Specialists, www.iscebs.org
- CCP (Certified Compensation Professional), World at Work, www.iscebs.org
- CBP (Certified Benefits Professional), World at Work, www.worldatwork.org
- GRP (Global Remuneration Professional), World at Work, www.worldatwork.org
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