Breaking down HR jobs: understanding HR jobs and their functions

In the modern workplace, Human Resources (HR) is the backbone of an organisation's culture, strategy, and employee wellbeing. As companies grow and evolve, so do the roles within their HR departments but with so many different titles, from HR Business Partner (HRBP) to Head of People, how can we differentiate between them? 

In this guide we will break down the key HR jobs, including: 

• HR Director
• Head of HR
• Head of People
• HR Manager
• HR Business Partner (HRBP)
• HR Advisor
• HR Administrator

Understanding these HR roles will help both job seekers and employers navigate the complexities of HR functions and responsibilities.

As a specialist HR recruitment agency, in addition to outlining the expectations of each HR job, we will also provide an overview of typical salary ranges associated with these positions. 

It’s worth noting that salaries can vary significantly based on factors such as geographic location, company size, industry, and the individual’s experience and qualifications. However, this information will offer a more comprehensive understanding of what to expect in terms of compensation for each HR role. 

HR Director

The HR Director is a senior leadership position within the HR team, responsible for overseeing the entire HR department as well as the development and execution of HR strategies that support business goals. With a wider scope across the entire HR function or department, this role involves managing HR operations, leading the HR team, and working closely with executive management to align HR practices with the company's strategic objectives.

HR Directors often sit at board level and can often be found in larger organisations, whereas a Head of HR might be found in small and medium-sized enterprises (SMEs). 

What are the key responsibilities of an HR Director?

An HR Director sits at a high level within the HR hierarchy, often working closely with the executive or senior management team (this may include Head of HR, depending on company size). Key responsibilities include:

• Strategic alignment and management: Developing the HR strategies with business goals to ensure they support the direction of the company. 
• Team leadership: Managing and mentoring HR Managers and other HR team members, fostering a collaborative and high-performing HR department. This may include ensuring continuous professional development and growth opportunities for the team. 
• Talent management: Developing strategies for attracting, hiring and retaining top talent, as well as implementing training and development programmes to enhance skills and career growth. 
• Budget management: Overseeing the HR department budget.
• HR analytics and reporting: Using data to drive HR decisions and improve processes, e.g. looking at time to hire or employee surveys. This could involve reporting such metrics to executive management on HR activities and outcomes. 

Skills and qualifications

• Experience: Typically 7-10 years in HR, with experience in strategic and/or leadership roles.
• Education: Degree in HR, business administration, or related fields; advanced degrees or certifications are beneficial, such as CIPD.
• Skills: Analytical skills, leadership, and strategic thinking, problem solving and interpersonal skills.

Salary overview 

• Average salary: £62,000+ depending on your experience, industry, the size of the company and your location.

Head of HR

The Head of HR is a senior executive position and can sometimes be a Group Director or Board member (particularly if there isn’t an HR Director) that plays a pivotal role in shaping the HR strategy and operations within an organisation. This role is crucial for aligning HR initiatives with business objectives, fostering a positive workplace culture, and ensuring the overall wellbeing and development of employees. The Head of HR role is more proactive than reactive. 

What are the key responsibilities of the Head of HR?

This role involves strategic planning, policy development, and ensuring that HR practices align with the company's goals and objectives. Key responsibilities include:

• Strategic HR planning: Creating, developing and implementing long-term HR strategies that support the business’s overall objectives. 
• Policy development: Creating and implementing HR policies and procedures that comply with legal requirements and best practices. Overseeing the implementation and enforcement of these policies. 
• Leadership and management: Leading the HR team, providing direction, and ensuring cohesive operation across all HR functions. Guide HR staff to develop and enhance their skills and effectiveness. 
• Compliance: Ensuring all HR practices comply with laws and regulations, as well as identifying and mitigating any risks relating to HR operations. 
• Compensation and benefits: Developing competitive compensation and benefits packages that attract and retain talent. 
• Performance management: Create and sometimes oversee performance appraisal systems that enhance productivity and engagement. Ensure that continuous performance tracking and feedback takes place. 

Skills and qualifications

• Experience: Typically, the Head of HR will have extensive HR experience, 10+ years with substantial leadership experience.
• Education: Often requires a degree in HR, Business Administration, or a related field. Advanced degrees or HR certifications are advantageous such as the Chartered Institute of Personnel and Development (CIPD). 
• Skills: Strong leadership, strategic planning, and excellent communication skills.

Salary overview 

• Average salary: £42,000+ depending on location and experience gained.

Head of People

The Head of People is also a senior executive role, but unlike the Head of HR (although the two are sometimes used interchangeably), this focuses on the holistic management of the workforce. This position oversees employee experience, culture, and talent development. The Head of People is instrumental in fostering a positive and engaging workplace environment, aligning people strategies with business objectives. 

What are the key responsibilities of the Head of People?

The Head of People focuses more on the employee experience and culture. This role focuses largely on the wellbeing and growth of employees. Responsibilities include:

• Employee engagement: Developing programmes to boost employee morale and engagement, satisfaction and retention. Engagement levels may be monitored by the use of surveys and feedback tools to assess and improve employee engagement. 
• Culture building: Shaping and nurturing the company culture, aligning with the overall values and mission of the business itself. The role may also ensure that diversity, equity and inclusion are all integral parts of the culture. 
• Talent development: Overseeing talent acquisition, onboarding, development, and retention strategies. Creating opportunities for employee growth, such as training, development and career progression pathways. 
• Performance management: Implementing performance evaluation systems and development programmes that drive productivity. Oversee regular performance evaluations and provide constructive feedback. 
• Employee relations: Act as a point of contact for employee issues and grievances, ensuring fair and timely resolutions.  

Skills and qualifications

• Experience: This role typically requires 8-10 years in HR or related fields with a focus on employee relations and culture.
• Education: Degree in HR, psychology, or related fields. Advanced degrees or HR certifications are beneficial, such as the Chartered Institute of Personnel and Development (CIPD).
• Skills: Strong interpersonal skills, cultural sensitivity, and expertise in employee engagement strategies. 

Salary overview

• Average salary: £60,000+.

HR Manager

HR Managers are key operational roles within an HR department, responsible for the management of day-to-day HR functions and ensuring the policies and procedures are implemented effectively. The position often involves a mix of strategic planning and hands-on activities, with a focus on employee relations, recruitment, training, and compliance. 

What are the key responsibilities of an HR Manager?

HR Managers are more hands-on and operational compared to higher-level roles, it is more reactive than proactive. Key responsibilities include:

• Operational HR management: Overseeing recruitment, onboarding, employee relations, and compliance. This involves managing the end-to-end recruitment process, from job postings to onboarding new employees. 
• Employee support: Acting as a point of contact for employee concerns, issues, and grievances. HR Managers will also promote a healthy, productive workplace culture that supports employee engagement and satisfaction. 
• Performance management: Managing systems created for evaluating employee performance and overseeing the performance review process, providing guidance to managers and employees. 
• Training and development: Identifying training needs and organising professional development programmes to enhance skills. Provide resources and support for employee career growth. 
• Compliance and legal: Ensuring that HR’s practices comply with legal standards. Identify and mitigate risks related to HR operations and practices. 
• HR administrations: Ensuring all employee records are accurate and up-to-date, overseeing the use and maintenance of HR software and systems.  

Skills and qualifications

• Experience: Typically requires 5-7 years in HR with exposure to various HR functions. This may include experience managing HR teams or, at least, significant HR projects. 
• Education: Degree in HR or related fields such as Business Administration.
• Skills: Excellent organisational skills, problem-solving abilities, and effective communication. High attention to detail to ensure accuracy in HR administration and compliance. 

Salary overview 

• Average salary: £55,000+ depending on location.  

HR Business Partner (HRBP)

The HR Business Partner (HRBP) is a strategic role within the HR team that acts as a liaison between HR and specific business units. This role works closely with senior leaders and managers to implement HR practices, improve organisational performance, and tailor HR solutions to the needs of specific units or departments. 

What are the key responsibilities of an HR Business Partner?

An HRBP works closely with specific departments and requires a deep understanding of both HR and the specific department they support. Key responsibilities include:

• Strategic partnership: Collaborating with department leaders to develop and implement HR strategies for hiring, attracting, and retaining top talent within that area. 
• Consultation: Providing HR guidance and solutions tailored to the business unit's needs. For example, providing performance appraisal systems for a specific team or guidance to managers on how to support staff, and manage performance, development, and team dynamics. 
• Change management: Supporting and managing organisational changes within the business unit, whilst promoting a positive and inclusive workplace culture that aligns with the organisation’s values. 
• Report on HR initiatives: Analyse HR metrics to support decision-making within that business unit, this might be providing regular updates and reports on HR initiatives and their impact on business performance. 

Skills and qualifications

• Experience: This role typically requires 5+ years in HR with experience in a business partner or similar role. Showing evidence of focusing on strategic HR roles or business partnerships would be advantageous. 
• Education: Degree in HR, business administration, or related fields.
• Skills: Strong business acumen, relationship-building, and problem-solving skills.

Salary overview 

• Average salary: Up to £43,000, depending on location.

HR Advisor

HR Advisors focus on providing expert advice and support to both employees and management on a wide range of HR-related issues. The position involves offering guidance on policies, employee relations and best practices to ensure a fair and compliance workplace environment. 

What are the key responsibilities of an HR Advisor?

An HR Advisor plays a crucial role in providing expert advice and support to both employees and management on a range of HR issues. This role is more consultative, focusing on resolving specific HR problems and ensuring that HR policies are effectively implemented. Key responsibilities include:

• Employee relations: Offering guidance on employee relations issues, conflict resolution, and disciplinary actions, as well as offering managers advice on HR policies, procedures and best practices to support them. 
• Policy interpretation: Helping employees and managers understand HR policies and procedures. Assist in the development and updating of HR policies to reflect current laws.
• Performance management: Working with employees and managers to create development and performance improvement plans. 
• Advisory services: Providing expert advice on recruitment, performance management, and employee development.
• Compliance: Ensuring adherence to laws and internal policies.

Skills and qualifications

• Experience: Typically requires 3-5 years in HR or related fields, with a focus on employee relations and policy implementation.
• Education: Degree in HR, business administration, or a related field.
• Skills: Strong problem-solving abilities, excellent communication skills, and a thorough understanding of HR policies and employment laws.

Salary overview 

• Average salary: This ranges from £32,000, up to £38,000 depending on location and level of experience.  

HR Administrator or HR Admin

An HR Administrator, or HR Admin, is an entry-level role focused on providing administrative support to the HR department. This position involves handling day-to-day HR tasks, maintaining employee records, and assisting with various HR processes and procedures. The HR Administrator ensures the smooth operation of the HR department by managing routine administrative duties.  

What are the key responsibilities of an HR Administrator?

HR Administrators are essential for the efficient operation of the HR department. This role focuses on clerical tasks, and key responsibilities include:

• Administrative support: Managing HR records, handling paperwork for new hires, terminations, and employee changes – ensuring accuracy and confidentiality. 
• Recruitment support: Assisting with job postings, scheduling interviews, and coordinating recruitment activities. This may also include facilitating the onboarding process, ensuring new employees complete the necessary paperwork. 
• Payroll and benefits: Supporting payroll processing and administering employee benefits programmes, including enrolment and claims processing.  

Skills and qualifications

• Experience: Typically requires 1-3 years in administrative roles, preferably within HR.
• Education: Degree or diploma in HR, business administration, or a related field is beneficial but not always required.
• Skills: Strong organisational skills, attention to detail, proficiency in HR software and Microsoft Office, and excellent communication skills.

Salary overview 

• Average salary: Up to £24,000

Conclusion

Understanding the roles within an HR department is essential for both aspiring HR professionals, those already climbing the career ladder, and organisations aiming to build a robust HR department. 

Each role, from the HR Director to the HR Administrator, plays a part in fostering a productive and positive workplace. By recognising the distinct responsibilities and skills associated with each position, companies can better structure their HR teams to meet strategic goals, and HR professionals can better plan their career paths.

HR recruitment specialists 

Whether you're looking to hire or be hired, a clear grasp of these roles ensures that the right talents are matched with the right responsibilities, driving both business success and employee satisfaction.

At Sellick Partnership, we pride ourselves on our team of dedicated HR recruiters who are ready to meet your needs. Our experienced team is committed to providing personalised, professional support to help you achieve your career or hiring goals. Get in touch with us today to discover how our tailored recruitment solutions can make a difference for you.