As HR has grown and become further integrated with the needs of the business it has become increasingly obvious that a business needs not only expert HR advice but a strong practitioner with knowledge of all aspects of HR. As a result we separate our business into 2 main areas:
HR Generalists and Business Partners
As a large MNC you need people that have a strong overall understanding of HR, someone who can not only perform your year-end review process but also work with the business and advise/guide them on areas such as Talent Acquisition, Employee Relations and Organisational Design. They will have a presence and gravitas that a business feels comfortable working with, which will allow them to become a key individual not only for the business but also for the HR experts in the Centre of Excellence.
Within a small to medium sized firm, you might not have the capability to have a fully functioning Centre of Excellence and therefore require the all-round HR knowledge of an individual who has a little bit of everything.
Generalist roles include HR Director level positions and can go all the way down to more junior HR Assistants/Officers. The main job titles for Generalists include:
Senior HR Business Partner
Senior HR Manager
HR Centre of Excellence
This is the expert area of HR and provides detailed HR support to both the business and the HR Business Partners. The main areas for this function include:
Usually identified within larger firms, change management can be more of a project orientated role
Compensation & Benefits
Often referred to as C&B, this function looks at the overall Reward philosophy of an organization. The area can usually be broken down further into: guaranteed pay, variable pay, benefits and equity based compensation
Cultural diversity includes the range of ways in which people experience a unique group identity, which includes gender, gender identity, sexual orientation, race, ethnicity and age. An organization’s culture tends to determine the extent to which it is culturally diverse. Due to this and the global standing of organisations, companies are ever more required to demonstrate diversity as a core value.
Refers to the relationships between employees. For any firm to work it needs its employees to work in harmony, yet with speed and efficiency. As business has evolved we are increasingly aware that this has become ever more complicated and as a result experts are required to navigate through the red tape that surrounds ER issues or concerns. This varies globally and as a result people need specific regional expertise. Roles in this space are limited, however candidates are also very difficult to find when these opportunities arise.
Experienced Hire / Lateral Recruitment
This specific area will concentrate on all hiring outside of graduate, postgraduate and MBA specific needs. Increasingly, this person has become the gatekeeper for HR to both recruitment agencies and individuals and is essentially there to ensure that your firm is consistently hiring the very best people in the market. Levels can vary from Heads of Experienced Hiring to Recruitment Business Partners to Recruitment Coordinators.
Global Mobility & Expatriate Management
As companies get bigger and more global this area becomes ever more focused. As employees move around the world you are required to work with HR and the business to ensure that anyone moving overseas from their current location does so with the minimum of time and fuss. Tax and cost management is a heavy part to this area and individuals with strong people skills and a numbers centred background seem to succeed in this function.
This is now regarded as a crucial area to most firms, as Experienced Hiring becomes harder still most employers see this as a great way of sourcing the very best talent at a young age. In America, Europe and Asia this is now a true specialist function that is always heavily in demand. The pace of graduate recruitment differs slightly to the needs of Experienced Hiring due to the planning and different stages of the process.
HR Information System
HRIS is a software or online system for the data tracking and data information needs of HR, payroll and management. Typically more technical in their knowledge HRIS experts are able to cross the boundaries of IT and HR proving to be an invaluable function for any organization.
HR Operations & Shared Services
In amongst the strategic work in HR the essentials of HR still need to be done and a strong HR Operations or Shared Services function will go a long way to achieving this. Regarded as the engine room of HR the area is usually responsible for all HR contracts, onboarding and record maintenance.
Learning & Development
Is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in an organisational setting. The area can be broken down further into Technical (Educational Training) and Soft skills (designed to develop management and people skills) and can involve coaching at mid-senior level management.
Organisational Design & Development
Organization design can be defined narrowly, as the process of reshaping organization structure and roles, or it can more effectively be defined as the alignment of structure, process, rewards, metrics and talent with the strategy of the business. Roles in this space are usually held with large Multi Nationals.
The Rise and Rise of the Passive Candidate
2 days ago by Stuart Elliott
Erros Que Muitos Profissionais de RH Cometem ao Longo de Sua Carreira / Mistakes That Many HR Professionals Make in Their Careers
21 days ago by Ana Gabriela Mingrone Ambrosio
Do You Know Who You're REALLY Hiring?
29 days ago by Jaime Marks