Presentation is all about the various functional roles in Human Resource and to help guide you select an appropriate profile to advance in HR career

1. Grow in
By Kallol Chakrabarty

2. Objectives
• Why HR
• What is HR
• HR Dream Profile’s

3. Why HR
• HR professionals are increasingly seen as integral to their companies
success
• The work is rewarding and interesting
• Human Resources span multiple disciplines and requires you to blend an
understanding of human behavior with practical hands-on-tasks and hard-
core business basics

4. What is
• HR Departments, formerly known as Personnel, dealt largely with the
administrative function of an organization, such as handling employee
benefits questions or recruiting, interviewing, and hiring new staff in
accordance with policies established by top management.
• Today's, HR manages these tasks and also consult with top executives
regarding strategic planning.
• Key Performance Criteria for HR involve enhancing morale and
productivity, limit job turnover(less employees leaving the company), and
help organizations increase performance and improve business results,
these workers also help their firms effectively use employee skills, provide
training and development opportunities to improve those skills, and increase
employee’s satisfaction with their jobs and working conditions.
• Dealing with people is an important part of the job

5. HR Dream Jobs
• Management Analyst
• Payroll and Timekeeping Clerks
• HR Generalist
• Compensation Professional
• HR Training Manager
• HR Consultant
• Labour Relations Specialist
• Organisational Development Professional
• Global HR Professional
• HRIS Professional
• Diversity and Inclusion Manager
• Staffing and Recruitment
• Talent Management

6. Management Analyst
Job Description
• As business become more complex, firms are continually faced with new
challenges – Management Analyst help them remain competitive amidst
these changes.
• Management Analysts might be single practitioners or part of large
international organizations employing thousands of other consultants.
• These analysts specialize by type of business function such as HR,
marketing, logistics or information systems.
• Traits of these management analyst : Enjoys travelling and meeting with
clients
• Educational requirements for entry-level jobs in this field vary between
private industry and government. Many employers in private industry
generally seek individuals with a master’s degree in business administration
or a related discipline. Some employers also require additional years of
experience in the field or industry in which the worker plans to consult
• The pool of applicants from which employers can draw is quite large since
analysts can have very diverse educational backgrounds and work
experience

7. Payroll and Time Keeping Clerks
Job Description
• Payroll and Time Keeping clerks are found in every industry
• Most employers prefer applicants with a high school diploma; computer
skills are desirable
• Those who have completed a certification program , indicating that they
can handle more complex payroll issues, will have advantage in the job
market
• Most employers prefer applicants with high school diploma or graduates in
ARTs. Payroll and time keeping clerks train on the job, gaining skills by
watching and learning from other workers. New Workers receive training in
payroll, timekeeping, personnel issues, workplace practices, and company
policies.
• Job outlook slower-than-average job growth is expected. Those with
certification program will have an advantage in the job market. As firms
increasingly outsource the payroll function, most job growth is expected to
be in companies that specialize in payroll – including companies in the
employment services industry and the accounting tax preparation , book
keeping, and payroll services industry

8. HR Generalist
Job Description
• Are you the kind of person who likes to do a little of this and some of that?
Then the role of HR generalist might be right for you
• HR generalists wear many different hats. One minute you may be negotiating
your company’s employee benefits package, and the next, you’re interviewing
a candidate for a director-level position. To help determine if this is the right job
for you, ask yourself the following questions:
Do I enjoy changing gears on a moment’s notice?
Am I open to learning about areas in which I currently have no
expertise?
Am I comfortable leaving a project unfinished to handle emergency
situations?
Do I consider myself fairly flexible?
• The educational backgrounds of HR Generalists vary considerably, reflecting
the diversity of duties and levels of responsibility. In filling entry-level jobs,
many employers seek college graduates who have majored in human
resources, human resources administration, or industrial and labor relations.
Other employers look for college graduates with a technical or business
background or a well-rounded liberal arts education.
• Employment of HR Generalists is expected to grow faster than the average
for all occupations.

9. Compensation Professional
Job Description
• Compensation professionals always seem to be in demand,
regardless of what’s happening in the economy, and there always seems to be
a shortage of well-qualified people in this area. The job requires strong
technical skills as well as good people skills – a rare combination
• Compensation professionals design reward systems that help companies
attract, retain and motivate their employees. This work requires number
crunching and creativity. Because compensation packages are not one-size-
fits-all products, people in this area need to think outside the box and be able
to perform a little magic when both candidates and money are scarce.
Consider the following questions:
Am I a detail-oriented person?
Do I have an aptitude for numbers?
Am I comfortable seeing other people’s salaries?
Do I have strong communication skills?
• The educational backgrounds of Compensation Professionals vary
considerably, reflecting the diversity of duties and levels of responsibility. In
filling entry-level jobs, many employers seek college graduates who have
majored in human resources, human resources administration, or industrial
and labor relations. Other employers look for college graduates with a technical
or business background or a well-rounded liberal arts education
• Employment of Compensation Professional is expected to grow faster than
the average for all occupations.

10. HR Training Manager
Job Description
• The field of training and development (T&D) has changed substantially over
the last decade. In the old days, trainers were expected to teach employees
how to do their jobs. Now, training professionals are responsible for building
environments that embrace learning. Management and leadership
development is also an important part of the job
• In some of the more forward-thinking companies, T&D professionals may be
involved in designing distance learning programs as well as on-site, computer-
based training programs. Before you raise your hand to take on this job,
consider the following questions:
Do you consider yourself a creative person with strong computer
skills?
Are you comfortable in front of an audience?
How comfortable are you working on one very long project as
opposed to lots of small projects?
Are you passionate about learning and teaching others?
• The educational backgrounds of HR Training Managers vary considerably,
reflecting the diversity of duties and levels of responsibility. In filling entry-level
jobs, many employers seek college graduates who have majored in human
resources, human resources administration, or industrial and labor relations.
Other employers look for college graduates with a technical or business
background or a well-rounded liberal arts education.
• Employment of HR Training Manager is expected to grow faster than the
average for all occupations.

11. HR Consultant
Job Description
• HR Consultants usually have an expertise in one specialty area. The most
common ones are Compensation, Recruitment (especially Executive
Recruitment), HR Outsourcing and Leadership Coaching. You can work for a
for a company or as an independent consultant. Most consultants have deep
expertise in their field, acquired through many years of work experience or
through a Ph.D., or both. If you are interested in being an HR consultant it is
best to try at the beginning of your career so that you can be trained early, or
10 years into it, so that you can claim considerable work experience
• If you are considering a career as an HR Consultant, ask yourself the
following questions:
Do you like working independently?
Do you prefer to work on multiple, short-term projects instead of one
long-term one?
Are you comfortable with some variability in your pay?
Are you willing to seek out customers instead of expecting them
come to you?
• The educational backgrounds of HR Consultants vary considerably, reflecting
the diversity of duties and levels of responsibility. In filling entry-level jobs,
many employers seek college graduates who have majored in human
resources, human resources administration, or industrial and labor relations.
Other employers look for college graduates with a technical or business
background or a well-rounded liberal arts education.
• Employment of HR consultants is expected to grow faster than the average
for all occupations.

12. Labor Relations Specialist
Job Description
• An organization’s director of industrial relations forms labor policy, oversees
industrial labor relations, negotiates collective bargaining agreements, and
coordinates grievance procedures to handle complaints resulting from
management disputes with unionized employees. The director of industrial
relations also advises and collaborates with the director of human resources,
other managers, and members of their staff, because all aspects of human
resources policy—such as wages, benefits, pensions, and work practices—
may be involved in drawing up a new or revised union contract
• Labor relations managers and their staffs implement industrial labor relations
programs
• Labor relations specialists prepare information for management to use during
collective bargaining agreement negotiations, a process that requires the
specialist to be familiar with economic and wage data and to have extensive
knowledge of labor law and collective bargaining trends. The labor relations
staff interprets and administers the contract with respect to grievances, wages
and salaries, employee welfare, health care, pensions, union and management
practices, and other contractual stipulations. As union membership continues
to decline in most industries, industrial relations personnel are working more
often with employees who are not members of a labor union.
all occupations.

13. Labor Relations Specialist
Job Description
• If you are considering a career as an Labor Relations, ask yourself the
following questions:
Are you detail oriented ?
Are you interested in employment law and its interpretation ?
Do you have a penchant for negotiation and bargaining ?
• The educational backgrounds of Labor Relations Specialists vary
considerably, reflecting the diversity of duties and levels of responsibility. In
filling entry-level jobs, many employers seek college graduates who have
majored in human resources, human resources administration, or industrial
and labor relations. Other employers look for college graduates with a technical
or business background or a well-rounded liberal arts education.
• Employment of Labor Relation Specialist is expected to grow faster than the
average for all occupations.
• Works well to choose this line if you’re in the manufacturing sector

14. Organizational Development Professional
Job Description
• Are you one of those people who embraces change? Then the field of
organizational development may be just what you’re looking for. Organizational
development professionals work closely with top management to ensure the
organization’s design is closely aligned with the company’s goals, mission and
vision. In this role, you may also do some training and development.
• Things can get really hot in this field when a company goes through a major
reorganization or merger. You may be required to work long hours when
change is in the air. When considering this role, ask yourself:
How well do you handle change?
Do you enjoy putting together the pieces of a puzzle?
How well do you perform during tumultuous times?
Are you a big-picture person?
• The educational backgrounds of Organizational Development Professionals
vary considerably, reflecting the diversity of duties and levels of responsibility.
In filling entry-level jobs, many employers seek college graduates who have
majored in human resources, human resources administration, or industrial
and labor relations. Other employers look for college graduates with a technical
or business background or a well-rounded liberal arts education.
• Employment of Organizational Development Professionals is expected to
grow faster than the average for all occupations.

15. Global HR Professional
Job Description
• With business and the economy becoming globally focused, many companies
are sending their employees overseas. This global workforce has created new
career opportunities for job seekers interested in the human resources field. A
global human resources professional does a little bit of everything. Individuals
being sent abroad by their companies have many questions and need a variety
of services coordinated, from getting the correct visas and figuring out salary
and tax status to obtaining settling-in services, housing assistance and cross-
cultural training. HR professionals are responsible for pulling all of this
information together and making sure that all of the necessary hurdles (like
visas, for example) are taken care of so that ex pats have a smooth transition
into their new work and living environments.
• Some organizations use their internal human resources staff to provide such
services, but many contract these services out to global relocation firms, which
are usually based in the US. But whether you are working for a specific
company that provides information and support to its own employees or an
organization that specializes in global relocation, you need a certain core skill
set that is slightly different from that of a human resources generalist.

16. Global HR Professional
Job Description
• If you are considering a position as a global HR professional, ask yourself the
following questions:
Are you detail oriented?
Are you patient with people?
Do you have strong interpersonal skills?
Do you have good time management skills?
• The educational backgrounds of global HR professionals vary considerably,
reflecting the diversity of duties and levels of responsibility. In filling entry-level
jobs, many employers seek college graduates who have majored in human
resources, human resources administration, or industrial and labor relations.
Other employers look for college graduates with a technical or business
background or a well-rounded liberal arts education.
• Employment of Global HR Professional is expected to grow faster than the
average for all occupations.

17. HRIS Professional
Job Description
• Another area of HR without enough talent to meet demand is Human
Resource Information Systems (HRIS).
• Technology has become a key part of HR as companies look at ways to
function more efficiently. HRIS products help them manage one of their most
important assets – their personnel.
• As HRIS systems have become more sophisticated, the demand for
experienced professionals in this area has risen. HRIS professionals are often
involved in product selection, systems customization, implementation and
ongoing administration. If you are extremely detail-oriented and enjoy working
with computers, this might be the job for you. Ask yourself the following:
Are my PC skills strong enough to be successful in this area?
Am I comfortable working at a computer most of the day?
Am I well organized?
Am I detail-oriented enough to handle this position?
• The educational backgrounds of HRIS Professionals vary considerably,
reflecting the diversity of duties and levels of responsibility. In filling entry-level
jobs, many employers seek college graduates who have majored in human
resources, human resources administration, or industrial and labor relations.
Other employers look for college graduates with a technical or business
background or a well-rounded liberal arts education.
• Employment of HRIS Professional is expected to grow faster than the
average for all occupations.

18. Diversity and Inclusion Manager
Job Description
• Globalization and increased legal accountability have increased the
demand for Diversity professionals.
• Depending on the size of the company, Diversity and Inclusion
professionals will ensure company compliance with federal and state
affirmative action laws, report regularly on specific targets to the
Government and other institutions, provide funding and corporate
sponsorship to external organizations, and run programs within the
company that encourage diversity and inclusion. In many companies,
Diversity and Inclusion is a key initiative that has the attention of Senior
Executives.
• If you are considering a career in Diversity and Inclusion, ask yourself
the following questions:
Are you interested in working with Government and non-profit
organizations?
Can you multi-task effectively?
Are you able to represent the interest of several groups,
especially those are different from your own?
Do you have effective presentation and influencing skills?

19. Diversity and Inclusion Manager
Job Description
• The educational backgrounds of Diversity and Inclusion Managers vary
considerably, reflecting the diversity of duties and levels of responsibility.
In filling entry-level jobs, many employers seek college graduates who
have majored in human resources, human resources administration, or
industrial and labor relations. Other employers look for college graduates
with a technical or business background or a well-rounded liberal arts
education.
• Employment of Diversity and Inclusion Manager is expected to grow
faster than the average for all occupations.

20. Staffing and Recruitment Specialist
Job Description
• Staffing, Recruitment and Placement professionals are often viewed as the
most visible and important part of human resources. This is because staffing is
the first entry point of prospective employees to the company.
• Recruitment professionals are responsible for the staffing strategy for the
organization or the company, the sourcing of candidates, screening and
preliminary interviewing of candidates, conducting background checks and
communicating decisions and compensation information. In larger companies,
workforce planning which includes the projection of skills and attributes that will
be required in the future, based on the business strategy and current
demographics of the work force today, may be an integral part of a Staffing or
Recruitment professional’s job.
• Ask yourself the following questions, if you are considering a career as a
Recruitment and Staffing professional:
Can you relate to different types of people?
Can you glean data from what is less than obvious?
Are you willing to be aggressive, and perhaps get “no” for an
answer?
Do you have an ability to negotiate and work up to mutually
beneficial agreements?

21. Staffing and Recruitment Specialist
Job Description
• The Staffing and Recruiting industry offers opportunities in many occupations
for workers with a variety of skill levels and experience.
• The majority of temporary jobs still require only graduation from high school
or the equivalent, while some permanent jobs, such as those in management,
may require a bachelor’s or higher degree.
• In general, the training requirements of temporary workers mirror those for
permanent employees in the economy as a whole. As the industry expands to
include various professional and managerial occupations, a growing number of
jobs will require a bachelor’s or advanced degree.
• Staffing and Recruiting has been one of the fastest growing industries in the
nation.

22. Talent Manager
Job Description
• Talent Management has increased in importance over the last decade. Talent
Management professionals are involved in the development and assessment of
employees through the implementation of programs and initiatives.
• Talent Management includes Goal Management, Performance Mapping,
Development, Competencies, and Succession Planning and depending on the
organization, a professional may be working on all or individual parts.
• Talent Management professionals may also need to have some technical
ability as many talent assessment processes are now being automated as well
as some idea of statistics as measurement and assessment form an important
component of this job. Proficiency in project and program management is
essential.
• If you are considering a career in Talent Management, ask yourself the
following questions:
Do you like doing research and keeping up with trends?
Do you have an eye for the big picture as well as the ability to
manage minor details?
Do you have the discipline to devise a robust design and test plan?

23. Talent Manager
Job Description
• The educational backgrounds of Talent Management Professionals vary
considerably, reflecting the diversity of duties and levels of responsibility.
In filling entry-level jobs, many employers seek college graduates who
have majored in human resources, human resources administration, or
industrial and labor relations. Other employers look for college graduates
with a technical or business background or a well-rounded liberal arts
education.
• Employment of Talent Management Professionals is expected to grow
faster than the average for all occupations. College graduates who have
earned certification should have the best job opportunities.

24. Talent alone cannot help, intelligence followed with value added
guidance can shape up the success in making any decision
right. – Choose wisely the career profile you would look
forward to….

25. Always Remember