Top 15 Types of HR Job Roles You Can Choose From in 2025

It is a common misconception that an HR professional only handles recruitment-related responsibilities. However, human resources involve multiple job roles and designations, each performing varied duties and responsibilities. An HR department is one of the most crucial parts of an organization. It can include different types of human resources job profiles and roles.

In this article, we will discuss the various types of HR job roles and responsibilities. You will find it quite interesting to know that depending on the types of HRM professionals, an organization endows them with different roles and responsibilities. 

But, before we learn and understand different types of HR job roles and responsibilities, we must understand the broad spectrum of Human Resources. The Human Resources department of a company oversees the development and management of the employees working in the company. There are various aspects involved in this, ranging from the hiring of employees to training and employee relationship management.

Keep reading further to learn more about what are the different types of HR jobs.

Also Read: How to become an HR

Top 15 HR Job Roles and Specialities

The Human Resources Department plays a crucial role in the smooth functioning of any enterprise. Within the HR department, there are various types of HR. Even in the same company or organization, you will find multiple HR employees catering to different responsibilities and positions. 

Wondering how many types of HR jobs are there? Keep reading below to get deeper insights into the different types of HR roles in India:

1. Human Resources Assistant

A Human Resources Assistant provides administrative support to the HR department. They assist with recruitment, onboarding, employee records management, and other HR functions to ensure smooth daily operations and compliance with company policies and regulations.

Key Responsibilities:

• Assisting HR managers and directors with various administrative tasks
• Documenting terminations, absences, grievances, performance reports, and compensation information of multiple employees
• Writing job descriptions, communicating with applicants, and contacting references provided by applicants
• Maintaining and updating employee records 
• Coordinating HR-related events and activities

2. Employment Specialist

Employment specialists or job placement specialists find suitable candidates for specific job profiles. Generally, they are a part of a company’s HR department or work independently for any employment agency. As employment specialists, they must have deep knowledge of a company’s hiring processes, job descriptions, benefits packages, and salary structure.

Key Responsibilities

• Sourcing and screening candidates for job openings
• Coordinating and conducting interviews with candidates
• Maintaining relationships with recruitment agencies
• Ensuring compliance with hiring regulations
• Assisting in the development of job descriptions

3. Human Resources Generalist

Among the types of HR roles, the Human Resources generalist needs special mention. They are highly proficient in carrying out various kinds of administrative jobs so that the human resource department keeps on working smoothly.  They act as liaisons between employees and management to ensure company policies are followed.

Key Responsibilities:

• Administering recruitment, onboarding, and orientation
• Managing employee benefits and compensation programs
• Handling employee relations issues and resolving conflicts
• Assisting in performance management processes
• Ensuring compliance with labor laws and regulations

Preparing for an upcoming HR interview? Arm yourself with knowledge by exploring our comprehensive guide on HR interview questions and answers and stand out as a well-prepared candidate.

4. Human Resources Manager

A Human Resources Manager ensures that all HR members perform well. HR managers often have meetings with executive-level employees to devise strategies for the hiring process. They also guide team members to help them fetch the desired results. Generally, HR managers handle sensitive and confidential employee issues and conduct exit interviews. They maintain organizational charts and department records.

Key Responsibilities:

• Managing HR team and day-to-day HR operations
• Overseeing recruitment, hiring, and onboarding processes
• Developing and enforcing HR policies and procedures
• Handling employee relations and conflict resolution
• Ensuring compliance with legal and regulatory requirements

5. Human Resources Coordinator

An organization must have proper coordination among all its departments. The Human Resources coordinator plays a vital role in facilitating HR functions and programs under the direction and guidance of the HR manager or director. Some of their essential tasks include addressing employee concerns, scheduling orientations, and coordinating employee training and development.

Key Responsibilities:

• Supporting the recruitment and onboarding process
• Maintaining employee records and HR databases
• Assisting with benefits administration
• Coordinating HR-related events and training sessions
• Researching industry best practices and trends for improving HR policies and enhancing employee satisfaction

6. Recruitment Manager

Recruitment managers hire specialists who manage the interview process, employee sourcing, onboarding, and termination processes. They have good knowledge of labor legislation. Recruitment managers hold meetings with managers of other departments to get an idea of the firm’s hiring needs. They also track recruiting metrics to ensure efficient recruitment practices.

Key Responsibilities: 

• Leading recruitment strategy and hiring initiatives
• Managing the recruitment team and their performance
• Building and maintaining talent pipelines
• Supervising the processes of candidate sourcing, interviewing, and selection
• Monitoring recruitment metrics to improve efficiency

7. Labor Relations Specialist

A labor relations specialist is one of the fewest types of HR professionals. Labor relations specialists are confident experts in labor laws, economics, wage data, and collective bargaining patterns with the union. Labor relations specialists play a pivotal role in resolving labor disputes, negotiating union contracts, and ensuring compliance with labor laws.

Key Responsibilities:

• Prepare information that executive managers require during the collective bargaining process
• Managing various grievance procedures
• Compiling statistical information to guide the company’s decisions on employee contracts
• Negotiating labor contracts and agreements and advising management on labor law regulatory compliance
• Representing the company during union negotiations

8. Benefits Administrator

A Benefits Administrator manages employee benefit programs, such as health insurance, retirement plans, and wellness initiatives. They ensure that benefits offerings comply with regulations and meet employee needs.

Key Responsibilities:

• Administering employee benefits programs
• Communicating benefits information to employees
• Ensuring compliance with benefit-related laws and regulations
• Processing claims and maintaining benefits records
• Coordinating open enrollment and benefit-related events

9. Employee Relations Manager

An employee relations manager maintains peace and harmony in the workplace. They are well-versed in state and federal employment laws. Hence, they know how to handle conflicts in the workplace efficiently. Since they negotiate with people daily, they must possess excellent communication and interpersonal skills.

Key Responsibilities:

• Managing employee relations programs and policies
• Investigating and resolving workplace conflicts and grievances
• Advising management on performance and disciplinary issues
• Promoting employee engagement and morale
• Ensuring compliance with employment laws and company policies

10. Director of Employee Experience

A Director of Employee Experience is highly skilled in business strategy. The professional has excellent problem-solving skills. They collaborate with other executives to offer actionable recommendations for career planning. Other works include team-building exercises and other programs for enhancing employee satisfaction. They are actively involved in shaping positive company culture.

Key Responsibilities:

• Develop strategies to improve employee engagement
• Oversee employee satisfaction surveys and feedback programs
• Lead initiatives that enhance company culture
• Collaborate with leadership to improve retention
• Monitor and report on employee experience metrics

11. Director of Human Resources

The Director of Human Resources is amongst the highest HR designations in an organization. Also known as HR directors, they have a long history of working in the human resources department, particularly with managing teams. They lead and direct the overall HR strategy and operations within an organization.

Key Responsibilities:

• Supervising the whole human resources department for maximum productivity and profitability
• Overseeing employee orientation and training programs, ensuring compliance with state, federal & local laws
• Developing and executing HR strategy in alignment with company goals
• Leading and managing HR teams across multiple functions
• Supervising talent acquisition, retention, and performance management

12.  HRIS Analyst

An HRIS Analyst or a Human Resources Information System Analyst manages and optimizes HR technology systems to streamline HR processes. They ensure data accuracy, provide technical support, and implement system upgrades to improve efficiency in HR operations, reporting, and compliance.

Key Responsibilities:

• Managing HRIS software systems and updates
• Troubleshooting and resolving HR system issues
• Maintaining data integrity and security in HR systems
• Providing technical support and training for HR staff
• Generating reports and analytics for HR decision-making
• Collaborating with IT and HR teams for system improvements

13. Training and Development Manager

A Training and Development Manager oversees the creation and implementation of employee development programs to enhance skills, productivity, and job satisfaction. They design training initiatives, assess needs, and evaluate effectiveness, helping employees grow professionally while aligning with organizational goals.

Key Responsibilities:

• Assessing training needs and developing relevant programs
• Designing implementing, and monitoring training programs
• Managing training budgets and resources
• Evaluating training effectiveness and employee feedback
• Supporting leadership development and succession planning
• Collaborating with department heads for targeted training

14. DEIB ( Diversity, Equity, Inclusion & Belonging) Officer

A DEIB Officer champions diversity, equity, inclusion, and belonging within an organization by developing policies and strategies that foster a diverse and inclusive workplace. They advocate for equitable opportunities and work to create an environment where every employee feels respected and valued.

Key Responsibilities

• Developing and implementing DEIB strategies
• Promoting inclusive recruitment and hiring practices
• Conducting DEIB training and awareness programs
• Measuring and reporting on diversity metrics
• Leading employee resource groups and initiatives
• Advising senior leadership on DEIB best practices that can be inculcated 

15. Chief Human Resources Officer

The CHRO is the top executive responsible for developing and executing HR strategies aligned with organizational goals. They oversee all HR functions, from talent acquisition to employee relations, and play a key role in shaping corporate culture and driving organizational performance.

Key Responsibilities:

• Developing and executing HR strategy aligned with company goals
• Heading talent acquisition, retention, and development 
• Managing employee relations and conflict resolution
• Leading performance management and compensation strategies
• Ensuring compliance with labor laws and regulations
• Advising senior leadership on organizational structure and culture

Also Read: Top 20 HR Salary in India

Importance of an HR Department in an Organization

Organizations with a strong HR department function better since they perfectly organize everything and ensure optimal conflict resolution. Usually, employees have high productivity and a longer retention rate as well. This is beneficial for the company as it helps in saving lots of time and money.

The HR department must perform extensive research to ensure that the company pays competitive wages to employees per market standards. Of course, it also takes care of employee benefits.

1. Attracting and Retaining Top Talent

The HR department plays a critical role in recruiting, hiring, and retaining employees who align with the company’s culture and goals. Effective talent acquisition strategies ensure the organization has skilled, motivated, and engaged individuals driving success.

2. Ensuring Legal Compliance and Risk Management

HR ensures that the organization adheres to labor laws, industry regulations, and safety standards. By maintaining compliance with employment laws, HR helps mitigate legal risks, avoiding costly fines and potential lawsuits.

3. Fostering Employee Engagement and Satisfaction

HR is responsible for creating a positive work environment that promotes employee satisfaction, productivity, and well-being. Initiatives like employee recognition, surveys, and work-life balance programs contribute to a motivated workforce and higher retention rates.

4. Driving Organizational Culture and Values

HR shapes the organizational culture by embedding company values into daily operations. By fostering an inclusive, ethical, and supportive environment, HR helps align employee behavior with the company’s mission and vision, improving overall performance.

5. Managing Employee Development and Training

HR supports employee growth through training and development programs designed to upskill the workforce. Continuous learning opportunities ensure employees are prepared to meet evolving business demands, boosting performance and leadership capabilities within the company.

6. Overseeing Compensation, Benefits, and Performance Management

HR designs and administers compensation and benefits packages that attract and retain top talent. By managing performance evaluations, setting clear goals, and aligning rewards with performance, HR ensures that employees are motivated and fairly compensated for their contributions.

Also Read: Top 10 Human Resources Challenges and How to Solve Them

Skills needed for HR Roles

Working in different types of HR roles requires some essential blend of skills that come in handy for smooth day-to-day functioning. In an HR role, you work with people operations, human resources portals, and software, as well as managing employee relations. A multitude of tasks and responsibilities depending on specific HR designations demands being adept in a series of skills as given under: 

1. Effective Communication

• Ability to convey information and expectations to employees at all levels
• Strong listening skills to understand employee concerns and provide appropriate responses
• Proficient in both written and verbal communication to ensure clarity and understanding

 

Enrol in this Mastering Effective Communication course upGrad for free!

 

2. Leadership & Organization

• Ability to inspire and motivate teams, ensuring alignment with organizational goals
• Strong planning and time-management skills to prioritize tasks and meet deadlines
• Capable of delegating responsibilities effectively, fostering accountability and productivity

 

Check out upGrad’s Effective Leadership Course in association with Cornell University!

 

3.Conflict Resolution

• Conflict management skills are important in identifying the root cause of conflicts and addressing issues in a neutral and constructive manner
• Ability to mediate and facilitate discussions between parties, ensuring a fair and peaceful resolution
• Strong communication skills to de-escalate tense situations and ensure mutual understanding

4.Adaptability

• Ability to embrace change and stay flexible in response to shifting business needs or environments
• Willingness to learn new skills or take on new responsibilities in a dynamic work environment
• Quick to adjust priorities and strategies to meet challenges or unexpected changes

5.Strategic Thinking

• Ability to see the big picture and align HR initiatives with overall business objectives
• Skill in anticipating future trends, challenges, and opportunities to guide decision-making
• Proficient in analyzing complex data and making informed, long-term decisions for organizational growth

6.Problem-solving

• Ability to analyze complex situations, identify root causes, and propose effective solutions
• Skilled in brainstorming and evaluating multiple potential solutions to determine the best course of action
• Proficient in working collaboratively with others to solve problems and implement solutions efficiently

Complete this Complete Guide to Problem-Solving Skills Certificate for free!

7.Emotional Intelligence

• Self-awareness to recognize and regulate your own emotions in professional settings
• Empathy to understand and respond appropriately to the emotions of others
• Social skills that help in building strong, collaborative relationships and handling interpersonal dynamics

Also Read: Top 6 HR Tools You Should Know

How you can benefit from upGrad learning?

We have now learned that Human Resources Management is quite a vast domain involving a multitude of designations. You not only need commendable interpersonal skills but also need to possess fundamental skills in your domain to carry out a series of tasks. Like most job fields, the domain of human resource management is also evolving to cater to the demands of the industry.

From the inculcation of artificial intelligence for automation to adapting to hybrid and remote work settings, an HR job role also requires you to continuously develop your existing skills and abilities in order to vouch the same to your employees.

And for this, what is better than learning programs and courses that align with newer industry standards? You can hence take advantage of upGrad’s Online Programs in HRM, like the following: 

• Professional Certificate Program in HR Analytics from IIM Kozhikode
• Certification Course in HRM from Cornell University
• MBA in Human Resource Management

Start your career advancement journey with upGrad and benefit from

• live learning sessions
• doubt clearing sessions
• practical hands-on projects
• 24/7 student support
• 360-degree career assistance

Also check this introductory HRM course: Free Beginner Course on Introduction to HRM and Strategy

Conclusion 

In this text, we learned about the different types of HR roles found in a company. If you are thinking of making a career in Human Resources, you can choose from any of the roles mentioned above.

However, some of the mentioned job roles demand a good amount of experience in the HR sector. There are many types of human resources roles for freshers as well. You can decide which position will be the most suitable for you, depending on your academic qualifications, strength, work experience, and area of interest.

Meanwhile, you can focus on developing fundamental knowledge of the domain and enrolling in additional learning opportunities to set yourself up for some high-paying opportunities in the future.

 

In case you are unsure about your options, book a free 1:1 consultation with upGrad and get in touch with our expert counselors!

 

References:

https://timespro.com/blog/exploring-different-types-of-hr-job-roles-in-2024 
https://talentedge.com/articles/job-roles-hr/ 
https://mvnu.edu/blogs/why-is-human-resource-management-important/ 
https://www.zimyo.com/resources/insights/what-is-hrm-and-its-importance/ 
https://www.aihr.com/blog/hr-skills/