18 Types of HR (Human Resources) Roles in 2025: Salary and Job Role Insights

You might be familiar with the idea that an HR department simply hires and fires. But there’s more to it than filling out paperwork. From shaping fair pay structures to ensuring employees feel valued, HR affects a company’s health in ways that may not be obvious at first.

In this blog, you will learn about the different types of HR positions that keep businesses on track. Each role has unique responsibilities, such as managing payroll or handling conflicts. You will also discover how different types of HR jobs support an employee’s career goals and why an efficient HR department is so essential.

By the end, you’ll see how a strong HR foundation can open doors for growth, ensure a supportive work environment, and shape an organization’s success in more ways than one.

HR Positions List in a Glance

Here's a snapshot of 18 types of human resources positions you will explore at greater length in this guide.

Also Read: How to Become an HR Professional: Key Steps, Skills, and Certifications

What are the Different Types of HR Positions in 2025?

According to the US Bureau of Labor Statistics, there were around 2,08,900 HR jobs in 2023, and that number is set to increase by 6% over the next decade till 2033. Many positions require a bachelor's degree, and some senior roles require around five years of relevant experience.

That said, let’s explore the 18 types of HR job roles in detail, alongside key job responsibilities and salary insights. 

1. Human Resources Manager

Average Yearly Salary in India: INR 8L

When you explore a position that connects staff, leadership, and everyday tasks, you may find a Human Resources Manager at the heart of it. This role is crucial because it sets the tone for workplace policies, coordinates hiring, and ensures everyone feels supported. 

With a knack for problem-solving and fair practices, this position offers a chance to shape how a business functions.

Role and Responsibility of Human Resources Manager

• Overseeing Staff Processes: This includes recruiting new hires, arranging orientation sessions, and defining clear roles.
• Employee Engagement: Creates initiatives that strengthen morale, boost retention, and support career development.
• Resolving Conflicts: A Human Resources Manager often handles disputes, helping maintain a positive environment.
• Developing Policies: This involves creating guidelines on employee conduct, leave rules, and growth opportunities.
• Advising Leadership: Managers offer insights on organizational changes and improvements that affect morale and performance.
• Maintaining Compliance: They keep track of legal standards, safety measures, and ethical requirements.

Also Read: Become a Successful Human Resources Manager: Essential Skills, Career Growth, and How to Get Started

2. Human Resources Assistant

Average Yearly Salary in India: INR 4L

The Human Resources Assistant role might be your starting point if you want a hands-on introduction to HR tasks. This entry-level position supports everyday processes, keeps records in order, and helps ensure that staff follow basic procedures. 

Many professionals grow their organizational skills here, learning how to balance important details and prompt communication. You may also find yourself bridging gaps among various teams by passing along essential information. 

It’s a practical way to understand how an HR department operates before moving on to a more specialized path.

Role and Responsibility of Human Resources Assistant

• Maintaining Compliance: Monitors form submissions, checks documentation for accuracy, and safeguards confidential data.
• Coordinating Feedback: Gathers input from interviews or evaluations and relays it to the right team members.
• Data Management: Updates internal systems with current employee details, ensuring smooth record-keeping.
• Assisting with Reports: Prepares simple summaries highlighting HR activities, saving managers time and effort.
• Office Support: Helps with day-to-day queries or scheduling requests, enabling streamlined communication across departments.

3. Human Resources Generalist

Average Yearly Salary in India: INR 5L

A Human Resources Generalist wears many hats in an organization. This role covers recruitment, drafting policies, payroll support, and answering a wide array of employee concerns. It’s a broad position that builds a solid base in core HR functions. 

You might focus on daily compliance checks and performance reviews or even plan small group activities. This combination of variety and impact makes it an interesting choice if you prefer to keep things dynamic.

Role and Responsibility of Human Resources Generalist

• Policy Feedback: Looks at how rules work in practice and suggests improvements.
• Collaboration: Partners with team leads to handle staffing questions and streamline communication.
• Benefits Coordination: Assists with insurance plans, paid leave, and other perks, keeping updates transparent.
• Record Accuracy: Compiles data on attendance, training progress, or departures to maintain reliable documentation.
• Conflict Mediation: Deals with minor disagreements so they don’t escalate and affect workplace harmony.

Also Read: A Complete Guide To Become Awesome HR Generalist

4. Employment Specialist

Average Yearly Salary in India: INR 2.28L

You might see the term “employment” and assume it’s about finding new recruits, but this position involves more than searching for fresh talent. An Employment Specialist helps match people with roles that suit their background while keeping future workforce trends in mind. 

You may explore job data, meet with various departments, and point candidates toward valuable resources. It’s a role that bridges the gap between organizational needs and individual aspirations.

Role and Responsibility of Employment Specialist

• Screening Methods: Develops criteria for reviewing applications and organizes initial interactions with applicants.
• Community Outreach: Connects with educational institutions or job fairs to source qualified individuals.
• Skill Assessment: Identifies gaps in a person’s experience and shares training recommendations.
• Career Guidance: Suggests paths for growth within the company so employees can broaden their skill sets.
• Data Analysis: Tracks staffing patterns and refines hiring strategies based on emerging trends.

5. Benefits Administrator

Average Yearly Salary in India: INR 3L

You may prefer a role that revolves around ensuring employees receive a balanced package of perks. A Benefits Administrator arranges elements like health coverage, retirement plans, and paid leave. This position often requires close attention to detail and a good grasp of shifting regulations. 

You might also guide employees through benefit selections or address their concerns when policies change. It’s a role that highlights a company’s focus on employee security and well-being.

Role and Responsibility of Benefits Administrator

• Vendor Coordination: Communicates with insurance providers, negotiates rates, and updates coverage details.
• Enrollment Oversight: Manages sign-ups, fields questions during open enrollment, and processes plan changes.
• Policy Advisories: Alerts teams about new or adjusted benefit options, making sure everyone stays informed.
• Compliance Checks: Follows legal guidelines for pension plans, health coverage, and related benefits.
• Cost Analysis: Reviews usage data to balance employee needs and organizational budgets.

6. Employee Relations Manager

Average Yearly Salary in India: INR 8L

You may notice that workplace morale dips when conflicts go unresolved. An Employee Relations Manager steps in to address these challenges. This person mediates issues, clarifies policies, and encourages respectful communication. 

You might collect feedback from team members to spot recurring problems and then develop practical ways to tackle them. It’s a vital role that supports harmony among staff and promotes fairness.

Role and Responsibility of Employee Relations Manager

• Workplace Culture Monitoring: Keeps an eye on team dynamics to catch issues early.
• Open-Door Policies: Sets up simple channels for employees to share concerns or suggestions.
• Disciplinary Framework: Outlines steps for handling misconduct or repeated policy violations.
• Mediation Sessions: Guides private conversations to settle differences with input from all parties.
• Feedback Review: Examines survey results or exit talks and updates management on significant themes.

Also Read: The 5 Best Ways for Employee Engagement!

7. Human Resources Information System Analyst (HRIS Analyst)

Average Yearly Salary in India: INR 7L

A Human Resources Information System Analyst manages the tech side of tasks like payroll, attendance, and performance metrics. This often involves configuring software, troubleshooting issues, and securing sensitive information. 

You might improve reporting features to help HR staff make better decisions. A well-run HRIS setup leads to smoother processes across the entire department.

Role and Responsibility of Human Resources Information System Analyst

• System Upgrades: Evaluates new features to improve data tracking and workflow efficiency.
• Data Integrity: Checks for incorrect or outdated information in digital records, updating as needed.
• User Training: Shows team members how to manage leave requests, benefits enrollment, and similar tasks.
• Security Measures: Develops safeguards against data breaches and other vulnerabilities.
• Troubleshooting: Fixes technical glitches and maintains quick solutions to keep daily operations on track.

8. Labor Relations Specialist

Average Yearly Salary in India: INR 5L

You may see the need for balanced talks when it comes to wages, benefits, and working conditions. A Labor Relations Specialist negotiates these aspects between unions and management. This role involves drafting contracts, researching labor laws, and preventing disputes through open communication. 

In this role, you might also stay current on legal changes to ensure fair treatment for all sides. It’s a position for those who appreciate structured solutions and transparent discussions.

Role and Responsibility of Labor Relations Specialist

• Contract Drafting: Writes formal agreements covering duties, pay details, and unique clauses.
• Union Engagement: Maintains open exchanges with union members to address any emerging issues.
• Policy Evaluation: Compares company guidelines with labor regulations, suggesting updates if needed.
• Grievance Handling: Investigates employee complaints using clear procedures and realistic timelines.
• Trend Monitoring: Examines market pay rates, collective bargaining updates, or legal shifts that affect negotiations.

9. Training and Development Manager

Average Yearly Salary in India: INR 6L

Designing programs that expand employee skill sets is the main focus for a Training and Development Manager. This role involves analyzing existing capabilities, setting up interactive workshops, and measuring progress after each session. It often calls for collaboration with heads of different departments to align training targets with business goals. 

Strong communication and a creative edge are valuable traits here because these sessions go beyond memorizing facts.

Role and Responsibility of Training and Development Manager

• Program Design: Creates structured modules, selects resources, and adapts content to varied learning styles.
• Skill Gap Analysis: Identifies areas needing improvement and proposes custom solutions.
• Session Delivery: Leads in-person or virtual lessons, sometimes inviting guest speakers for specialized topics.
• Outcomes Tracking: Reviews tests or surveys to gauge effectiveness, then updates materials accordingly.
• Budget Oversight: Distributes resources in a way that meets training objectives without overspending.

Also Read: How to Improve Communication Skills: The Ultimate Guide for Personal and Professional Growth

10. Director of Employee Experience

Average Yearly Salary in India: INR 10L

Cultivating a positive environment where individuals feel valued is the mission of the Director of Employee Experience. This position handles policies and programs that shape daily interactions, spanning everything from onboarding to recognition events. Gathering feedback through surveys or group discussions helps in refining these initiatives. 

Close ties with department leaders are normal to ensure a uniform experience across teams. A clear sense of empathy and strategic thinking can set a strong standard in this role.

Role and Responsibility of Director of Employee Experience

• Culture Initiatives: Develops clear guidelines that match the organization’s values and encourages supportive teamwork.
• Feedback Analysis: Interprets survey data or interviews to identify patterns that need attention.
• Well-Being Programs: Coordinates plans to boost physical and mental health, aiming to enhance overall satisfaction.
• Recognition Schemes: Designs methods to highlight achievements, encouraging a sense of pride and engagement.
• Collaboration with Leaders: Shares updates on morale, suggesting any policy tweaks that may benefit employees.

11. Recruitment Manager / Recruiter

Average Yearly Salary in India: INR 10L

Finding the right people and guiding them through the hiring process directly impacts an organization's performance. A Recruitment Manager creates job ads, filters applicants, and arranges interviews. The position typically collaborates with department heads to clarify role requirements and ensure realistic expectations. 

Building talent pipelines can also be part of the job. Steady communication and solid interpersonal skills help build strong candidate relationships.

Role and Responsibility of Recruitment Manager / Recruiter

• Job Market Research: Stays current with industry hiring trends to shape posting strategies.
• Candidate Sourcing: Uses multiple channels to identify and engage qualified individuals.
• Interview Coordination: Schedules meetings, handles assessments, and collects feedback for consistent evaluations.
• Negotiation: Discusses salary and benefits in a fair manner, balancing company limits with candidate needs.
• Hiring Metrics: Tracks acceptance rates, time to fill roles, and reasons for declines to refine future efforts.

Also Read: What is Interpersonal Communication? Meaning, Skills, Types with Examples

12. Human Resources Specialist

Average Yearly Salary in India: INR 6L

A Human Resources Specialist hones in on a particular domain rather than managing a wide set of tasks. Some focus on compensation, while others specialize in learning programs or compliance checks. This targeted approach ensures depth of knowledge and consistent processes. 

It’s normal to work closely with managers or generalists, contributing an expert viewpoint. The position can be a solid step toward advanced functions or advisory roles.

Role and Responsibility of Human Resources Specialist

• Focused Expertise: Maintains up-to-date knowledge in a single domain, like benefits, onboarding, or policy audits.
• Research and Updates: Reviews new regulations or best practices, then modifies internal methods.
• Documentation: Ensures forms and records match current standards in the chosen specialty.
• Cross-Functional Support: Coordinates with broader HR teams to handle complex or specialized queries.
• Quality Control: Pinpoints areas of improvement by gathering data, then recommends process refinements.

Also Read: How to Become an HR Specialist?

13. HR Officer

Average Yearly Salary in India: INR 4L

An HR Officer handles the practical side of policies, staffing, and day-to-day issues. Duties might include supervising essential paperwork, clarifying standard guidelines, or helping run small-scale orientation sessions. 

Acting as a liaison between management and staff, this position is the first point of contact for many routine questions. By maintaining accurate records and reinforcing internal processes, an HR Officer keeps basic operations under control.

Role and Responsibility of HR Officer

• Policy Application: Interprets guidelines for staff, resolving any confusion on rules or updates.
• Basic Hiring Tasks: Posts vacancies, handles early-stage applications, and collects required documents.
• Record Maintenance: Tracks leave balances, address changes, and other critical details in a secure system.
• Communication Support: Passes along updates from leadership to relevant teams, promoting transparency.
• Minor Issue Resolution: Addresses simpler employee concerns before they develop into bigger hurdles.

14. Talent Acquisition Specialist

Average Yearly Salary in India: INR 5L

Talent Acquisition Specialists look beyond immediate openings to anticipate future workforce needs. They often build relationships with potential candidates well in advance, focusing on cultural fit as much as skill sets. This can involve networking events, university outreach, or social media campaigns. 

The position brings a strategic perspective to recruitment efforts. A structured approach helps maintain steady connections and turn them into quality hires at the right moment.

Role and Responsibility of Talent Acquisition Specialist

• Market Insights: Gathers data on skill trends, pay rates, and candidate interests to guide sourcing strategies.
• Candidate Pool Management: Keeps a roster of prospects and stays in touch even when roles aren’t open.
• Employer Branding: Designs messages that reflect the organization’s ethos, attracting like-minded professionals.
• Pipeline Development: Ensures there’s a long-term plan for filling upcoming positions without scrambling.
• Screening Techniques: Refines interview formats or assessment tools for a fair and consistent approach.

Also Read: Talent Acquisition: 10 Ways to Find the “Purple Squirrels”

15. Compliance Specialist

Average Yearly Salary in India: INR 7L

Ensuring that the workplace follows legal rules and internal guidelines is the main concern for a Compliance Specialist. These tasks can include reviewing contracts, validating that labor laws are met, or carrying out periodic audits. Regular updates to forms or policies are common to align with current standards. 

If a breach happens, quick action is needed to correct it. Precision and a thorough approach are the hallmarks of this role.

Role and Responsibility of Compliance Specialist

• Regulatory Checks: Matches processes against local or national laws, looking for and addressing any gaps.
• Documentation Oversight: Confirms that files and reports meet requirements for audits or legal inspections.
• Risk Assessment: Evaluates potential trouble spots, such as recordkeeping or safety protocols, then suggests fixes.
• Guidance to Teams: Communicates changes in regulations, advising on best ways to adjust daily activities.
• Issue Reporting: Prepares clear outlines of findings for higher-level managers or legal departments.

16. Payroll Specialist

Average Yearly Salary in India: INR 5L

Pay accuracy affects trust, making the Payroll Specialist an important figure in many organizations. Tasks often include confirming hours, applying tax deductions, and calculating final pay. Relying on precise data is critical to avoid errors. 

This position regularly works with finance departments to ensure smooth money flow. Clear explanations of payslips or deductions also help resolve any questions staff might have.

Role and Responsibility of Payroll Specialist

• Salary Calculations: Converts time logs into wages, factoring in overtime or holiday pay.
• Tax Deduction Management: Stays aware of changes in rates or rules, applying them correctly each cycle.
• Record Updating: Adjusts pay details for promotions, role changes, or new hires.
• Payment Coordination: Schedules direct deposits or checks on the right days without delays.
• Anomaly Checks: Flags unusual fluctuations in pay, addresses them, and keeps records consistent.

17. HR Business Partner (HRBP)

Average Yearly Salary in India: INR 10L

An HR Business Partner aligns people strategies with organizational targets. This includes guiding managers on recruitment plans, analyzing performance data, and suggesting ways to shape a stronger workforce. Collaboration with senior leaders is common, ensuring that HR practices connect smoothly with bigger goals. 

The role calls for an insightful approach, mixing quantitative findings with a sense of what genuinely motivates individuals to perform well.

Role and Responsibility of HR Business Partner

• Strategic Planning: Helps plan staffing levels, budgets, or retention goals that support the company’s vision.
• Department Liaison: Works with managers to address unique needs, from training requirements to conflict resolution.
• Performance Reviews: Advises on metrics or feedback methods, aiming for consistent and fair evaluations.
• Project Oversight: Leads or contributes to HR projects, such as rolling out new policies or tech systems.
• Cultural Alignment: Ensures that HR initiatives enhance the values the company stands for.

Also Read: Achieving Career Growth: 14 Essential People Skills for Workplace Success

18. Chief Human Resources Officer (Performance Management Department)

Average Yearly Salary in India: INR 21L

At the executive level, the Chief Human Resources Officer (CHRO) sets the overall direction of HR, often placing special emphasis on performance management. Decisions here can shape how teams are formed, evaluated, and rewarded. Collaboration with the CEO and other executives ensures that HR contributes meaningfully to long-range plans. 

This role interprets data on productivity or retention to drive essential changes. With a seat at the top table, the CHRO can steer a company’s people strategy from the highest level.

Role and Responsibility of Chief Human Resources Officer (Performance Management Department)

• High-Level Strategy: Charts the path for recruitment, training, and employee engagement in line with business priorities.
• Resource Allocation: Manages budgets for HR functions, authorizing investments that boost efficiency and morale.
• Executive Collaboration: Aligns HR objectives with the work of other departments, bridging operational and strategic needs.
• Performance Frameworks: Develops and refines methods for reviewing and rewarding staff achievements.
• Policy Shifts: Updates or expands rules, guidelines, and practices to keep pace with organizational growth.

What’s the Importance of the HR Department in a Company? 

An HR department isn’t limited to drafting policies or handling payroll. It serves as a core unit that shapes workplace norms, supports staff growth, and protects overall well-being. 

Examining data on satisfaction or performance can identify trouble spots before they spiral. Well-planned HR initiatives often boost morale, reduce costly staff turnover, and elevate a company’s public image.

Below are some points that highlight why having a strong HR department matters:

• Conflict Resolution: Drafts clear policies on acceptable behavior, intervenes early to settle issues, and creates a climate where people resolve problems in a constructive way.
• Talent Retention: Structures progressive career paths, offering relevant upskilling opportunities and employee rewards to keep high performers from jumping ship.
• Regulatory Compliance: Keeps the organization informed about labor laws, monitors any changes, and audits processes to avoid potential penalties or reputational harm.
• Performance Enhancement: Implements precise metrics to evaluate achievements, crafts targeted training programs, and motivates employees with fair recognition systems.
• Strategic Alignment: Assesses workforce trends, advises executives on hiring forecasts, and ensures each role fits the company’s longer-term objectives.
• Employee Well-Being: Promotes mental and physical wellness through counseling support, balanced leave policies, and a consistent focus on respectful conduct.

Also Read: What is Human Resource Management? Overview, Functions, Career Options

What Are the Key Skills Required for a Career in Human Resources?

Working in HR demands balancing empathy with structured decision-making. It goes beyond finalizing contracts or approving leave applications. Many professionals in this field interpret employment trends, advise leaders on staffing, and protect confidential data that can affect significant outcomes. 

Maintaining trust with employees and management often calls for clarity under tight deadlines. A blend of interpersonal insight and systematic planning helps shape reliable strategies in any HR role.

Below are key abilities that apply across different types of human resources positions:

• Leadership and Collaboration Skills: Applies to roles like HR Manager or Chief Human Resources Officer that involve guiding teams. This requires setting objectives, motivating staff, and working with other departments to align outcomes.
• Conflict Resolution and Negotiation: Suits positions such as Employee Relations Managers or Labor Relations Specialists. It means mediating disputes, drafting fair terms, and maintaining a respectful environment even under pressure.
• Data-Driven Approach: Benefits HRIS Analysts or HR Analysts. Analyzing trends in turnover, wages, and training ensures evidence-based recommendations that refine policies over time.
• Regulatory Awareness: Critical for Compliance Specialists or Labor Relations Specialists. Staying informed about employment laws, safety standards, and union guidelines helps avoid penalties and fosters trust.
• Technical Skills: Vital for Payroll Specialists or HRIS Analysts who rely on software to handle wages, attendance, and employee databases. Accurate data entry and system know-how are key here.
• Financial Acumen: Applies to Benefits Administrators and HR Business Partners. Budgeting for wellness programs, salary structures, or recruitment campaigns requires basic numeric skills and prudent spending.
• Adaptability and Innovation: Useful in every HR role, from HR Assistants to Training and Development Managers. New regulations or tech updates often prompt quick changes, so flexibility is a must.
• Communication and Interpersonal Skills: Fundamental for roles like HR Generalists or Employment Specialists. Clear explanations about policies, benefits, and career steps help everyone stay informed and motivated.
• Organizational Abilities: Essential for HR Officers or HR Assistants, who manage paperwork, schedule interviews, and keep track of updates. Being orderly reduces delays and miscommunication.
• Performance Management: Relevant to positions like CHRO or HR Managers that oversee structured evaluations, goal-setting, and constructive feedback. This includes rewarding achievements and guiding underperformers.
• Empathy and Emotional Intelligence: Indispensable in Employee Relations Managers or Director of Employee Experience roles. Recognizing how individuals feel and acting with consideration can boost morale and loyalty.
• Training and Coaching Skills: Suited to Training and Development Managers. Designing interactive learning sessions and coaching individuals to unlock their potential to build long-term success for both employees and the organization.

What Qualifications Are Needed for Human Resources Positions?

Formal education and professional credentials can shape how far someone goes in all types of HR roles. Many start with a bachelor’s degree in business or human resources, though fields like psychology or labor studies also prepare individuals to address workplace dynamics. 

Specialized roles often call for advanced degrees or specific training, especially when dealing with compliance or labor relations. Consistent learning remains vital as fresh regulations and new technologies keep changing the requirements of this profession.

Below are some qualifications that often help in building a solid HR career:

• Bachelor’s Degree: Commonly in human resources, business management, psychology, or labor studies. Lays the groundwork for handling recruitment, performance reviews, and core employee policies.
• Master’s or Postgraduate Diploma: Pursuing an MBA in HR or a postgraduate course can pave the way for strategic positions and higher management roles.
• Professional Certifications: Recognitions such as PHR, SPHR, SHRM-CP, or CIPD can boost credibility by confirming expertise in core areas like labor laws, benefits structures, or training methods.
• Legal or Specialized Knowledge: Certain positions, like Compliance Specialist or Labor Relations Specialist, might benefit from a law degree, or at least some background in employment regulations.
• Technical Training: Software skills for handling payroll, analytics, or applicant tracking systems matter in roles like HRIS Analyst or Payroll Specialist.
• Hands-On Experience: Internships, apprenticeships, or relevant work placements let newcomers learn practical aspects, from drafting policies to resolving minor conflicts.
• Ongoing Education: Short courses in communication, data analysis, or leadership keep skills current, especially in larger organizations with frequent changes in procedure.

How Can upGrad Help You in HR Career?

Like most job fields, 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 role requires you to develop your existing skills and abilities continuously.

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

Here are some of our most notable courses: 

• 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, and 360-degree career assistance.

You can also check this introductory HRM course: Free Beginner Course on Introduction to HRM and Strategy.

Related Blogs:

• Role and Future of Artificial Intelligence in HR: 10 Key Applications, Tools, and More
• HR Management Made Easy Using 15 HR Tools and Software
• Top 20 HR Salary in India [For Freshers & Experienced 2025]

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