HR roles we recruit
You need the right HR hire at every stage. This page lists the HR roles we fill, from a first HR Generalist to a Chief Human Resources Officer.
How HR teams grow, and who we hire into them
Most companies start with a single HR Generalist or HR Manager. That person hires, onboards and runs payroll. As headcount grows, the company adds a Talent Acquisition Specialist, a Compensation Analyst, an HRIS Analyst and an Employee Relations Manager. Then a VP of People or HR Director takes over the function. A CHRO arrives when HR strategy becomes a board level concern. A larger organization may separate payroll from benefits, create a dedicated learning and development team, and split HR business partners by business unit, geography or employee population.
Screening changes with the role. A Payroll Specialist must prove they know Workday, UKG or ADP Workforce Now and can process multistate payroll without errors. A CHRO needs to show they can advise a CEO on succession, lead an HR team through a merger and explain FLSA or Title VII risks to a board. You will ask different questions at each level.
HR leadership
Chief Human Resources OfficerOversees people strategy, executive compensation, succession planning, and the HR budget while advising the CEO and compensation committee.Chief People OfficerScales headcount, equity plans, and remote team practices while shaping culture and employee experience.VP of Human ResourcesRuns HR business partners, HR operations, and talent acquisition during mergers, multi-state growth, or HR system changes.HR DirectorLeads HR for a company, division, or site with managers, employee relations, policy, compensation cycles, and compliance.
HR business partners and generalists
Senior HR Business PartnerAdvises business leaders on org design, performance management, workforce planning, and employee relations for several hundred employees.HR ManagerHandles policies, the handbook, employee relations, onboarding, benefits enrollment, FLSA, FMLA, ADA, EEO compliance, and sometimes payroll oversight.HR GeneralistProcesses onboarding, HRIS data, benefits questions, leave administration, policy questions, employee files, and some employee relations.HR CoordinatorManages onboarding paperwork, Form I-9 and E-Verify, HRIS data entry, scheduling, employee records, and benefits enrollment support.
Talent acquisition
Head of Talent AcquisitionSets recruiting strategy, runs the in-house team, and owns the ATS, employer brand, budget, agency spend, and hiring metrics.Talent Acquisition ManagerBuilds and leads a team of recruiters and coordinators, sets process, works with hiring managers on intake, and reports on pipeline.Corporate RecruiterRuns full-cycle searches including intake, sourcing, screening, interview coordination, and offers in an ATS daily.Recruiting CoordinatorSchedules interviews, handles candidate communication, prepares offer letters and background checks, and keeps the ATS clean.
Compensation and benefits
Director of Total RewardsDesigns compensation and benefits strategy including salary structures, equity plans, broker renewals, pay equity reviews, and pay transparency compliance.Compensation AnalystMaintains salary ranges, job architecture, salary survey benchmarking, merit cycles, offers, and cost models in Excel.Benefits ManagerRuns health, dental, vision, life, disability, and retirement plans with broker renewals, open enrollment, ACA reporting, COBRA, and 401(k) administration.Leave and Benefits SpecialistAdministers leaves under FMLA, ADA accommodations, and state paid family programs plus short and long-term disability claims and benefits enrollment questions.
Payroll
Payroll ManagerHandles payroll operations and team oversight including pay cycles, tax filings, year-end W-2s, audits, controls, garnishments, and finance reconciliation.Multi-state Payroll SpecialistProcesses payroll across many states including state and local tax withholding, reciprocity, unemployment registrations, remote employees, and paid leave contributions.Payroll AdministratorPrepares regular payroll by entering time and attendance, new hires, terminations, deductions, garnishments, pay corrections, and answering employee questions.Payroll and Benefits CoordinatorCombines payroll processing with benefits enrollment, deductions, carrier file management, and employee questions for small or mid-sized employers.
HRIS and people analytics
HRIS ManagerConfigures and supports the HR information system with security roles, payroll integrations, upgrades, data quality, reporting, and vendor selection.Workday HCM AnalystBuilds business processes, security groups, custom reports, calculated fields, and EIB data loads while tracking twice-yearly Workday releases.People Analytics LeadTurns attrition, headcount, engagement and pay equity data into analysis and Tableau or Power BI dashboards that HR and finance act on.HR Operations ManagerRuns HR processes and shared services such as onboarding, employee data, service desk cases, policy administration, audits, and process improvement.
Employee relations and compliance
Employee Relations ManagerInvestigates complaints, performance and discipline cases, terminations, and accommodation disputes while advising managers and tracking case trends.HR Compliance ManagerKeeps HR practices compliant with FLSA wage-hour rules, EEO-1 reporting, affirmative action plans, I-9 audits, trainings, and state pay transparency laws.Labor Relations SpecialistAdministers collective bargaining agreements, grievances, arbitration, contract negotiation support, NLRA compliance, and supervisor training in unionized workplaces.Investigations LeadPlans and manages workplace investigations into harassment, discrimination, retaliation, and misconduct with interview evidence, findings, and written reports for counsel or agencies.
Learning and development
Director of Learning and DevelopmentLeads learning strategy including leadership development, onboarding programs, compliance training, platform administration, budget, vendors, and results measurement.Training ManagerDelivers new hire training, safety or product training, manager workshops, and LMS administration while coaching trainers in operations-heavy sectors.Instructional DesignerDesigns learning content through needs analysis, ADDIE or SAM design, storyboards, Articulate Storyline or Rise builds, SCORM packages, and assessments.Organizational Development PartnerWorks on org design, change management, engagement surveys, team effectiveness, succession reviews, and leadership assessments using tools like Hogan or DiSC.
Send us the HR role you need
Tell us the title, the pay range, the location and the HR systems you use. We will come back with a market view and a short plan for the search.
Prefer email? Write to info@hr-recruitment-agency.com.
Monday to Friday, 8am to 8pm.