Organizational Chart of Personnel Department/ HR Department

Organizational chart of Personnel Department/ HR Department
PERSONNEL DEPARTMENT/ HUMAN RESOURCE DEPARTMENT may be organized on three basis

a)Functional basis (b) Service basis (c) Clientele basis
• Retirement, VRS
• Emp. Attrition, emp. Turnover, Resignation
• Retrenchment, Lay-off, Termination
Responsibilities of Human Resource Development Manager
Chief Human Resources Officer (CHRO). Focuses on the strategy of human capital and how
HR programs grow revenue and the organization for the broad and often global organization
and for the longer term. Reports to company CEO.
Vice President of HR. Works with the executive team on business objectives. They view
financial documents and work to understand how programs and services drive revenue.
Focused on business metrics, reporting, and analytics. Reports to the CHRO.
Chief Diversity Officer. Focuses solely on employee and candidate diversity and inclusion.
This position in Fortune 500 companies and within the tech industry often reports directly to
the CEO. Sometimes this role is also referred to as Vice President of Diversity and could also
report directly to the CHRO depending on a company’s organizational structure.
HR Business Partner (HRBP). A consultative position that provides resources and builds
relationships while focusing on the missions and objectives of the organization. This person is
seen as an operational and more strategic resource for the region or area in which they support
and often specializes in a specific area of need for the company. Larger companies often have
multiple HRBPs supporting specific functions within human resources.
Recruiting Director. Reports to VP of HR and is the senior leader for hiring and recruiting. A
decision maker responsible for budgeting, allocation, and strategy planning with senior
leadership on the subject of talent acquisition and recruitment.
HR Director. Responsible for annual budgets and decisions on buying software, systems and
negotiating benefits for the company. This role is less focused on compliance and policy and
more on driving results for the organization related to human capital.
Compensation and Benefits Manager. This role is responsible for managing benefit plans
including health insurance, life insurance, dental, vision, 401(k) plans, and other programs like
employee assistance programs and tuition reimbursement.
HR Specialist. Focused on administration, payroll, and other administrative tasks, as well as

employee orientation, training, and pre-screen interviewing. May specialize in employee
relations, program management, project management, and compliance, among other areas.
Large companies will typically have multiple HR Specialists for these areas.
HR Generalist. A broad role that can include handling benefits, compensation, recruiting and
employee relations, as well as location forecasting and budgeting, recruiting and interviewing,
compliance and overseeing EEOC investigations and claims.
Human Resource Information Specialist (HRIS). Oversees and maintains HR and recruiting
technologies. The HRIS is familiar with recruiting and HR processes but is highly technical
and interfaces directly with the information technology department. Depending on the size of
the company, multiple HRIS positions that focus on specialty areas like data management and
security, technology development and HROS support.
Recruiter. Specializes in the hiring and selection for open requisitions that the organization is
hiring for from job seekers who applied for a position through a career site and applicant
tracking system. Most commonly works with candidates and hiring managers. Large
companies may have a team of recruiters dedication to specific lines of business or regions.
Recruiting Coordinator. An administrative position, this role reports to lead or senior

recruiters and is responsible for a wide variety of recruiting tasks like candidate outreach,
campaign coordination and execution, as well as maintaining ATS data and reports.
HR Coordinator. Files and maintains reports, processes payroll, schedules interviews, plans

and organizes events, handles inter-office communication. In a large company, this role is
typically held by multiple individuals focusing on recruitment marketing, email outreach, or
internal resourcing.
HR Generalist
HR Generalist is responsible for the day-to-day management of HR operations, which means
that they manage the administration of the policies, procedures and programmes of the
organisation.
Individuals who prefer variety and diversity in their work may be well-suited as an HR
generalist, because they rarely complete the same duties every day. Rather, they may have to
switch focus suddenly from one project or issue to another based on the situation or daily
need.
Job responsibilities of an HR Generalist include:
 Managing the recruitment process.
 Administering payroll and benefits.
 Answering employees' questions regarding pay, policies, duties and benefits.
 Working with HR information systems.
 Maintaining employees' personnel records.
HR Specialists
HR specialist has expertise in one specific HR area, rather than some expertise
in multiple HR disciplines. Specialists tend to have a more comprehensive
expertise of their subject.
Specialists typically have more routine responsibilities, well-defined goals and

time-frames, as compared to HR generalists, but as an expert in a specific HR
area, they are required to exhibit a strong work ethic and a keen attention to
detail
HR development specialist
Risk management specialist
HR information systems specialist
Employee and labor relations specialist
Organizational development specialist
HR Coordinator
 HR coordinators help other HR personnel manage employees. They may be
the contact person for new hires if their position is focused on recruiting
and assisting with onboarding.
 HR coordinators also generally help new employees become oriented to
their positions. They may have to travel if they need to help a company
locate new employees as part of the recruiting process. HR coordinators are
also asked to suggest ways to improve the company's hiring and staffing
procedures.
 Job responsibilities of an HR coordinator include:
 Making sure all legal requirements are fulfilled during hiring
 Working with different managers within the HR department and beyond
 Helping to administer employee benefits
 Maintaining employee data
HR executives and HR managers
HR executives and HR managers both work in human
resources.
The primary difference between these professionals is that HR
executives are required to have more experience before moving
into their role, and they supervise HR staff,
including HR managers, as part of their duties
HR Executive HR Manager
HR Executive reports to higher authorities such as

HR Manager reports to the HR Executive
CEOs
Oversees work done by HR managers in an organization Oversees work done by employees in an organization
Looks to it that all the employees follow the policies
Develops company policies and programs
and programs
Acts as intermediate between chief officers and junior Acts as intermediate between HR Executives and
executives employees
Responsible for decision-making in employee related
Organize and coordinate employees requests
matters
Convey employee requests to higher management Convey employee requests and issues to HR Executives
Resolve and address minor issues and concerns of
Resolve major issues and concerns of employees
employees
Manage the workforce of the whole organization Team/ group level workforce management
Creating Benefit Plan for employees Reviewing Benefits Plan made by HR Executives

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Organizational chart of Personnel Department/ HR Department

PERSONNEL DEPARTMENT/ HUMAN RESOURCE DEPARTMENT may be organized on three basis

HR Specialist. Focused on administration, payroll, and other administrative tasks, as well as

Recruiting Coordinator. An administrative position, this role reports to lead or senior

HR Coordinator. Files and maintains reports, processes payroll, schedules interviews, plans

Specialists typically have more routine responsibilities, well-defined goals and

HR Executive reports to higher authorities such as

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