As the world of work continues to evolve, so too does the role of HR, and with it, the job titles used to describe the roles within the HR function. With new technology and changing employee expectations, HR professionals must be prepared for a shift in their roles, both in terms of what they do, as well as what they are called.
One change that is already taking place is the use of the term “People Function” instead of traditional nomenclature like “Human Resources”, which itself replaced the definitely old-fashioned “Personnel”. This more modern designation reflects an emphasis on people-centric approaches and solutions that go beyond just managing personnel files and administering benefit packages. Humans are no longer simply resources to be used by an organisation, but are instead critical to the success and survival of the company.
As the function changes, we can expect to see some changes to the job titles used by HR professionals as well.
At the most senior level, organisations are beginning to move away from using titles like Chief Human Resource Officer (CHRO) or Vice President of Human Resources (VPHR).
Instead, they are opting for more creative titles such as Chief People Officer (CPO), Chief Talent Officer (CTO), Head of People Operations (HOPO), Chief of People Operations (CPOPs) or even Director of Culture and Engagement.
More junior roles are also being retitled. The mainstay of the profession, the HR Business Partner, is now often referred to as the People Business Partner. Other titles that reflect the changing nature of HR work are also emerging. These include the Employee Experience Manager, Employee Wellness Coordinator, Diversity, Equity and Inclusion (DEI) Manager, and Talent Acquisition Specialist.
These newer positions reflect a focus on creating a positive workplace culture and engaging employees in meaningful ways, rather than simply focusing on compliance issues and paperwork management. Some of these are completely new roles to HR, while others are updates to existing roles based on revised thinking about the purpose these jobs play in an organisation.
Technology will play an increasingly important role in People departments going forward and, as a result, we can expect to see new HR job titles emerge that reflect this reality; titles such as People Analytics Specialist, AIML Strategist, Data Scientist, and Automation Engineer—as companies look for ways to leverage data analytics tools and automation technologies to streamline HR processes while still maintaining human oversight over critical decisions related to hiring practices or employee engagement and development initiatives.
With globally distributed workforces becoming far more commonplace, businesses need employees who understand how best to manage remote teams across multiple time zones, while still fostering collaboration between colleagues working remotely from home offices around the globe. This could lead us towards seeing new job roles emerge, with names like Global Team Manager or Remote Work Facilitator becoming commonplace within many organisations’ People functions soon enough!
Overall, it’s clear that there will be significant changes coming down the pipeline when it comes to HR job titles, changes that reflect the evolving nature of HR’s work itself, but one thing remains certain:
No matter what you call them—whether it’s the People Function or something else entirely—those responsible for leading these efforts will have their hands full navigating all these challenges ahead!
