Every successful organization depends on Human Resources (HR) professionals to attract, develop, and retain talent while aligning people strategies with business goals.
According to the U.S. Bureau of Labor Statistics (BLS), the demand for global Human Resource (HR) Specialists will grow by 8%, whereas it will grow by 5% for HR Manager roles globally.
HR professionals are involved in every critical business function, namely, talent acquisition, retention, employee development, compensation strategy, legal compliance, and workforce planning.
However, the professional pathway for this department is not different from any other business unit of a company. The professional progression starts with entry-level roles to mid-level positions and senior leadership positions. Each level requires specific skill sets, experience, strategic competencies, and higher education or certifications.
So, which types of HR roles suit your credentials? Let's find out in this blog where a detailed explanation has been provided for the HR hierarchy.
What is an HR Department?
The Human Resources department is one of the important functional units within an organization that is responsible for managing its workforce. It includes hiring, training, upskilling, payroll, compliance, employee relations, compensation, organizational development, and developing employees for individual and organizational success.
HR Job Hierarchy
Understanding the HR job hierarchy is very important if you are planning to build and progress into a career in Human Resource Management.
The organizational structure gives a clear roadmap for career growth, starting from entry-level human resources job titles to leadership-based roles.
As you move up the ladder with experience and an enhanced skill set, you will take on greater responsibilities, develop specialized expertise, and contribute more strategically to the organization.
The following subsections discuss different types of HR roles that are targeted at administrative functions, workforce management and other specialized areas.
Entry-Level HR Job Titles
Entry-level HR job roles involve supporting daily operational and administrative activities such as recruitment, onboarding, and maintaining employee records, among others.
You must have a Bachelor's degree in Human Resources, Business Administration, or a related field to be eligible for these roles. The entry-level HR job roles, along with salary insights is discussed below:
| Job Title |
Job Description |
Skills |
Average Annual Salary |
| HR Assistant |
Provides administrative support to the HR department by maintaining employee records, coordinating onboarding activities, and assisting with day-to-day HR tasks. |
Technical Skills: HR documentation, Microsoft Excel, Employee records management
Soft Skills: Communication, Attention to detail, Dependability |
INR 2.4 to 2.9 LPA |
| Recruitment Coordinator |
Coordinates the recruitment process by scheduling interviews, communicating with candidates, and supporting hiring activities. |
Technical Skills: Interview scheduling, Applicant Tracking Systems (ATS), Recruitment coordination
Soft Skills: Time management, Interpersonal skills, Multitasking |
INR 3.3 to 4 LPA |
| HR Analyst |
Collects and analyzes HR data to generate reports and provide insights that support workforce planning and HR decision-making. |
Technical Skills: HR analytics, Data visualization, Microsoft Excel
Soft Skills: Analytical thinking, Critical thinking, Problem-solving |
INR 4.5 to 5 LPA |
| HR Administrator |
Manages HR records, prepares documentation, processes employee requests, and ensures the smooth execution of administrative HR functions. |
Technical Skills: HR administration, HRIS, Documentation management
Soft Skills: Confidentiality, Accuracy, Reliability |
INR 2.7 to 3.4 LPA |
Please note: The salary figures mentioned in this article are indicative and may vary depending on factors such as job location, employer, industry, qualifications, skills, certifications, years of experience, and the scope of the role.
Mid-Level HR Job Titles
Mid-level HR job roles act as a key to the execution of HR roles and responsibilities in the department. They report to senior leaders and are responsible for managing core HR functions such as talent acquisition, learning and development, or employee relations.
To be eligible for a mid-level HR job role, you must have two to three years of experience in an entry-level position. The mid-level HR job roles along with salary insights is discussed below:
| Job Title |
Job Description |
Skills |
Average Annual Salary |
| HR Specialist |
Supports specific HR functions such as recruitment, employee relations, payroll, benefits, or compliance while ensuring smooth day-to-day HR operations. |
Technical Skills: HR administration, Employee records management, HR compliance
Soft Skills: Organization, Communication, Attention to detail |
INR 5.5 to 6.2 LPA |
| HR Generalist |
Manages a broad range of HR activities, including recruitment, onboarding, employee relations, performance management, and policy implementation. |
Technical Skills: Recruitment and onboarding, Performance management, HR policy implementation
Soft Skills: Multitasking, Interpersonal skills, Adaptability |
INR 3.6 to 4.4 LPA |
| Talent Acquisition Executive |
Identifies, attracts, and hires qualified candidates by managing the end-to-end recruitment process. |
Technical Skills: Candidate sourcing, Applicant Tracking Systems (ATS), Interview coordination
Soft Skills: Negotiation, Networking, Time management |
INR 2.6 to 3.3 LPA |
| Compensation and Benefits Analyst |
Analyzes compensation data, administers employee benefits programs, and supports the development of competitive pay structures. |
Technical Skills: Compensation analysis, Benefits administration, HR analytics
Soft Skills: Analytical thinking, Numerical aptitude, Confidentiality |
INR 5.6 to 6.4 LPA |
Please note: The salary figures mentioned in this article are indicative and may vary depending on factors such as job location, employer, industry, qualifications, skills, certifications, years of experience, and the scope of the role.
Senior-Level Positions in HR
Senior-level job roles are responsible for leading the organization's Human Resources strategy, initiating firm-wide initiatives and influencing business decisions.
Since these job positions are strategy-oriented, you would need five to ten years of domain experience, along with strong leadership, people management, and strategic planning skills.
Some senior positions may also require a Master's degree in relevant areas. The senior-level HR job roles along with salary insights is discussed below:
| Job Title |
Job Description |
Skills |
Annual Average Salary |
| HR Manager |
Oversees daily HR operations, manages employee relations, ensures compliance with HR policies, and supports talent management initiatives across the organization. |
Technical Skills: HR operations, Performance management, Employment law compliance
Soft Skills: Leadership, Conflict resolution, Decision-making |
INR 6.5 to 8.3 LPA |
| Talent Acquisition Manager |
Leads the organization's recruitment strategy, manages hiring teams, and ensures the timely acquisition of qualified talent to meet business objectives. |
Technical Skills: Recruitment strategy, Applicant Tracking Systems (ATS), Talent sourcing
Soft Skills: Negotiation, Relationship building, Communication |
INR 8.6 to 9.3 LPA |
| Learning & Development (L&D) Manager |
Develops and manages employee learning, leadership development, and upskilling programs to enhance workforce capabilities and business performance. |
Technical Skills: Learning strategy, Learning Management Systems (LMS), Training needs analysis
Soft Skills: Coaching, Presentation skills, Strategic thinking |
INR 9 to 10.2 LPA |
| HR Shared Services / HR Operations Manager |
Manages centralized HR services, standardizes HR processes, oversees HR systems, and ensures efficient delivery of employee support services. |
Technical Skills: HR process optimization, HRIS management, Service delivery management
Soft Skills: Problem-solving, Process improvement mindset, Team management |
INR 6.5 to 8.9 LPA |
Please note: The salary figures mentioned in this article are indicative and may vary depending on factors such as job location, employer, industry, qualifications, skills, certifications, years of experience, and the scope of the role.
C-Suite/Executive HR Leadership Roles
C-Suite or Executive HR leaders are at the pinnacle of the department’s hierarchy. They are the most senior-level individuals in the firm who understand an organization’s priorities, build brand equity, respond and develop an overall strategy that can connect these priorities to develop a diverse talent pool.
The experience for these roles exceeds 12+ years, and while not mandatory, but a Master’s degree in Human Resource Management is preferred. Some organizations may also prefer dual MBA degrees that can help fulfil the strategic requirements for these job roles.
The C-suite/executive-level HR job roles, along with salary insights, are discussed below:
| Job Title |
Job Description |
Skills |
Average Annual Salary |
| Chief Human Resources Officer (CHRO) |
Leads the organization's overall HR strategy, aligning workforce planning, talent management, and culture with business objectives while serving as a key member of the executive leadership team. |
Technical Skills: HR strategy, Workforce planning, Organizational transformation
Soft Skills: Executive leadership, Strategic decision-making, Stakeholder management |
INR 64.2 to 71 LPA |
| Vice President of Human Resources (VP HR) |
Oversees enterprise-wide HR operations, develops people strategies, and partners with senior leadership to drive talent, performance, and organizational growth. |
Technical Skills: Talent management, HR operations, Succession planning
Soft Skills: Leadership, Business acumen, Change management |
INR 55.4 to 58.6 LPA |
| Director of Learning and Development (L&D) |
Develops and oversees enterprise-wide learning, leadership development, and talent management strategies to build a future-ready workforce. |
Technical Skills: Leadership development, Talent management, Learning strategy
Soft Skills: Coaching, Innovation, Communication |
INR 30.6 to 45.2 LPA |
| Chief Diversity Officer (CDO) |
Leads the organization's diversity, equity, inclusion, and belonging (DEIB) strategy by creating policies and initiatives that foster an inclusive workplace culture. |
Technical Skills: DEIB strategy, Inclusion metrics and analytics, Policy development
Soft Skills: Cultural awareness, Empathy, Stakeholder management |
INR 23.7 to 27.4 LPA |
| Senior HR Business Partner (HRBP) |
Leads the HR Business Partner function by aligning HR initiatives with business goals, advising senior leaders, and driving workforce performance across business units. |
Technical Skills: Strategic workforce planning, Performance management, HR analytics
Soft Skills: Relationship management, Critical thinking, Business communication |
INR 23.8 to 26.3 LPA |
| Chief People Officer (CPO) |
Leads the organization's people strategy by focusing on employee experience, culture, talent development, and workforce initiatives aligned with business goals. |
Technical Skills: People strategy, Employee experience, Culture transformation, Talent management
Soft Skills: Visionary leadership, Communication, Strategic thinking, Change management |
INR 56.6 to 64.9 LPA |
Please note: The salary figures mentioned in this article are indicative and may vary depending on factors such as job location, employer, industry, qualifications, skills, certifications, years of experience, and the scope of the role.
For some roles, the total compensation package may also include performance bonuses, stock options or equity, long-term incentives, profit sharing, and other executive benefits, depending on the organization's compensation structure.
Specialized Positions in HR
With changing workplace requirements, large firms are recruiting specialized HR roles focused on niche areas such as analytics, diversity and inclusion, employee experience, etc.
You must have a Bachelor's in Human Resources or a related field. A Master's degree, while optional, is an added advantage for these job roles. Additionally, you must have valid certifications in the concerned area for which you are applying for the job role.
The specialized HR job roles, along with salary insights, are discussed below:
| Job Title |
Job Description |
Skills |
Average Annual Salary |
| Diversity & Inclusion (D&I) Officer |
Develops and implements initiatives that promote workplace diversity, equity, inclusion, and belonging across the organization. |
Technical Skills: DEI program development, Employee engagement analytics, HR policy design
Soft Skills: Empathy, Cross-cultural communication, Influencing |
INR 9 to 10.5 LPA |
| Organizational Development Specialist |
Designs and implements programs to improve organizational effectiveness, manage change, and enhance employee performance. |
Technical Skills: Change management, Organizational design, Performance management systems
Soft Skills: Strategic thinking, Leadership, Collaboration |
INR 11.6 to 12.9 LPA |
| HR Compliance Officer |
Ensures the organization complies with labor laws, employment regulations, and internal HR policies. |
Technical Skills: Employment law compliance, HR auditing, Policy documentation
Soft Skills: Attention to detail, Integrity, Decision-making |
INR 3.7 to 4.8 LPA |
| HR Technology Specialist / HRIS Analyst |
Manages HR software and information systems to streamline HR operations and maintain employee data. |
Technical Skills: HRIS administration, Data analytics, HR software implementation
Soft Skills: Analytical thinking, Adaptability, Problem-solving |
INR 7.4 to 8.2 LPA |
| Industrial Relations Officer |
Manages relationships between employers, employees, and labor unions while handling workplace disputes and negotiations. |
Technical Skills: Labor law compliance, Collective bargaining, Grievance handling
Soft Skills: Negotiation, Conflict resolution, Relationship management |
INR 4.3 to 6.3 LPA |
Please note: The salary figures mentioned in this article are indicative and may vary depending on factors such as job location, employer, industry, qualifications, skills, certifications, years of experience, and the scope of the role.
Final Thoughts
Human Resources has evolved from an administrative function into a strategic business partner that drives talent, culture, and organizational success.
Whether your goal is to specialize in Talent Acquisition or advance to leadership positions like HR Manager or CHRO, building the right skills and qualifications is essential for long-term career growth.
If you are ready to begin or accelerate your HR career, consider pursuing a relevant program at JAIN (Deemed-to-be University) that combines industry-relevant knowledge with practical learning.
A strong academic foundation can help you develop the competencies needed to succeed across diverse HR roles.
FAQs
Q1: What are the typical entry-level roles in an HR designation hierarchy?
A1: Typical entry-level human resources job titles include HR Trainee, HR Assistant, HR Administrator, Recruitment Coordinator, and HR Analyst.
These positions focus on supporting recruitment, onboarding, employee records, and other administrative HR functions while building foundational HR skills.
Q2: How can one progress in the HR designation hierarchy?
A2: Career progression in HR usually begins with entry-level roles, followed by specialist or generalist positions, managerial roles, director-level positions, and executive leadership such as CHRO.
Advancing requires relevant experience, strong leadership skills, and often a master's degree or professional HR certifications.
Q3: What is the role of an HR Director in the HR designation hierarchy?
A3: An HR Director oversees the organization's HR strategy, manages HR teams, ensures compliance with employment laws, and aligns people practices with business objectives. They also work closely with senior leadership to drive talent management and organizational growth.
Q4: How many types of HR positions are there?
A4: HR positions can be broadly categorized into entry-level, mid-level, senior-level, executive (C-suite), and specialized HR roles.
Within these categories, professionals may specialize in areas such as Talent Acquisition, Learning and Development, Compensation and Benefits, Employee Relations, HR Technology, and Compliance.
Q5: What are the 7 levels of the job title hierarchy?
A5: A typical seven-level job hierarchy includes Intern/Trainee, Entry-Level, Specialist/Executive, Senior Specialist, Manager, Director, and Executive Leadership (Vice President, CHRO, or Chief People Officer). The exact structure may vary depending on the organization's size and industry.
Q6: Which HR role is highly paid?
A6: Among HR professionals, the Chief Human Resources Officer (CHRO) is typically the highest-paid role, followed by positions such as Vice President of Human Resources, Chief Diversity Officer, and HR Director.
Compensation varies based on the organization's size, industry, location, and the professional's experience.
