Understanding HR career paths 

HR professionals can impact countless lives throughout their careers. They drive HR transformation, foster connection and growth among team members, and keep the company culture aligned with organizational goals. 

Whether starting an exciting career in HR or helping your HR team members with career pathing, this guide will review the key roles and stepping stones involved in an HR career path. 

What is an HR career path? 

An HR career path outlines the various progressions an HR team member can take to advance their role in the human resources field. 

HR professionals take steps along the path as they develop new skills, grasp key HR processes, and take on additional responsibilities. Keep in mind that the information in this guide will differ depending on the company. Each organization has its unique dynamics influenced by size, team structure, goals, vision, and available HR headcount. 

So, while the principles may be universal, the specifics will be tailored to fit the unique needs of your company. This variability makes the HR field both challenging and exciting, as it requires adaptability and a basic understanding of the progression your HR career path can take.

Generalist HR career paths vs specialist HR career paths

Generalist HR career paths encompass a broad range of HR functions. An HR generalist handles team member relations, onboarding, training, and retention. If you follow a generalist HR career path, you may start as an HR administrator and work up to an HR Director. 

HR professionals may also choose to specialize in a particular area within the field. Specialist HR career paths focus on a specific area of HR, like compensation and benefits, recruitment, or organizational development. Specialists develop a deep understanding and expertise in their chosen focus and can advance within that HR vertical. 

<<Outline your HR career path with our free career path template.>> 

HR generalist roles and responsibilities 

While an HR generalist’s career path can vary, they usually follow this progression:

HR assistant 

Many HR professionals start their careers as HR assistants. An HR assistant provides essential support to HR managers by handling administrative and clerical tasks. They maintain team member records, support recruitment processes, and ensure HR activities run smoothly. They can help create a positive and efficient work environment. 

Roles and responsibilities

• Provide administrative support
• Prepare documents and reports
• Maintain accurate team member records
• Post job listings
• Schedule interviews with potential candidates
• Manage HR dashboards and databases
• Direct team member inquiries to the correct resource or department

Skills

• Time management and organization
• Attention to detail
• Strong communication 
• Proficiency in HR software like employee onboarding software and computer systems like MS Office
• Strong people skills for interacting with applicants and team members 

Benefits of this role 

• Gain foundational knowledge of HR processes
• Learn from experienced HR professionals
• Improve problem-solving capabilities
• Help drive company culture

HR coordinator 

An HR coordinator communicates key initiatives between HR management and other team members. They serve as a bridge between departments, improving efficiency across the organization and ensuring all teams implement new or updated HR policies and procedures. 

Roles and responsibilities

• Facilitate a smooth recruitment process
• Coordinate new joiner onboarding and orientation
• Manage attendance and track employee time
• Manage team member development initiatives
• Use absence management software to track attendance and leave 
• Provide conflict resolution support
• Ensure data accuracy in all HR records
• Support HR programs and initiatives

Skills

• Strong interpersonal skills
• Excellent communication
• Working knowledge of key software systems
• Understanding of employment laws and best practices
• Conflict resolution skills
• Attention to detail

Benefits of this role 

• Develop project management skills
• Build strong relationships with various teams
• Improve communication between departments 
• Contribute to team member satisfaction
• Gain comprehensive experience across several HR functions 

HR generalist

HR generalists provide comprehensive support to HR management and other internal teams. HR generalists help manage recruitment efforts, maintain healthy team member relations, engage in performance management initiatives, and ensure compliance with all labor laws and regulations. 

They play a consequential role in keeping the work environment positive and moving processes forward smoothly.

Roles and responsibilities

• Conduct performance reviews
• Ensure compliance with labor laws
• Organize recruitment efforts
• Guide the hiring and onboarding process
• Address concerns and conflicts
• Support learning and development projects

Skills

• Expertise with various HR functions, including attendance tracking and recruitment
• Interpersonal skills like conflict management and communication
• Full proficiency in HRIS software and preferred company tools
• Strategic, problem-solving mindset

Benefits of this role 

• Varied experience in several HR functions
• Shape company culture 
• Learning opportunities throughout organizational teams
• Relationship-building opportunities with several leadership teams

HR manager 

The HR manager plays a crucial role in shaping company culture and identifying areas for growth. They step into a leadership capacity and oversee daily HR operations. From recruitment to compliance, HR managers guide HR generalists and coordinators to ensure project quality and alignment with company goals.

Roles and responsibilities

• Develop HR strategies and initiatives
• Supervise day-to-day HR operations
• Lead the creation of development plans and training initiatives
• Provide hands-on leadership and guidance to the broader HR team
• Coordinate learning and development (L&D) initiatives
• Proactively manage workplace relationships to address and solve conflicts and issues

Skills

• Experience managing teams
• Strategic thinking to advance L&D initiatives, recruitment strategies, and organizational development 
• Deep understanding of HR best practices and software
• Effective conflict-resolution abilities 
• Strong interpersonal and communication skills
• Excellent organizational and multitasking abilities

Benefits of this role 

• Make a positive difference in company culture
• Develop strategic and advanced HR skills
• Foster professional growth within the HR team
• Drive organizational success through thoughtful leadership

HR business partner

HR business partners act as strategic advisors and consultants to specific teams or groups within the company. They streamline communication between business management and the core HR team. By providing high-level guidance on HR strategy and goal-setting, HR business partners help every team support company objectives and internal changes.

Roles and responsibilities

• Offer expert, strategic advice on HR procedures and policies
• Support and manage change initiatives
• Explain HR best practices to leadership outside the HR team
• Collaborate with finance and other departments
• Utilize data to tell an impactful story
• Manage team member relations and changes
• Make strategic decisions based on HRIS analyst insights and company goals
• Drive talent management and recruitment efforts
• Ensure team development and retention of top talent

Skills

• Strategic reasoning and critical thinking
• Expert knowledge of HR practices and laws
• Understanding of data analytics and key HR metrics
• Excellent problem-solving skills
• Knowledge of the business and its jargon
• Courage and leadership
• Empathy

Benefits of this role

• Build relationships with leadership professionals throughout the organization
• Gain a comprehensive view of all organizational initiatives
• Impact the organization’s big-picture direction
• Streamline communication and integrate key processes
• Become an expert in business knowledge
• Lead change management efforts
• Foster team development and talent retention

HR director

HR directors spearhead HR operations and ensure alignment with the long-term goals of the larger organization. They develop new policies, adapt existing policies, and implement initiatives to improve culture. 

With a birds-eye view of the organization and the HR team, HR directors orchestrate lasting change through data-driven strategy and a thorough understanding of their personnel. 

Roles and responsibilities

• Lead new HR initiatives to ensure smooth adoption 
• Act as a mentor for HR managers and business partners
• Optimize budgets and resources within the HR team
• Lead team meetings and encourage the growth of team members
• Recruit top talent for high-level and executive roles
• Mediate escalated team member disputes
• Develop and execute HR strategies aligning with overall business goals
• Prioritize positive company culture 

Skills

• Exceptional leadership and communication skills 
• Strategic eye for big-picture development
• Expert understanding of labor laws and regulations
• Comfortable overseeing multiple HR projects and initiatives simultaneously
• Budget management capabilities
• Ability to use data to inform decision-making and measure HR effectiveness

Benefits of this role

• Lead large-scale HR initiatives impacting the entire organization
• Work with top-level executives 
• Shape the future of company policy and processes
• Potentially advance to C-suite roles

VP of HR 

The Vice President of HR serves as a key executive and drives the human resources strategy at the highest organizational levels. VPs drive HR initiatives to support business growth and team member satisfaction. 

They integrate long-term HR expertise with strategic business planning to shape the direction of the company. 

Roles and responsibilities

• Brief executives on key HR team initiatives
• Ensure the HR team takes an efficient approach to common challenges 
• Structure benefits and compensation programs to attract the best talent
• Manage high-level HR functions, including talent acquisition, leadership development, and succession planning
• Work with the executive team to shape company policies and practices 
• Advise the CPO/CHRO on HR progress and programs 

Skills

• Exceptional strategic processing and leadership 
• Strong business acumen and ability to align HR strategies with business goals
• Proven ability to lead and manage large, diverse teams
• Expertise in change management
• Excellent communication and interpersonal engagement
• Deep understanding and strategic view of all HR metrics 

Benefits of this role 

• Have a major impact on the direction of the company
• Improve company culture
• Collaborate with high-level executives and foster important relationships
• Lead talented HR professionals on their career paths

Chief HR Officer/Chief People Officer 

The Chief People Officer is the highest-ranking professional on the HR team. CPOs take a big-picture view of the company and use HR strategies to fill gaps, shift trajectories, and emphasize continuous improvement. They work hand-in-hand with other C-suite executives to support organization-wide goals and encourage alignment with the company’s mission and vision. 

Roles and responsibilities

• Collaborate with the executive team and the HR team on people-related matters
• Ensure compliance with labor laws, regulations, and internal policies
• Spearhead a high-performance culture
• Monitor HR metrics and KPIs and provide guidance on progress and challenges
• Execute long-term goals and strategies
• Drive critical DEI&B initiatives

Skills

• Visionary leadership 
• Deep expertise in all facets of human resources management
• Strong collaboration abilities
• Exceptional communication acumen, including public speaking
• Strategic mindset 

Benefits of this role 

• Impact the overall success of the organization
• Improve company culture at a high level
• Lead impactful initiatives
• Support all team members through clear communication and people-first processes
• Collaborate with a diverse range of stakeholders and seek creative solutions
• Gain industry recognition and set industry standards

HR specialist roles and responsibilities

HR specialists focus on specific areas within HR. These HR professionals handle specialized functions within verticals like talent acquisition, compensation and benefits, team member training, and labor relations. You can find HR specialist positions in larger companies with lots of team members and extensive HR requirements. 

Compensation and benefits

A compensation and benefits HR specialist, sometimes termed Comp & Ben, designs and administers team member compensation packages and benefits programs. They analyze broader market data to understand industry standards for specific roles, ensure competitive salaries and benefits, and attract top talent.

These HR specialists develop policies and procedures around benefits enrollment and communication. They support team members with questions about their compensation and benefits options.

Roles and responsibilities

• Design and administer compensation packages and benefits programs
• Analyze market data to ensure competitive salaries
• Develop policies for benefits enrollment and communication
• Support team members with compensation and benefits questions
• Ensure compliance with compensation and benefits regulations
• Collaborate with HR and finance teams on budget considerations

Skills

• Market data analysis
• Knowledge of compensation and benefits regulations
• Proficiency in HR software and compensation tools
• Attention to detail for policy development
• Ability to handle confidential information

Benefits of this role 

• Directly impact employee satisfaction and retention
• Opportunity to shape competitive compensation strategies
• Enhance organizational attractiveness to top talent
• Develop a deep understanding of market trends

Payroll 

A payroll HR specialist manages the organization’s payroll. They can use payroll software to handle payroll calculations and taxes and maintain payroll records. 

Payroll specialists ensure that an organization meets compliance requirements and abides by legal standards. They can also help resolve pay discrepancies and explain internal policies that impact pay, such as paid time off (PTO) and overtime.

Roles and responsibilities

• Manage payroll calculations and deductions
• Maintain payroll records and ensure compliance
• Resolve pay discrepancies and address queries
• Ensure adherence to legal standards and tax regulations

Skills

• Proficiency in payroll software and systems
• Strong numerical and analytical skills
• Knowledge of tax regulations and compliance
• Excellent organizational skills and attention to detail

Benefits of this role 

• Contribute to employee satisfaction through reliable pay
• Develop expertise in payroll and compliance
• Enhance organizational trust and transparency.
• Support financial integrity within the company

Recruitment 

Recruitment specialists manage the recruitment and hiring process from start to finish, including conducting interviews and analyzing resumes to find the perfect fit for open roles. They ensure companies attract and select top talent across all department openings. 

Recruitment specialists create job postings, screen resumes, lead interviews, and coordinate hiring processes with HR managers. They also play a strategic role by balancing company budgets with team skill gaps and team culture. 

Roles and responsibilities

• Create and manage job postings
• Screen resumes and shortlist candidates
• Conduct interviews and lead the hiring process
• Develop recruitment strategies to attract top talent

Skills

• Strong interpersonal and communication skills
• Proficiency in applicant tracking systems (ATS)
• Excellent interview and evaluation abilities
• Strategic thinking for talent acquisition
• Organizational skills for managing multiple openings
• Deep understanding of team dynamics and cultural fit

Benefits of this role 

• Directly impact organizational growth and talent quality
• Opportunity to shape team compositions
• Develop a network of industry professionals
• Engage in strategic planning and budget management
• Support diversity and inclusion in recruitment

Learning and development 

Learning and development, or L&D HR specialists, design and implement training programs to support team members in various departments. These programs help manage skill gaps and elevate overall company performance.

Learning and development specialists assess organizational training needs, develop learning curricula, and deliver training sessions. They encourage continuous learning by promoting professional development opportunities and inspiring team members to grow in their roles, all contributing to improved retention and engagement. 

They also evaluate the effectiveness of training programs so they can make improvements over time.

Roles and responsibilities

• Assess organizational training needs
• Develop and implement learning curriculums
• Deliver training sessions and workshops
• Evaluate the effectiveness of training programs
• Collaborate with department heads on skill development

Skills

• Strong instructional design and facilitation skills
• Excellent communication and presentation abilities
• Proficiency in learning management systems (LMS)
• Analytical skills for program evaluation
• Creativity in developing engaging training content

Benefits of this role 

• Foster a culture of continuous learning and growth
• Enhance team member skills and organizational performance
• Opportunity to innovate training methods and tools
• Support career development and retention efforts
• Contribute to employee engagement and satisfaction

DE&I specialists 

DE&I specialists, or DEI&B specialists, develop and implement initiatives to create a more inclusive workplace, like bias training programs and diversity recruitment strategies. Modern organizations prioritize workplace diversity, equity, inclusion, and belonging (DEI&B) to foster a more positive work environment. 

DE&I specialists analyze workforce demographics, identify areas for improvement, and design programs to promote equitable opportunities and thoughtful improvement. They also provide training on DEI&B and monitor program effectiveness.

Roles and responsibilities

• Develop and implement DE&I initiatives
• Analyze workforce demographics and identify areas for improvement
• Provide training on DE&I topics
• Monitor and evaluate the effectiveness of DE&I programs
• Collaborate with leadership to embed DE&I in company culture

Skills

• Strong understanding of diversity, equity, inclusion, and belonging principles
• Excellent communication and facilitation skills
• Cultural competency and empathy
• Ability to develop and implement strategic initiatives
• Experience with DE&I training and education

Benefits of this role 

• Directly impact organizational culture and values
• Foster a diverse and engaged workforce
• Enhance employee satisfaction and retention
• Contribute to social responsibility and ethical practices

HR analytics 

HR analysts collect, analyze, and interpret HR data. They provide clear data insights into HR programs and initiatives so that informed decisions can be made to improve and progress. 

Many HR analytics specialists use HR software to view data surrounding performance, retention, compensation, recruitment, and other HR initiatives. From there, they create and interpret reports and dashboards and communicate their findings to leadership teams. Their insights allow leaders to pinpoint key areas for improvement and develop action plans. 

Roles and responsibilities

• Collect and analyze HR data on performance, retention, and compensation
• Use HR software to generate reports and dashboards
• Interpret data to inform HR strategies and decisions
• Communicate findings to leadership teams

Skills

• Proficiency in HR analytics tools and software
• Strong analytical and data interpretation skills
• Knowledge of HR metrics and KPIs
• Effective communication skills for reporting insights
• Strategic thinking and problem-solving abilities

Benefits of this role 

• Identify and address areas for organizational improvement
• Enhance efficiency and effectiveness of HR initiatives
• Support leadership with actionable insights
• Develop expertise in HR data analysis
• Contribute to evidence-based HR practices

HR operations 

HR operations specialists ensure HR processes and systems run smoothly. They look at day-to-day workflows and long-term cycles and work to improve efficiency. HR operations specialists might also serve as the HRIS director to manage the technological aspects of HR workflows.  

Roles and responsibilities

• Improve day-to-day HR workflow efficiency
• Manage HRIS (Human Resources Information Systems)
• Oversee compliance with HR policies and procedures
• Monitor and evaluate HR operational performance

Skills

• Proficiency in HRIS and other HR software
• Attention to detail and process improvement skills
• Knowledge of HR policies and compliance requirements
• Problem-solving skills for operational challenges
• Effective communication and collaboration abilities

Benefits of this role 

• Support overall HR strategy and organizational goals
• Develop expertise in HRIS and process management
• Contribute to employee satisfaction through streamlined processes
• Enhance compliance and regulatory adherence
• Foster a collaborative HR team environment

Grow your HR career

Embarking on your HR career growth journey begins with a clear vision of your goals and an understanding of the roles and skills required to achieve them. Use the information in this guide to develop paths for HR team growth or to help develop the relevant skills you will need for your own HR career growth.  

Ensure your organization supports HR team members’ professional growth with the right resources to explore HR specialties, various HR roles, and professional certifications to ensure you remain relevant. 

By understanding the steps involved in career growth, you can take a proactive approach to HR professional development.