Core HR Areas & Career Stages
The Career Path tool is organized by Core HR Areas as depicted below.
| Core HR Areas |
Definition |
| Talent Management |
HR practices and programs which support the employer / employees through the full talent lifecycle.
For example, HR careers in the following areas: sourcing / selecting, integrating / deploying, assessing / developing, progressing. |
| Employee Services |
HR services for the employer / employees, which range from strategic to transactional.
For example, HR careers in the following areas: compensation, benefits, HR analytics, etc. |
| Organizational Effectiveness |
HR practices and interventions which facilitate the efficiency, effectiveness, and health of the overall business.
For example, HR careers in the following areas: organizational design and development, employee involvement, project management, etc. |
| Employee & Labour Relations |
HR practices which support relationships between management and employees and the work environment.
For example, HR careers in the following areas: collective bargaining, arbitration, conflict resolution, etc. |
| Consulting |
HR-related expert, professional advice which is provided to an organization, function, team, or individual in order to build internal capacity and facilitate organizational success.
For example, HR consulting careers in any HR disciplines. May include broad-based or highly specialized HR consulting. |
It is also organized by Career Stages / Progressions as seen below.
| Career Stages / Progressions |
Definition |
| Executive |
- Key Tasks –A member of the executive team; leads and holds accountability for the HR function in a large organization; participates in leading the organization and supporting alignment of the business; proactively identifies opportunities to facilitate the business strategy through HR; makes the business case for HR; proactively identifies the current and future needs of internal and external stakeholders; and also identifies and takes action to mitigate potential risks.
- HR Knowledge – Broad and deep HR knowledge; broad and deep business acumen across all functions in the business including industry specific knowledge
- Decision Making / Authority – Operates with limited oversight; makes complex decisions using a variety of inputs to ensure successful execution of the HR function; has the ability to re-set strategy, budgets, targets, etc.; uses formal and collaborative decision making structures to support complex decision making processes
- Reporting Relationships – Reports to the CEO or other C-level executive; takes direction from peers and the Board; has direct reports who also have direct reports
|
| Director |
- Key Tasks – Leads multiple HR services areas (mid-size organization) or at a regional / divisional level (large organization); contributes to setting the HR function strategy and translates HR’s strategy into strategies for specific HR service areas; ensures the alignment and integration of a variety of HR service areas; provides leadership and direction to the development and implementation of HR programs, services, etc.; determines ROI (including analyzing the financial relationship to outcomes) and makes the case for change; proactively identifies the needs of internal and external stakeholders
- HR Knowledge – Broad and deep HR knowledge across the RPCs©; broad and deep business acumen across multiple functions in the business including industry specific knowledge
- Decision Making / Authority – Operates under general oversight; makes complex decisions using a variety of inputs to ensure the successful execution in reporting departments; has the ability to flex budgets, re-allocate resources, etc.; escalates decisions if and when required
- Reporting Relationships – Typically reports to Executive level; takes direction from peers and above; has direct reports who also have direct reports
|
| Manager |
- Key Tasks – Manages the day-today operations of an HR function (small organization) or region / division (large organization); aligns to overall strategy for HR; manages the development, implementation, and ongoing administration of HR programs, services, policies, systems and processes; measures results and makes improvements as required; plans for the needs of internal and external stakeholders
- HR Knowledge – Broad and deep knowledge across the RPCs©; broad business acumen
- Decision Making / Authority – Operates under general direction; makes complex decisions using a variety of inputs to ensure the successful execution in own department; proposes budget and resource allocations for approval at the Director level; escalates decisions if and when required
- Reporting Relationships – Typically reports to Director or Executive (VP) level; takes direction from peers and above; has direct reports
|
| Individual Contributor II |
- Key Tasks – Administers and delivers HR programs at the advanced level; provides input to policy development; facilitates continuous improvement; project manages one time or limited time projects of moderate complexity; develops communications with internal and external stakeholders; communicates with stakeholders in area(s) of expertise; conducts complex data analysis and interpretation
- HR Knowledge – Broad knowledge of HR practices with advanced expertise in one to two HR areas; general understanding of the business
- Decision Making / Authority – Operates under general direction; makes moderately complex decisions with some latitude for judgment, using policy and past precedents as a guide, to ensure the successful execution of own projects; escalates decisions as required
- Reporting Relationships – Typically reports to Manager level; takes direction from peers (project basis) and above; and may provide technical guidance to Individual Contributor I level
|
| Individual Contributor I |
- Key Tasks – Coordinates and administers HR programs and services; coordinates projects of limited complexity; provides project support in a key project area by executing on pre-defined tactics; conducts basic to moderately complex data analysis; communicates with internal and external stakeholders in area(s) of expertise
- HR Knowledge – General (continuously developing) knowledge of HR practices
- Decision Making / Authority – Operates under general direction; makes decisions according to policy and past precedents; makes decisions regarding standard or re-occurring anomalies; escalates decisions that are unclear
- Reporting Relationships – Typically reports to Manager level; takes direction from Individual Contributor II and above
|
| Administrator |
- Key Tasks – Conducts data entry and standardized data processing; monitors and tracks processes and information; coordinates events, logistics, and processes; provides internal and external customer support according to set policies and standards
- HR Knowledge – Limited or task specific HR knowledge of an administrative support nature
- Decision Making / Authority – Operates under explicit direction; makes decisions according to policy; escalates decisions that are unclear
- Reporting Relationships – Typically reports to Manager level; takes direction from all
|
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