Roles
Getting a perspective on effectiveness and importance from many different constituencies is important. The roles listed below are the typical roles in an organization we ask to complete the survey. Please choose the role that most closely matches yours. If none quite match choose "Other" and then indicate what the other role is.
HRIS Leader – the HRIS leader is the individual who is primarily responsible for ensuring that the company has a technology architecture supporting business processes that meets the company’s goals. Responsible for the support and maintenance of a company's HR systems. They are charged with processing worker data, generating HR-related reports, managing system upgrades, and maintaining data integrity and security. Responsibilities:
- Supervise the day-to-day activities of HR Information Systems.
- Support management on structural policy matters related to the HRIS.
- Maintain data integrity in systems by regularly analyzing data and entry processes.
- Work alongside the IT department to perform regular assessments and improvements to the HRIS framework.
- Design user-friendly processes, guidelines, and documentation.
- Oversee all system upgrades and system additions in partnership with the Information Technology (IT) department.
- Ensures all HR-related systems are compliant with data protection laws.
Chief Human Resource Officer – the CHRO responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team, shareholders and the board of directors. The CHRO also has oversight responsibility on the effectiveness of HR programs in recruiting and retaining appropriate talent for the company’s business plans.
HR Generalist – the HR Generalist, or HR Business Partner - make sure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership. The HR business partner ensures that HR strategy fits into the organization's overall business strategy. Responsible for aligning business objectives with workers and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and workers that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.
IT Support/Developer – resolve customer complaints or problems and create product problem reports and troubleshooting documents for each issue. Software Support Engineers also work closely with development teams to identify and resolve any technical problems that might arise during the development of software.
Chief Information Officer – the CIO makes executive decisions regarding matters such as the purchase of IT equipment from suppliers or the creation/purchase of new IT systems. As technology plays a large part if creating efficiencies and consistently across the organization, the CIO ensures that the company stays up to date on technological advancements that will benefit the organization. Also as a business leader, the CIO is responsible for leading and directing the workforce of their specific organization.
Business Unit Leadership – the manager of a specific department of a company. As a unit leader, the duties include overseeing the daily operations of the unit, hiring and training new staff, and ensuring that the unit is meeting its goals and that the HR programs supporting that unit are creating opportunity and retention for the workforce. ... Typically, business unit leaders have experience in the department that they manage.
People Ops Functional Leads – these include leaders of support functions, including Benefits, Payroll, Recruiting, and Learning & Development
- Benefits - plans and directs the overall design, implementation, communication, and administration of the organization's benefits programs. ... Being a Benefits Director evaluates current programs to ensure compliance with governmental regulations and competitiveness with other organizations, and the generational needs of the workforce.
- Compensation – manage base and total cash compensation programs, salary structures and developing salary budgets, stock-based compensation plans, and recognition and reward programs in partnership with the Finance team, and job evaluation and performance management processes.
- Payroll - Ensures accurate and timely processing of payroll updates including new hires, leaves, terminations, and changes to pay rates. Prepares and maintains accurate records and reports of payroll transactions. Ensures compliance with federal, state, and local payroll, wage, and hour laws and best practices.
- Recruiting- leads the recruiting department with a focus on driving accountability, shaping their strategies, supporting department-wide growth and development, and team alignments. The Head of Recruiting also amplifies the business's culture and promotes a departmental culture amongst the recruiting team.
- Learning & Development - align worker goals and performance with that of the organization. Develop and implement learning strategies and programs that meet business needs. Evaluate organizational as well as individual worker development needs.
Worker – workers (includes employees, contractors, temps) offer a perspective on how they engage with technology solutions to process information about such things as personal data, enrolling in benefits, submitting payroll-related transactions such as deductions, interacting/collaborating with other workers and management, and also may use the HR systems in different environments.
Supervisor – supervisors offer a perspective how they engage with technology solutions to process worker-related information such as performance reviews, merit pay decisions, transfers, promotions, interacting/collaborating with other supervisors and management, and also may use the HR systems in different