For any startup, for hiring HR member, his post should be HR manager or HR executive??? which one would be more suitable?
From India, Jalalpur
Acknowledge(0)
Amend(0)
From India, Jalalpur
Acknowledge(0)Amend(0)
Dear Colleague,
The job title should be considered based on internal policy, the nature and type of business, the size of the business, and the manpower managed. In practical terms, "Manager" and "Executive" often perform similar roles and have the same job description. However, in the external world and due to hierarchical setups, the title of Manager carries more weight than that of Executive. Executives are perceived as juniors, while Managers are seen as seniors. For example, "HR Head" is a title given in many companies, but in reality, the individual may hold the position of Assistant Manager or Deputy Manager in many organizations.
In your case, for a hiring role, the key point is to present a positive image to the hiring Manager. Therefore, you may choose titles like Talent Acquisition Manager or Head of Talent Acquisition so that the individual will have a stronger connection with consultants and applicants. However, it is essential to balance this with your organizational policy, parity with other departmental colleagues, and role holders to avoid any potential backlash. Therefore, make decisions based on what is most conducive to your organizational needs.
Designing a solid organizational structure for all your departments and ensuring a balanced role for the hiring position within that structure is crucial.
From India, Chennai
Acknowledge(1)Amend(0)
321The job title should be considered based on internal policy, the nature and type of business, the size of the business, and the manpower managed. In practical terms, "Manager" and "Executive" often perform similar roles and have the same job description. However, in the external world and due to hierarchical setups, the title of Manager carries more weight than that of Executive. Executives are perceived as juniors, while Managers are seen as seniors. For example, "HR Head" is a title given in many companies, but in reality, the individual may hold the position of Assistant Manager or Deputy Manager in many organizations.
In your case, for a hiring role, the key point is to present a positive image to the hiring Manager. Therefore, you may choose titles like Talent Acquisition Manager or Head of Talent Acquisition so that the individual will have a stronger connection with consultants and applicants. However, it is essential to balance this with your organizational policy, parity with other departmental colleagues, and role holders to avoid any potential backlash. Therefore, make decisions based on what is most conducive to your organizational needs.
Designing a solid organizational structure for all your departments and ensuring a balanced role for the hiring position within that structure is crucial.
From India, Chennai
Acknowledge(1)Amend(0)
Dear colleague, Whether a start-up company or otherwise, the designations should have internal parity with other functional heads, as well as a range of job responsibilities. A job title must encompass the core job responsibilities and should not be merely a hollow nomenclature. Dr. P. Sivkumar has articulated these aspects well.
Regards, Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Acknowledge(0)Amend(0)
Regards, Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Job Description - HR & Admin.doc