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
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From India, Jalalpur
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Dear Colleague,
The job title is more to be looked at from internal policy, nature and type of business, size of business, and manpower managed, etc. In practical parlance, "Manager" or "Executive" perform the same role and have the same job description. However, in the external world and due to our own hierarchical setups, the Manager title carries more weight in minds than that of Executive. Executives are perceived as juniors, and Managers are seen as seniors. For example, "HR Head" is the title given in many companies, but in reality, in the organization, 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 to go with 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
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337The job title is more to be looked at from internal policy, nature and type of business, size of business, and manpower managed, etc. In practical parlance, "Manager" or "Executive" perform the same role and have the same job description. However, in the external world and due to our own hierarchical setups, the Manager title carries more weight in minds than that of Executive. Executives are perceived as juniors, and Managers are seen as seniors. For example, "HR Head" is the title given in many companies, but in reality, in the organization, 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 to go with 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
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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
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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
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