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HR Officer vs HR Coordinator

Agnes

Hello, can I ask you to explain to me the difference between a HR Officer and a HR Coordinator? I got used to the CIPD bands i.e. generalist/technician, adviser, consultant and business partner. Am I right to assume that the two are a combination of generalist and adviser? I’ve noticed that these titles seem to relate largely to the third sector. Thank you

  • Just reading through this feed - I am a HR Coordinator but sit at mid-management level. I am responsible all aspects of HR and line manage a HR Administrator. I report into a Senior HR Manager, based in another region. This thread has me thinking I may need to have a chat with my organisation!
  • in reply to Andrew
    In my career in the third sector, I have been both! Administrator first and then Co-ordinator as the organisation and HR team grew, then moving onto HR Officer. As HR Officer I was junior to 3 Business Partners but above the admin team and was involved in lots of company wide change processes that cut across all areas of the business.
    My experience has also been that the choice of job title within HR can be dependent on titles within the organisation. When I was HR Officer, there were lots of other roles with officer in the title and these were all seen as being on the same broad spectrum in terms of responsibilities and salary.
  • in reply to Kerry

    In my experience the best guide to the meaning of a job title can only come from Humpty Dumpty in his discussions with Alice in "Through the Looking Glass"

    "When I use a word," Humpty Dumpty said, in rather a scornful tone, "it means just what I choose it to mean—neither more nor less."

    Job titles only take on meanings in the context of the organisations in which they are used. For example, I have seen HR Coordinator used for

    • a senior executive job in Buenos Aires charged with coordinating the implimentation and application of a European multinational's HR policies for senior executives and high potentials across 7 Latin American countries (25.000 staff and £4bn turnover), where each of those countries had a national HR Director;
    • an assistant to a seasoned HR professional who coordinated and fielded day to day questions and processes for HR matters (for both staff and line managers), across a people base of 300-400 people

    I've also seen

    • Senior VP (HR) in companies of less than 50 people
    • On the Board of major multinationals

    For me, the real issue isn't about what we call our jobs but the need to have a good degree of internal consistency within our organisations, and ensuring that appropriate "translation/understanding" takes place when speaking with those who are outside of our internal reference frame

  • in reply to Keith
    And therein lies the exciting challenge for a strong HR Business Partner....
  • Hi,
    I think the below Job Level may help you:

    Executive Level:
    HR VP / CHRO.
    HR GM.
    HR Director.

    Managerial Level:
    HR Manager.
    HR Supervisor.

    Professional Level:
    HR Senior Specialist.
    HR Specialist.
    HR Administrator.

    Entry - Mid Level:
    HR Officer. (Its same as HR Coordinator but you can specific tasks for each positions).
    HR Coordinator. (Must of companies use it instead of HR Officer, because you can assign to him all coordinations tasks).
    HR Assistant. (Like: Admin Aide, Clerk).
  • in reply to Mohammed
    Hi Mohammed, I just moved from a HR Administrator to a HR Officer.