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HR job titles

Tazeen

Hello fellow HR friends

I have a question re HR job titles. My last role was a dual role managing finance and HR and my job title was Assistant Accountant and HR Officer. I was the stand alone HR person in a very small organisation but have dealt with all generalist HR stuff. Having completed CIPD level 5, I wanted to move to a sole HR roles. I applied for HR advisor roles but was always told that due to the size of my old organisation, I did not have enough ER exposure. So I started applying for HR officer and coordinator roles.

Can someone explain the difference between the two as the job description is sort of similar, though some officer roles ask for some ER exposure whilst coordinator roles were purely admin related. 

I have recently had an interview for a coordinator role and the feedback I got was vey positive and there is a possibility they may offer me the role. The salary is below what I expected. Is going for a coordinator role a step down from an officer role? 

I am finding getting a break into HR quite difficult even though I am CIPD level 5 qualified and have experience with general HR but on a small scale. 

So basically I am after some advise and also an idea of the job title differentiation.

Many thanks in advance.

Regards

Tazeen

Parents
  • Broadly speaking, the steps are HR Administrator -> HR Advisor -> HR Manager/HR Business Partner

    In the space between Administrator and Advisor you may also find "Assistant", "Coordinator" or "Officer" roles, which generally represent a transition point where someone is formally qualified but lacks the technical experience to independently advise on employee relations issues, which tends to be the meat and drink of the HR Advisor.

    "Officer" in particular is usually a sign of an organization with a public sector background - either a public sector body, a charity or a business that provides services into the public sector - and is usually a flag to a very process-driven organization.

    Don't let your age discourage you from starting again. A good friend has just made the step into HR in his 50s, joining the CIPD as a Student member. Remember that we (I'm 47) are a generation who can reasonably expect to work into our 70s, so even with ten years' experience you might still have ten years or more, which would represent at least three career steps before retirement.

    Just the other day I was looking at the CV of a colleague who had worked her way from HR Assistant to Senior HR Business Partner in nine years, never staying in a role more than 18 months and always looking for the next step up. It was an impressive career trajectory.
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  • Broadly speaking, the steps are HR Administrator -> HR Advisor -> HR Manager/HR Business Partner

    In the space between Administrator and Advisor you may also find "Assistant", "Coordinator" or "Officer" roles, which generally represent a transition point where someone is formally qualified but lacks the technical experience to independently advise on employee relations issues, which tends to be the meat and drink of the HR Advisor.

    "Officer" in particular is usually a sign of an organization with a public sector background - either a public sector body, a charity or a business that provides services into the public sector - and is usually a flag to a very process-driven organization.

    Don't let your age discourage you from starting again. A good friend has just made the step into HR in his 50s, joining the CIPD as a Student member. Remember that we (I'm 47) are a generation who can reasonably expect to work into our 70s, so even with ten years' experience you might still have ten years or more, which would represent at least three career steps before retirement.

    Just the other day I was looking at the CV of a colleague who had worked her way from HR Assistant to Senior HR Business Partner in nine years, never staying in a role more than 18 months and always looking for the next step up. It was an impressive career trajectory.
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