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HR title and salary queries

MB

Hi everyone,

I'm currently working as an HR Coordinator for a fire engineering company in London with around 43 employees. By the time I complete my CIPD Level 5 qualification, I will have approximately 1.5 years of HR experience.

I'm looking for some advice from HR professionals on whether my current job title and salary remain appropriate for the work I undertake, and for when I have completed my Level 5 CIPD 

I work alongside our HR Director; however HR is not their full-time role as they are also an engineer. As a result, I take ownership of many day-to-day HR processes.

My main responsibilities include:

  • Managing onboarding and offboarding processes
  • actioning end of probation 
  • Maintaining and updating HR policies
  • Managing annual leave records and employee data
  • Maintaining our HR database and employee records
  • Supporting and coordinating recruitment activity
  • Acting as the main point of contact for many HR queries
  • i also do some general business support with managing varied business support records such as driving records, CSCS cards and employee milestones 

Over the last year I've moved away from primarily administrative tasks and now own several HR processes from start to finish. This has happened relatively quickly, which I'm grateful for, but it does leave me uncertain about how my role would be viewed in the wider HR market.

I'd really appreciate views from those working in HR on:

  1. Whether HR Coordinator still feels like the right title given these responsibilities.
  2. What alternative titles might be more appropriate (for example HR Officer, HR Advisor, People Officer, etc.).
  3. What salary range would be considered reasonable in London for someone with my level of experience, qualifications and responsibilities (given that I have already passed my level 5 CIPD)

I appreciate that company size and sector make a difference, but I'm interested in understanding how my role compares with similar positions across the profession.

Thanks in advance for any advice.

Parents

  • The duties you have listed hear do sound like HR Coordinator tasks to me. There are some elements of stepping up, but I would expect that to be a feature of anyone's job to some extent.

    Things that I would expect to move you to HR Officer/Advisor level:

    • "Maintaining and updating HR policies" - how much of this is self-directed vs manager-directed? E.g. does your manager tell you when a policy needs updating, what needs updating and where to find the information? Or do you hold a review schedule and proactively, independently, identify employment law updates, tribunal outcomes and company trends that prompt out-of-schedule updates? The more independently and consistently that you manage the updates, the more this moves beyond Coordinator.
    • "Supporting and coordinating recruitment activity" - this could cover a vast range of tasks. If you are mainly raising job requisitions, posting adverts, arranging interviews, this sits in Coordinator level. If you begin supporting in interviews, writing or editing or tailoring adverts, advising on attraction methods and selection criteria, you'd be moving beyond Coordinator.
    • The biggest item, for me, that differentiates Coordinator and Advisor, is the case work. Have you advised on disciplinaries and grievances? Have you advised on all the stages before this? If a manager has a problem - be that someone underperforming, someone having personal challenges, or just being worried about how to provide feedback - do they call you?

    Lots of the duties you have listed are to do with data input/admin, rather than advice.

Reply

  • The duties you have listed hear do sound like HR Coordinator tasks to me. There are some elements of stepping up, but I would expect that to be a feature of anyone's job to some extent.

    Things that I would expect to move you to HR Officer/Advisor level:

    • "Maintaining and updating HR policies" - how much of this is self-directed vs manager-directed? E.g. does your manager tell you when a policy needs updating, what needs updating and where to find the information? Or do you hold a review schedule and proactively, independently, identify employment law updates, tribunal outcomes and company trends that prompt out-of-schedule updates? The more independently and consistently that you manage the updates, the more this moves beyond Coordinator.
    • "Supporting and coordinating recruitment activity" - this could cover a vast range of tasks. If you are mainly raising job requisitions, posting adverts, arranging interviews, this sits in Coordinator level. If you begin supporting in interviews, writing or editing or tailoring adverts, advising on attraction methods and selection criteria, you'd be moving beyond Coordinator.
    • The biggest item, for me, that differentiates Coordinator and Advisor, is the case work. Have you advised on disciplinaries and grievances? Have you advised on all the stages before this? If a manager has a problem - be that someone underperforming, someone having personal challenges, or just being worried about how to provide feedback - do they call you?

    Lots of the duties you have listed are to do with data input/admin, rather than advice.

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