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What is your job title if you work in a standalone role and *are* the HR function?

Maria

Hi all,

I have been trying to justify a few things myself, but it would be helpful to get an idea of other people's perspectives and organisational set-ups.

If you ever worked in a standalone position (e.g. SME) - where you ARE the HR function - what was your job title?

I am currently working as HR Advisor in a standalone role, reporting to a Director who handles multiple operations (finance, etc) supporting 100+ staff in a multi site organisation. Previously there were 2 HR People (HR Business Partner and HR Administrator), the 2 were merged and here I am, an HR Advisor doing the two jobs.

When comparing with the other departments, they all normally have a Head of or a Manager who reports to a Director. I cannot think of a singe non-"manager" who reports to a Director. If you are a non-manager (e.g. Executive) you report to a Manager.

I feel that I manage the entire function, even though it is a support function (not a strategic, represented on the board, etc).

I am wondering if it is fair to have a sole HR person within the organisation, but to call them an HR Coordinator/Advisor/Officer (and pay accordingly, of course) and whether it is common practice. Just to mention as well, there is no external help, no consultancy, no office administrator etc. available as resource.

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  • Hi Maria,

    The majority of my roles have been head of HR in SMEs. My current job title is HR Officer, and I have a large input into the strategy of the company.

    I don't pay too much attention to people's job titles; personally I've known people who have failed in roles simply because they were recruited based on their previous titles, which included the word 'manager'.

    When I'm recruiting I look at what candidates duties have been, rather than their job titles.

    And if I want to make sure recruiters know how 'high up' my job is, despite the title, I make sure my covering letter or CV highlights this!
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  • Hi Maria,

    The majority of my roles have been head of HR in SMEs. My current job title is HR Officer, and I have a large input into the strategy of the company.

    I don't pay too much attention to people's job titles; personally I've known people who have failed in roles simply because they were recruited based on their previous titles, which included the word 'manager'.

    When I'm recruiting I look at what candidates duties have been, rather than their job titles.

    And if I want to make sure recruiters know how 'high up' my job is, despite the title, I make sure my covering letter or CV highlights this!
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