Quote:
Originally Posted by SOXA
Depends on what you mean by specialist. Now many companies are calling general HR jobs 'specialist' to make the job sound bigger than it is., so being a specialist is actually not hard. For e.g. in my company most of the HR is specialist:
Business Partnering - Fancy name for generalist work
Talent Acquisition - Recruitment and job placement
C&B - Basic analysis and simple benchmarking of salary & benefit
L&D - Training program coordination and arrangement
HRIS - Systems administration of staff records
None of the above are really specialist jobs or have higher pay than normal HR if you ask me.
In most global MNCs I would say the total number of real HR specialist in all areas is probably < 30 and most are regional/global coverage.
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Agreed. (am the original poster who mentioned the specialist thing previously)
I have a slightly different exposure to HR - worked in a global/regional level in a MNC, so I saw some stuff from top-down.
BP - Not really generalist, since they don't deal with that much paperwork. More of day-to-day problem solving with employee issues eg crime in the workplace
Talent Acquisition - I've seen good people who acted more as a BP to get the best talent fit for the company, and I've also seen useless people who acted all big but they are just a middle man.
C&B - am personally in the C&B field, so obviously I feel your definition is oversimplified. However, it does ring true for most local offices in MNCs, they get instructions from the top and just throw data in. On the other hand, in the global/regional level, there's more work to be done there, and is essential since it's part of attracting and retaining talent. (I might sound overzealous here, like I mentioned, I am in C&B, heh)
L&D - never really came into contact with it since most trainings employees go for are still conducted by third parties... A 'fairly new' 'emerging' trend?
HRIS - Technically, yeah. Administration. But I have also worked on the roll-out of HRIS systems, on a regional scale. I guess I was referring to the roll-out (and subsequent upgrade of modules) more of a specialist job. Many companies are currently incorporating (or reconciliating) HRIS so I think the implementation role is fairly in demand.
In SOXA's words, the roles described don't get paid higher than "normal HR", but on a higher level, (in which there are less than 30 roles on a regional/global scale), the salaries can be quite high. ~10k for a C&B regional manager