What does a human resources executive do?
A human resources executive is primarily in charge of developing and spearheading human resources programs such as benefits and compensation. They manage different teams, set objectives and guidelines, gather and analyze data, liaise with external parties, coordinate with analysts and specialists, and develop strategies to optimize operations. They must also oversee the employment procedures and participate in screening applicants. Furthermore, a human resources executive must lead and encourage teams to reach goals, all while implementing the company's policies and regulations.
Human resources executive responsibilities
Here are examples of responsibilities from real human resources executive resumes:
- Lead development of global HRIS system, enabling access from single point on global basis throughout different time zones.
- Manage and/or direct several HRIS system changes or modifications resulting in increase efficiency and meeting the organization's increasing needs.
- Manage compliance review of FLSA classification and analyze headcount and turnover reports and provide recommendations to management regarding appropriate headcount actions.
- Authore employee manual covering issues like disciplinary procedures, code of conduct, FMLA policy and benefits information.
- Ensure adherence to all federal and state labor laws including ADA, FMLA, LOA's, etc.
- Reduce company's costs by manpower planning, budgeting, forecasting, and hiring through a third party vendor.
- Maintain budgetary control of payroll and employee expenditures.
- Provide payroll information by collecting time and attendance records.
- Identify and forecast manpower requirement and prepare necessary plans.
- Reduce employment litigation from multiple claims to minimal exposure providing counseling and leadership coaching and partnering with management on resolutions.
- Conduct administration of severance packages, retirement information, benefit and cobra information amid schedule reductions and termination.
Human resources executive skills and personality traits
We calculated that 14% of Human Resources Executives are proficient in Payroll, Data Entry, and Performance Management. They’re also known for soft skills such as Interpersonal skills, Leadership skills, and Organizational skills.
We break down the percentage of Human Resources Executives that have these skills listed on their resume here:
- Payroll, 14%
Achieved a zero payroll error percent by validating payroll information at regular intervals resulting in cost control and employee satisfaction.
- Data Entry, 13%
Managed critical data entry of campus interviews.
- Performance Management, 7%
Provided direct oversight of performance management process by setting equitable levels for performance ratings, and coordinating procedures for performance reviews.
- HRIS, 5%
Managed and/or directed several HRIS system changes or modifications resulting in increased efficiency and meeting the organization's increasing needs.
- Exit Interviews, 4%
Provide post-employment support such as termination guidance/exit interviews and makes recommendations to the human resource manager and/or management for continuous improvement.
- Succession Planning, 3%
Championed the development and publication of comprehensive workforce analysis and implemented succession planning to address aging workforce issues.
Common skills that a human resources executive uses to do their job include "payroll," "data entry," and "performance management." You can find details on the most important human resources executive responsibilities below.
Interpersonal skills. To carry out their duties, the most important skill for a human resources executive to have is interpersonal skills. Their role and responsibilities require that "human resources managers regularly interact with people, such as to collaborate on teams, and must develop working relationships with their colleagues." Human resources executives often use interpersonal skills in their day-to-day job, as shown by this real resume: "developed and conducted technical, interpersonal skills and management training to improve performance. "
Leadership skills. Another essential skill to perform human resources executive duties is leadership skills. Human resources executives responsibilities require that "human resources managers must coordinate work activities and ensure that staff complete the duties and responsibilities of their department." Human resources executives also use leadership skills in their role according to a real resume snippet: "transformed organizational culture from an entitlement and passive management system to a performance management and enabled leadership organization. "
Organizational skills. This is an important skill for human resources executives to perform their duties. For an example of how human resources executive responsibilities depend on this skill, consider that "human resources managers must be able to prioritize tasks and manage several projects at once." This excerpt from a resume also shows how vital it is to everyday roles and responsibilities of a human resources executive: "hand-selected to serve as performance management subject matter expert (sme) and organizational development sme immediately following the role-restructuring effort. ".
The three companies that hire the most human resources executives are:
- Intermountain Healthcare54 human resources executives jobs
- JPMorgan Chase & Co.3 human resources executives jobs
- General Electric1 human resources executives jobs
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Compare different human resources executives
Human resources executive vs. Employee relations manager
An employee relations manager's responsibilities revolve around maintaining a strong professional relationship between employees and a company's management. They are also in charge of resolving conflicts and issues within the workplace, providing technical support on all employee programs, developing orientation and workshop activities among trainees and new members of the workforce, and addressing their concerns promptly and professionally. Furthermore, there are instances when an employee relations manager must conduct investigations, all while implementing the company's policies and regulations.
While similarities exist, there are also some differences between human resources executives and employee relations manager. For instance, human resources executive responsibilities require skills such as "data entry," "human resources operations," "manpower," and "mis." Whereas a employee relations manager is skilled in "conflict resolution," "employment law," "employee engagement," and "corrective action." This is part of what separates the two careers.
Employee relations managers tend to make the most money working in the retail industry, where they earn an average salary of $87,349. In contrast, human resources executives make the biggest average salary, $97,100, in the finance industry.On average, employee relations managers reach lower levels of education than human resources executives. Employee relations managers are 15.5% less likely to earn a Master's Degree and 1.1% more likely to graduate with a Doctoral Degree.Human resources executive vs. Director of human resources
A human resources director is responsible for managing the overall operations of the human resources department, ensuring smooth operations while meeting the company's goals of successful profitability and services. Human resources directors' duties include providing staff consultation, addressing staffing concerns, managing compensation and benefits plans, reviewing plans for training and development programs, and reporting future actions to the management. A human resources director must have excellent leadership, communication, and decision-making skills to help lead the business to its growth and development.
In addition to the difference in salary, there are some other key differences worth noting. For example, human resources executive responsibilities are more likely to require skills like "payroll," "data entry," "human resources operations," and "performance appraisals." Meanwhile, a director of human resources has duties that require skills in areas such as "employee engagement," "payroll processing," "customer service," and "workers compensation." These differences highlight just how different the day-to-day in each role looks.
Directors of human resources may earn a higher salary than human resources executives, but directors of human resources earn the most pay in the technology industry with an average salary of $105,626. On the other hand, human resources executives receive higher pay in the finance industry, where they earn an average salary of $97,100.Average education levels between the two professions vary. Directors of human resources tend to reach lower levels of education than human resources executives. In fact, they're 13.5% less likely to graduate with a Master's Degree and 1.1% more likely to earn a Doctoral Degree.What technology do you think will become more important and prevalent for human resources executives in the next 3-5 years?
Ashlee Chicoine
Director, Undergraduate Career Programming, University of Maryland’s Robert H. Smith School of Business.
Human resources executive vs. Regional human resources manager
A regional human resources manager is in charge of overseeing a company's local human resource (HR) operations. They mostly identify the hiring needs of different branches, devise compensation and benefits programs, and determine the HR needs of every area, ensuring to develop strategies to meet them. It is essential to monitor all issues and resolve them promptly and professionally, organize training activities, and manage the regional budget. Furthermore, as a regional manager, it is crucial to ensure that all HR teams adhere to labor laws and company policies.
Some important key differences between the two careers include a few of the skills necessary to fulfill the responsibilities of each. Some examples from human resources executive resumes include skills like "data entry," "human resources operations," "manpower," and "mis," whereas a regional human resources manager is more likely to list skills in "employee engagement," "employment law," "workers compensation," and "workforce planning. "
Regional human resources managers earn the highest salary when working in the manufacturing industry, where they receive an average salary of $90,367. Comparatively, human resources executives have the highest earning potential in the finance industry, with an average salary of $97,100.regional human resources managers typically earn lower educational levels compared to human resources executives. Specifically, they're 14.7% less likely to graduate with a Master's Degree, and 0.2% less likely to earn a Doctoral Degree.Human resources executive vs. Human resources administration manager
A human resources administration manager performs multiple roles, one of which is to maintain and review all human resources, administrative systems, and procedures. They give guidance on HR to the office. They also oversee the development and monitoring of processes that involve recruiting and retention of individuals, compensation, benefits, training, and employee development. They essentially take charge of administrative functions.
Even though a few skill sets overlap between human resources executives and human resources administration managers, there are some differences that are important to note. For one, a human resources executive might have more use for skills like "payroll," "data entry," "human resources operations," and "manpower." Meanwhile, some responsibilities of human resources administration managers require skills like "process payroll," "disciplinary procedures," "financial statements," and "human resource functions. "
In general, human resources administration managers hold lower degree levels compared to human resources executives. Human resources administration managers are 17.2% less likely to earn their Master's Degree and 0.5% less likely to graduate with a Doctoral Degree.Types of human resources executive
Updated January 8, 2025
