The Changing Roles and Responsibilities of HR Professionals

The evolving and modern technologies are changing the HR perspective all together in an organization. Accordingly, the roles and responsibilities are changing too.

In the modern work environment, the HR role is getting aligned with forward-thinking practices. As the enterprises are becoming consumer-centric, the contribution of HR includes ideas to lead the organization and advance corporate objectives. HR professionals are expected to enrich the organization’s values in the minds of customers, employees, and investors. 

The traditional roles are diminishing as they are becoming more strategic to support organizations’ vision and goals. There are different roles played by HR professionals like administering people data, supporting HR processes across the business, supporting HR software systems or mobile HR technology, and human capital management systems. In brief, HR’s roles and responsibilities are changing drastically.

Let’s take a look of five new HR roles and how it creates an impact for the organization.

Five New HR Roles and Responsibilities

1.Chief Human Resource Officer (CHRO)

The HR leadership qualities are increasing as they are more oriented towards fulfilling the business objectives. The CHROs are one of the steering team in an expanded group G3 like CEO, CHRO, and CFO. They are expected to deal with technology and data, become a true partner for the CEO, understand business and commercial knowledge, contribute to business agenda, and reinvent talent strategies using tech trends to build a futuristic workforce.

2. Human Resource Director

HR directors are responsible for executing the strategy and vision of CHROs. They are deputed centrally or regionally and carries the responsibility of running HR functionalities on a day-to-day basis. They are tasked to oversee HR systems, handle employee relations, ensure compliance and regulations, manage budgets, assess staffing needs, design training and develop compensation plans.

3. Human Resource Manager

The HR managers develop policies, coordinates human resource activities like employment, compensation, labour relations, and more. They consult legal counsels to ensure policy compliance, writes and delivers presentations on policies and practices for higher authorities. They are actively involved in interviewing, testing, selecting, and recruiting employees for vacant positions. They prepare the budget for HR operations and maintains all essential documents for reference. 

4. Human Resource Operations

The operational HR services include administrative services, recruitment, job analysis, and employee relationship management. The HR practices are mainly in support of management and staff in daily business activities. To mention a few of the business activities, they include employee handbook, attendance, absence without notice, Internet usage, dress code, leave, holidays, induction management, performance management, training management, exit process, and so forth.

5. Human Resource Information System (HRIS) Director

They deal with software usage and managing people analytics. They work with CHRO or HR director. They are charged with processing employee data, managing system upgrades, maintaining data integrity, and generating HR-related reports. They are expected to be digital-savvy by using mobile, Artificial Intelligence, and other evolving technologies as required to elevate the HR processes to a higher level.

The CEOs of today believe that cognitive computing can drive success in the HR department. They can address the elements of culture, value proposition, and employee engagement in a more sophisticated manner by using cognitive technologies.


Technology is playing a crucial role in bringing the change in modern HRs. HRs can use demand-driven planning and generate an impact on leadership strength. Accordingly, Hr functions are evolving and their roles as well. Most organizations expect that their changing and diversified roles will create a significant change in the upcoming years. Independent HR leaders can prioritize initiatives, create cross-functional opportunities, and bring the much-needed transformation in the industry by working closely with board members and CXOs of the company.

In brief, the HR department is becoming a vehicle of progress by transforming organizational culture through specialized approaches, innovative thinking, and replacing traditional workplace management.

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