Job titles like HRBP, HRIS, CM, and EA are appearing more frequently on job boards, but their responsibilities may not be immediately clear.

In this second article of the HR Role Analysis series, we’ll introduce useful and increasingly relevant HR roles that may sound unfamiliar but are worth knowing.

The HR Business Partner goes beyond traditional HR tasks like recruiting and personnel management. HRBPs collaborate directly with business units, share profit and loss goals, and build talent strategies aligned with business needs.

They use data-driven insights and emerging HR trends to design effective strategies that enable leadership to make well-informed decisions. As businesses diversify, demand for HRBPs continues to grow.

HRIS stands for Human Resource Information System. It refers to software solutions used to manage HR functions such as attendance, performance tracking, applications, learning, and payroll.

HRIS professionals select and maintain the appropriate HR software for their organization. They train users, optimize system utilization, and improve HR efficiency and productivity.

C&B, short for Compensation & Benefits, is a key HR function commonly seen in multinational job postings. It focuses on salary structure, performance-based compensation, and employee benefits.

C&B Managers are responsible for managing compensation frameworks, calculating raises, and designing benefits programs aligned with company policy and employee satisfaction.

A Culture Evangelist is a relatively new role gaining traction, particularly in startups. This role champions company culture and organizational identity to create a desirable workplace.

Typical responsibilities include internal awareness campaigns, organizational culture programs, leadership workshops, and employee engagement initiatives. While the scope may vary by company, the core goal remains fostering a positive and unified work environment.

Talent Acquisition specialists focus on proactively identifying and securing top talent—similar to M&A, but for people. Unlike recruiters who often work reactively, TA roles involve building talent pipelines and partnering with hiring managers to provide strategic input on roles and candidate profiles.

TA professionals act as strategic partners who advise teams on hiring strategies, ideal candidate profiles, and long-term recruitment planning.

Employee Relations focuses on managing workplace relationships, labor issues, and employee concerns. In smaller organizations, ER duties may be handled by a member of the HR team, while larger companies may have a dedicated ER department.

Key responsibilities include labor-management relations, workplace improvement (e.g., Great Place to Work initiatives), conflict resolution, grievance handling, and workplace safety.

Other specialized HR roles include HR Analysts, Safety Managers, HR Consultants, and Compensation Specialists. While they may be less familiar, such roles are increasingly common in global companies and startups.

HR functions are becoming more segmented, with companies hiring specialists or redefining existing roles for deeper expertise. For HR professionals, this presents a valuable opportunity to develop expertise and build strategic careers.

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