For any organization to reach its optimal performance levels and potential, there must be a clear chain of command. There is an old adage saying, “Many hands make light work.”  With everyone making their proper contribution, it is simple to attain set goals. Simplified, the chain of command determines who reports to who and what information gets reported to them.

The HR department is an integral part of the organizational structure of a business and plays a vital role in ensuring that the business’s objectives and policies are followed.  The role of the Human Resources Department is to handle paperwork and other confidential information properly – whether from the business, customers, or employees. Employees must know who to contact regarding a specific question or who receives confidential information.  For example, any information included in an email that is stored on a company’s server is considered public record if a court case should arise.

Each position in human resources handles slightly different tasks. It is crucial for employees to understand and respect this chain of command to avoid miscommunication in overlap and to avoid potentially overwhelming one specific manager.  Below is a more detailed list of common issues that arise when the HR chain of command is not followed:

  • One HR manager is unable to complete his role to the fullest because an ill-equipped employee attempted to resolve and handle an issue that was not their department.
  • Gaps are created as fellow employees are forced to cover responsibilities that are not theirs because an employee is attempting to handle an issue themselves that should have been handed off to the proper HR authority. This stress manifests as decreased workforce engagement and higher turnover rates among employees.
  • The disorganization caused by disregard for the HR chain of command can often cause cash flow issues or affect the ability of the company to provide competitive goods or services.

Human Resources Salaries

Human resources positions are broken up into the primary departments listed below:

  1. Executive
  2. Management
  3. Specialists
  4. Support
  5. Recruiting


HR salaries come in all compensation forms – hourly, monthly, and yearly.  Below are the national average findings for the basic HR positions. Keep in mind that the title of the role plays a large part in the salary offered, and many positions have multiple titles.  Also, salaries can vary largely based on region as well as the employer.


Chief Human Resources Officer:  $242.900
Vice President of Human Resources: $146,334


Benefits Manager: $55,562
Director of Human Resources: $121,471
Employee Relations Manager: $71,553
HRIS Manager: $81,648
Retention Manager: $71,648
Staffing Manager: $55,485
Talent Manager: $81,392
Workforce Manager: $40,000


Compensation Analyst: $76,667
Credentialing Specialist: $35,560
Employee Relations Specialist: $24,897
HR Administrator: $53,240
HR Business Partner: $83,659
HR Generalist: $55,319
HRIS Analyst: $56,737
Human Resources Technician: $51,887
Human Resources Specialist: $60,350
Staffing Consultant: $54,289
Talent Buyer: $53,976
Union Organizer: $72,632
Workday Consultant: $45,200
Workforce Analyst: $70,660


Credentialing Coordinator: $36,150
HR Coordinator: $52,642
Staffing Coordinator: $33,000


Technical Recruiter: $57,070

Position Requirements

HR position requirements vary from business to business, based on size and need.  Some smaller companies may only have one or a few HR staff members to handle all aspects.  However, larger companies tend to have many tiers to their HR department. Some businesses may require a business degree; whereas, others may be satisfied with certain qualifications and experiences.

Depending on the position, some of the following qualifications and skills may be equally as important as a candidate’s education:

  • Excellent interpersonal skills
  • Familiarity with computers and common information systems
  • Effective written and oral communication
  • Comfortable with a wide variety of diverse people groups, cultural heritage, races, educational backgrounds, religions, ages, skill levels, and personalities
  • Basic knowledge of finance and statistics
  • Strong conflict resolution skills
  • Team player
  • Able to set and attain goals
  • Ready to make impartial decisions and maintain confidentiality
  • High-level of personal and professional integrity

Whether your HR department is multi-tiered or single-employee managed, it is vital that employees know who to see regarding every issue.  This ensures that every department runs as smoothly as possible and creates the optimal work environment for your employees.