The Job Title, is more to be looked from internal policy, nature and type of business, size of business and manpower managed etc. In practical parlance " Manager" or " Executive" do the same role and have same JD. But from external world and due to our own hierarchical set ups, Manager title gains more weightage in minds than that of Executive. Executives are perused as Juniors and Managers are seen as Senior. If you see " HR Head" is the title given in many company but in reality in the organization he comes in the Asst Manager or Dy Manger level in many organizations.
In your case for a Hiring Role the point of attraction is to give good image to the hiring Manager. Hence you may choose to go with Talent Acquisition Manger or Head- Talent Acquisition so that he will have more grip with consultants and applicants and so on. But your organizational policy, the parity with other Departmental Colleagues and role holders has to be balanced otherwise it may back fire. Hence take call conducive based on your organizational needs.
Hence design a good Organizational Structure for all your departments and within that balance the role of Hiring position also.
From India, Chennai
Nagarkar Vinayak LDear colleague,
Whether start- up company or otherwise, the designations should have internal parity with other functional heads as well as range of job responsibilities.
A job title must carry the meat of the job responsibilities and should not be mere hollow nomenclature.
Dr P. Sivkumar has well brought out these aspects.
HR and Employee Relations Consultant
From India, Mumbai
bijay_majumdarThe role of managers and role of executives are defined. But what actually matters is the authority and responsibility attached to the appointments.
From India, Vadodara
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