Confused About My HR Role in Telecom: Am I a Core HR, Recruiter, or Generalist?

I am working in a telecom company as an HR executive, newly joined. I just want to know what my role is in this position—whether it's core HR, recruitment, or generalist. Currently, we are referring to it as HR Operations.

Responsibilities in HR Operations

My responsibilities include processing inputs for payroll, conducting HR round interviews for employees, maintaining total manpower data, providing training on the appraisal system and policies, resolving salary-related issues, explaining PF and ESI benefits, and issuing ID cards, among other tasks.

I am unsure of my current role and what to highlight in future interviews. I am assigned to a specific branch and handle all HR activities for the employees there. As a fresher, I am content with the learning opportunities this role provides. Could you please clarify the designation for me?

First of all, congratulations on your role encompassing all HR activities. Designations vary from one organization to another. When explaining your role to people during interviews, you can say, "I am an Executive for HR, responsible for overseeing all HR activities including:

1. Manpower Planning & Budgeting
2. Recruitment & Selection
3. Negotiations
4. Payroll
5. Training Programs and Employee Engagement Activities

It would be beneficial to highlight these aspects during your interviews to provide a comprehensive understanding of your responsibilities.

Kind regards,
[Your Name]

Hi Deepa,

From what you shared, your role seems very comprehensive as you are handling various aspects. However, before confirming this, I have a few questions that would help provide a clearer understanding:

1. How long have you been working with your current employer?
2. Have you been provided with an appointment letter? If so, what designation is specified and are there any particular details mentioned?
3. Are there any other individuals in HR, such as someone above you, below you, or at the same level?
4. To whom do you report?

Kindly address these questions in order to provide more specific answers.

Regards.

Thank you for your response. Here are the answers to your questions:

1. Promotion and Designation Change
Previously, I was in a different designation. Later, based on my qualifications, I was promoted to HR Executive during the mid-year appraisals (October 2012).

2. Transfer and Appointment Letter
Yes, I received a transfer letter, which is equivalent to an appointment letter. In that letter, they mentioned my designation as Junior HR Executive.

3. HR Team Composition
Yes, our HR team consists of more than 15 people, including Junior Executives, Senior Executives, Assistant Manager HR, HR Manager, and HR Head of Department.

4. Reporting Structure
I report to my HR Manager.

Thanks for your reply.

Answers to Your Questions

1) Previously, I was in a different designation. Later, as per my qualification, I was promoted to HR Executive during the mid-year appraisals (October 2012).

2) Yes, I received a transfer letter which is equivalent to an appointment letter. In that, they have mentioned my designation as Jr. HR Executive.

3) Yes, there are more than 15 persons in the HR team (Jr. Executives, Sr. Executives, AM HR, HR Manager, HR HOD).

4) I report to my HR Manager.

15 HRs in a team and yet you handle all aspects of HR alone. Usually, this practice is common when there are only 1 or 2 HR professionals. What is your employee strength, and as asked by Mr. Ashok, are all 15 HRs in the same firm or are they distributed across different locations?

Regarding your reporting and co-workers - Your transfer letter states Jr. HR Executive, which is a very generic title. They should also provide you with a list of your Key Result Areas (KRA) and Key Performance Indicators (KPI).

What are the tasks of the other HR professionals? What industry do you belong to? Is this a consultancy-related firm? Usually, consultancies have a higher number of HR professionals. Please elaborate.

Regards.

Designations at the Start of Your Career

Designations are irrelevant at the start of your career; an opportunity to learn different aspects related to human resources management is the most valuable asset that your company seems to be providing you. Make full use of it and be grateful to them.

After 2 to 3 years, you may earn a proper designation (based on your performance and aptitude); for the present, 'Executive HR' is an honorable position. Enjoy and learn; you have a long way to go in your career and climb up the ladder of responsibilities and designations.

Thank you for your replies. I am absolutely happy with my team and organization. I just asked about the designation because I had doubts about that. When I met someone and spoke about my job profile, they mentioned that I am in core HR, which raised some doubts for me. Now it is clarified, and in fact, I am learning so many things in my team. It's really a good team, I can say.

Hi Deepa, you are handling each and every activity of the HR gamut, so you don't need to worry. You are a fresher, and you have a lot to learn. As of now, you are learning 60-70% of the HR activities. So, my advice would be to stay in that company for at least two years and then move on.

Regards

As you have mentioned that you are giving training on the appraisal system and policies, could you please share with me the process you follow and the specific policies in place? I am currently seeking information on appraisals and would appreciate your assistance. Please let me know if you can help.

Regards,
Nishat

For your knowledge, your position falls under the HR Generalist profile. It could also be referred to as core HR, but please refrain from using the term "recruiter" with anyone. Therefore, your designation will be HR Executive.

You have mentioned that you are an HR Executive, which is the designation. Anyway, why do you need it? I note that you have very clear responsibilities and challenges to look up to. You are learning, and that will enable your growth. Your future employers (including growth within your company) will be determined not by your designation but by what you are good at.

Understanding My Role as Office Admin in a Steel Industry

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