Hi Gayathri,
This is really a very INTERESTING QUESTION.................Hope this could be of info.
DESIGNATION are most of the times SUPERFICIAL & depends on company structure, Type of company, HEAD COUNT, PRIVATE LTD, PUBLIC LTD and their INHERITED STRUCTURE if an MNC (Plz refer for MNC and its wrking structure)
Also depends on some variations, like diversity, culture, richness and maturity of the organization and...OF COURSE the MATURITY of HR DEPARTMENT as such in the Org.
Assuming some cases:-
Case 1 - A private Limited company with 4 board of Directors and 150 HC and 1 setup or branch.
Probably - 1 for Talent Acquisition / 1 for ER / 1 for Comp & Ben/ 1 for Payroll and that is too...................much what your bosses would say!! ha ha ha
Case 2 - 3 to 10 branches with 200 employees. - Same as above - Could be more if an MNC however .....................MULTI TASKING would be deserved would INCREASED JOB ROLE.
Case 3 - 1000 + employees across different regions (East / West / North / South) would require SPECIALIST.
To IMPLEMENT such a STRUCTURE we would need CAREER PATH PLANNING, GROWTH, PROMOTION, SUCCESSION PLANNING etc.
Also your WORK Exp, DEGREE/ PG (MBA/NON-MBA)/ MBA form RATED Business Schools (E.g ->Tier 1, 2 /3/4............plz read separately), Total Work Exp, Relevant Work Exp and thus the Designation is decided.
For Example - refer to Case 1........Assuming a Manager/Snr Manager / AVP /Director with 6 to 10 yrs HEADS the HR Dept (What would be his /her next move)? Specially in case a person shifts to a LARGER SETUP.
Hope this adds to some value. Revert for any queries.
Rgds
MBHR