If you’ve been working in HR for a while you’ll probably know that the industry has been stagnant over the past few years, with not much radical change. If you’ve just joined the HR profession you couldn’t have picked a better time.

As the way we work changes and technology diversifies the workplace, HR or People Operations is becoming more strategic and more diverse than ever before. Companies, now more than ever before, strive to employ the best people with the best ideas – and this is where HR comes in.

Our market analysis shows that in 2018 the HR industry is set to hire, with companies offering permanent contracts to the best of the best in HR. The top 5 HR job titles that are set to be in demand for 2018 are:

1. HR Generalist

A HR Generalist is required to take care of a broad range of HR tasks and must be an excellent all-rounder. They must have a broad understanding of all matters that are HR related as they will be either responsible or involved in: Employee Relations, Recruitment, Learning & Development, Payroll, Compensation & Benefits and HR administration.

They must be able to partner with the business and deal with all HR queries in a pragmatic and efficient manner, so communication skills are vital. They must have excellent knowledge of employment legislation, strong IT skills and be very organised and self-driven.

2. Compensation and Benefits Specialists

A Compensation and Benefits Specialist’s responsibilities vary in complexity, based on the employer’s size and needs. The main function of the Compensation and Benefits role is to oversee and administer the employee’s rewards and benefits. He or she assesses personnel needs and drafts targeted programs that will increase performance, organisational trust and satisfaction within a business.

3. Employee Relations Specialist

An Employee Relations Specialist manages a company’s relationship with its employees. They oversee the relationship from the hiring process to current employees to the exit process. In order to manage employee relations, they can participate in recruitment and hiring, compensation and benefits, communicating Human Resources policies, conducting exit interviews and making recommendations to management accordingly.

If there is any difficulty between an employee and their employer it is the Employee Relations Specialist role to endeavour to deliver a satisfactory outcome of all concerned.

4. Learning & Development Specialist

An L&D Specialist is responsible for delivering the Learning & Development strategy for an organisation. They have to support the organisation to identify skills gaps and to ensure that each employee has the correct training and development plans to help them meet, and exceed, their role’s requirements and responsibilities.

They must have previous experience in an L&D role and should be able to interact and communicate effectively with key stakeholders in a confident and professional manner.

5. Organisational Development Consultant

An OD Consultant has the responsibility to plan, design, lead and implement strategic organisational change to affect business improvements according to the organisation’s requirements. They must understand data analytics in order to report and assess the results of OD interventions.

An Organisational Development Consultant must be able to coach and assist managers at all levels and must act as an informed and positive role model for the function. Generally, an OD must have excellent IT skills and must be able to analyse and present internal research in a confident and persuasive manner.

Hiring is one of the most important aspects of any business. A company that hires the best will prosper, while a company that settles for employees that aren’t the right fit for their company culture or ethos and business will suffer.

Just as importantly, HR professionals now need to put time and thought into retaining employees through training. People management will be critical in the future and so HR is one industry which will be safe well into the future.

Are you interested in a new HR job or advice on changing your HR career path?

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