HR Career Track Template

This HR career track provides a clear framework for career development across two paths: individual contributors (ICs) and people managers. It outlines common roles, expectations, and competencies at each level of progression.

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Career Levels Overview

Individual Contributor (IC) Track

This track is for HR professionals who grow their impact through subject matter expertise, program ownership, and strategic partnership, rather than through managing people.

Level 1: HR Coordinator

A foundational role focused on administrative excellence, compliance, and system accuracy.

• Maintains employee records and ensures HRIS data integrity
• Supports onboarding, offboarding, and documentation processes
• Responds to employee questions and routine HR requests
• Coordinates internal HR communications and reporting

Key Competencies:
Scope & Complexity, Reliability, Communication, Tools

Level 2: Senior HR Coordinator

An advanced operations role with ownership over key processes and workflows.

• Manages core HR processes (e.g., benefits, onboarding, leaves)
• Leads documentation updates and compliance support
• Collaborates across functions (e.g., IT, Finance, Legal)
• Drives process improvements and team enablement

Key Competencies:
Autonomy & Prioritization, Reliability, Communication, Collaboration & Feedback, Tools, Product Knowledge

Level 3: HR Generalist

A versatile partner responsible for supporting managers and employees across multiple HR domains.

• Advises on policy, benefits, leaves, and compliance topics
• Handles employee relations issues and performance support
• Coordinates recurring programs (e.g., onboarding, training logistics)
• Gathers and analyzes people data to identify patterns

Key Competencies:
Scope & Complexity, Communication, Collaboration & Feedback, Problem Solving, Expertise, Product Knowledge

Level 4: Senior HR Generalist

A strategic HR contributor with program ownership and growing business influence.

• Leads employee relations, policy updates, and compliance efforts
• Drives engagement, recognition, and team health initiatives
• Partners with managers on team dynamics and development
• Uses data to guide team or department-level decisions

Key Competencies:
Scope & Complexity, Autonomy & Prioritization, Problem Solving, Communication, Expertise, Product Knowledge

Level 5: Senior HR Partner

A high-trust partner to senior leadership, blending deep HR expertise with strategic impact.

• Consults on org structure, succession, and business strategy
• Leads complex cross-functional initiatives
• Solves sensitive people challenges and builds long-term systems
• Acts as a connector between HR and executive stakeholders

Key Competencies:
Scope & Complexity, Problem Solving, Expertise, Communication, Collaboration & Feedback, Product Knowledge

Level 6: Principal HR Partner

The most senior IC role. Shapes company-wide strategy and guides the evolution of people programs.

• Leads enterprise-level HR strategies and frameworks
• Mentors other HR partners and sets IC excellence standards
• Acts as strategic HR lead for high-impact org priorities
• Defines systems, tools, and processes that scale

Key Competencies:
Scope & Complexity, Expertise, Communication, Autonomy & Prioritization, Product Knowledge

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People Manager Track

This track is for HR professionals who grow by leading teams, developing talent, and driving business impact through others. Advancement reflects increasing scope, ownership, and leadership influence.

Level 2: HR Manager

A first-line people leader focused on team management and operational effectiveness.

• Manages HR team members (e.g., coordinators, generalists, specialists)
• Sets goals and priorities and ensures successful program execution
• Partners with leaders to implement HR strategies
• Develops direct reports through coaching and feedback

Key Competencies:
Supervision, Development, Communication, Reliability, Responsibility, Tools

Level 3: Senior HR Manager

Manages multiple team members or functions and leads department-level initiatives.

• Leads a specialized HR area (e.g., Ops, L&D, Total Rewards) or multiple ICs
• Partners with senior managers to align HR practices with business goals
• Develops and executes scalable programs and processes
• Tracks performance metrics and team health

Key Competencies:
Scope & Complexity, Supervision, Communication, Collaboration & Feedback, Development, Responsibility

Level 4: HR Director

A senior leader responsible for the strategic direction and success of large HR teams or functions.

• Owns planning and strategy for multiple HR domains or a large vertical
• Oversees HR budgets, headcount planning, and team design
• Advises senior business leaders on people-related decisions
• Builds and leads cross-functional programs with measurable outcomes

Key Competencies:
Scope & Complexity, Responsibility, Development, Communication, Expertise, Autonomy & Prioritization

Level 5: VP of HR

A key business executive responsible for driving the People function at scale.

• Leads the entire People team or major subdivisions (e.g., HRBP, DEI, Ops)
• Defines and aligns HR strategy with company goals
• Serves as a strategic partner to the executive team
• Sponsors initiatives that impact engagement, retention, and leadership

Key Competencies:
Scope & Complexity, Responsibility, Communication, Development, Expertise, Product Knowledge

Level 6: Chief People Officer (CPO)

The most senior HR leader, responsible for the overall vision, health, and evolution of the company’s people strategy.

• Member of the executive team, advising CEO and Board
• Owns the success of all People-related functions
• Defines the culture, values, and talent strategy for the business
• Shapes executive development and succession planning

Key Competencies:
Scope & Complexity, Communication, Responsibility, Expertise, Product Knowledge

Final Notes

This framework is intended as a flexible tool to help clarify expectations and growth opportunities. It’s most effective when tailored to your company’s goals and values.

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