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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
Role-by-role job descriptions for the people who run HR, payroll and compliance, written to be adapted rather than pasted.
Each page sets out what the role is for, its core responsibilities, the skills it needs and how it differs from the roles next to it, so you can write a posting that attracts the right applicants.
Seniority, reporting lines and scope vary by company size. Treat each description as a base to adjust, not a fixed standard.
01
In a company of a few dozen people, one HR executive or generalist often handles hiring paperwork, attendance, leave, payroll inputs and statutory filings, with an external accountant or consultant checking the numbers. The job description should be clear about that breadth and say which tasks are shared with outside advisers.
02
As headcount grows, payroll usually becomes its own role first, because errors there are visible every month. Recruitment follows when hiring volume becomes steady. An HR manager then sits above these roles, owning policy and escalations, and in larger organisations HR business partners work with department heads while specialists run compensation, learning, compliance and HR systems.
| Stage | Typical roles |
|---|---|
| Early | HR executive or generalist, external payroll and compliance support |
| Growing | HR manager, payroll executive, recruiter |
| Larger | HRBPs, payroll manager, compliance officer, C&B, L&D, HRIS analyst |
03
04
Revisit a job description at each review cycle. If the person's real work has moved, the description, the KRAs and the salary band should move with it, or you will be recruiting and assessing against a role that no longer exists.