What’s in a name? If you ask Shakespeare, apparently not so much. But, bob begs to differ. We not only believe that the perfect title instills pride in a person, but inspires them to be more productive and take initiative in their designated responsibilities. As human resources finally take a seat at the C-suite table, we’re seeing titles transform just as quickly as the world of work, becoming more descriptive and appealing to the people that HR professionals grow every day.
Certain titles you hear and immediately know what their position entails. You can read VP of People or Head of HR on a LinkedIn profile and understand which department they lead; they’re standard titles that usually encompass digital admin, performance review, and management trends. People Analytics Lead is a commonly used HR job title as we continue to see a rise in the use of ONA (people data) that collects and analyzes organizational structure and networking insights. Culture Operations Manager is another buzzy new name on the block, however, it doesn’t quite roll off the tongue like its aforementioned counterparts.
As the HR role becomes more dynamic and fulfills an eclectic collection of people needs, titles deserve to be innovated, making those with these newly-minted labels feel that they greatly matter in the grand scheme of their company’s success. New HR job titles fit for the new world of work are crafted with creativity, purpose, and culture in mind:
- Culture Evangelist: It’s totally fair if you just snickered to yourself, “What the heck is a culture evangelist?” No, there’s nothing religious about it. But yes, there is a serious devotion to culture involved. Culture Evangelists are the experts behind reshaping a company’s atmosphere that ignites its spirit, enthusiasm, and as a result, retention rate. Signing on as a Culture Evangelist requires a strategic mind with a caring disposition; the in’s and out’s of culture are correlated with the goals and milestones your company receives, and this title is meant for a person who can tackle that challenge head-on.
*We believe that when you grow your culture, you grow your business; the value of your workplace culture can most certainly rectify poor retention and improve HR branding.
- Chief Heart Officer: If home is where the heart is and your workplace is your second home, then how could a CHO not be crucial to your people’s happiness? Chief Heart Officer is the perfect title for a C-suite empath who enjoys reaching out and checking up. Understanding the experiences and changes that shape your employees’ lives calls for a professional who knows how to approach the outside needs, personal preferences, or private happenings of your people with sensitivity, coaching them to maintain work-life harmony at optimal levels.
*With bob, checking in with your people at the right time is simpler than ever with Employee Lifecycle Feedback and Surveys.
- Vibe Manager: Don’t you know it’s all about the vibe, dude? Vibe managers own planning from start to finish: office parties, workplace outings, dinners, and any other activity that syncs with current trends or seasons in the relevant industry. Being a vibe connoisseur requires a knack for research, finding the best venues, hotels, menus, and places to connect their people and boost company morale.
*Finish off the Summer strong with productivity hacks that will keep your people motivated until the first Autumn leaf falls from the trees outside your office window.
- Chief Learning Officer: A CLO is a high-ranking officer that’s in charge of learning management. Chief Learning Officers are generally experts in both corporate and personal training and are able to drive organizational strategy and goal setting, while aligning the development of their people with business missions and objectives. Sure, it’s a bit more technical than a Chief Heart Officer’s role but is key to professional growth, which is why the title is suited for a professional who prepares employees for their professional futures – unseen or seen.
*These top six tips for organizational goal setting will get any new Chief Learning Officer on track when scaling up their department or company.
- Mood Manager: Bad moods can be more than just a daily occurrence. They can be a red flag that signals mental or physical distress that persists and evolves into anxiety or burnout syndrome. Mood Managers take an interest in the wellbeing of their people, putting their health first and foremost. They organize initiatives or support groups that provide employees with an expressive outlet or can sustain their life cycle with a therapeutic channel of communication. Remember, setting the workplace mood matters as long as energy circulates open floor plans.
*Start by tackling the Sunday Scaries and making Monday mornings a pleasant experience for your people to look forward to at the end of their weekends.
- Rewards Recognition Manager: Baby boomers may have been shouting “Show me the money!” at their employers, but Millennials are all about that emotional paycheck. Feeling more appreciated at a job leads to increased productivity in the workplace which is where the Rewards Recognition Manager comes in. They’re responsible for implementing reward and recognition strategies and acts that align with HR policies and procedures. It’s a pretty straightforward title, but an extremely important role.
*bob offers Kudos to help our clients make their people feel good about the work they do, perpetuating a positive mindset in their workplace culture and performance practices.
Taking HR titles back to the drawing board doesn’t have to be a tedious or redundant task. It’s a pursuit that only helps us march into a new age of workplace infrastructure and understanding that allows us to be more specific and excited about the jobs we perform. No one ever said our work lives had to be boring, so why can’t the same be applied to our job titles, too?