Has anyone thought about applying for a role like “Jr. Human Resource Manager”? Probably not, because let’s face it, job titles like that don’t exactly scream excitement or career advancement. Whoever decided to add “Jr.” to any job title ever – you’re killing me! Talk about taking the easy way out!
I hate spending 3 seconds on job titles, because job titles just scream, “Personnel Department”, but I have to take a few minutes to help out some of my HR brothers and sisters. Recently, I came across a classic job title mistake when someone had posted an opening and then broadcasted it out to the world for a, wait for it, “Jr. Industrial Engineer”. I almost cried.
Seriously! Did someone really sit down and think, “Yes, there’s a budding Industrial Engineer out there dreaming of being a ‘Jr. Industrial Engineer’?” It’s baffling. Some might argue, “But we use ‘Jr.’ to distinguish our less experienced engineers from the seniors.” However, I challenge you this: why not title it as a “Lesser Paid Industrial Engineer”? You’d attract the same caliber of candidates!
The solution is simple (yet often resisted). Establish a single pay band for all levels of Industrial Engineers, ranging from $38K to $100K, and compensate individuals based on their experience and qualifications within that band.
Why the resistance, you ask? Well, your senior compensation manager probably knows deep down that implementing such a system would lead to all your Industrial Engineers—juniors, mid-level, and seniors—earning $100K within two years!
And let’s not even get started on those numeric titles like “Accountant I, Accountant II,” which imply some grand career progression. Do you really think an Accountant is out there thinking, “Someday, I’ll be an Accountant III”? Also – what if someone doesn’t know roman numerals?
If only organizations like SHRM could intervene and educate HR professionals on effective job titling. Imagine SHRM representatives visiting workplaces and ceremoniously cutting up your HR certifications like expired credit cards if you used these job titles—it would be a game-changer!
Outdated job titles make companies look like relics from the 1970s-era Personnel Department.
But seriously, if you hear of any openings for Senior Associate HR Manager IV roles, I’m all ears!