Occupations

1982 roles mapped with the career paths between them and the skills they run on.

• HomemakerA Homemaker manages the day-to-day operations of a household, taking primary responsibility for tasks like meal planning, childcare, and maintaining the family budget without holding outside paid employment. The role requires strong household management and organizational skills to coordinate schedules, appointments, and family logistics across multiple household members. Homemakers often develop broad, transferable skills in budgeting, planning, and multitasking that parallel those needed in operations or administrative roles.
• Hospitality ManagersHospitality Managers oversee the operations of hotels, resorts, and other guest-service businesses, focusing on guest services management, revenue management to optimize occupancy and pricing, and staff scheduling across departments. They use property management systems (PMS) to coordinate reservations and operations while handling budgeting and cost control to protect profitability. Typically holding a hospitality management degree or years of front-line experience, they balance guest satisfaction with financial performance.
• Hospitality, Food, and TourismThis field covers workers who deliver guest experiences in restaurants, hotels, and travel services, including servers, front-desk staff, and food service managers. The job centers on customer service, operating POS systems for transactions, and coordinating scheduling, inventory management, and food safety standards to keep operations running smoothly during peak demand. People in these roles are often personable, adaptable to shift work, and comfortable multitasking in fast-paced, customer-facing environments.
• Hotel Desk ClerkA Hotel Desk Clerk serves as the first point of contact for guests, handling check-in and check-out, room assignments, and billing questions using reservation systems like Opera PMS. The role demands constant multitasking and customer service skills, as clerks juggle phone calls, walk-in inquiries, and guest requests while resolving complaints with tact through conflict resolution. This entry-level hospitality position often serves as a stepping stone toward front office supervisor or hotel management careers.
• Hotel ManagerA Hotel Manager oversees all aspects of a property's daily operations, from staff management and budgeting to guest satisfaction, applying hospitality management principles to keep the hotel profitable and well-run. They set pricing and occupancy strategy through revenue management, ensure consistent customer service standards across departments, and answer to ownership or a hospitality management company. This senior operational role suits experienced hospitality professionals who have typically risen through front office, food and beverage, or operations positions.
• Hotels and Meetings AssociateHotels and Meetings Associates manage logistics and coordination for large-scale events, handling tasks like negotiating hotel contracts, organizing room blocks for attendees, and coordinating event-related accommodations and meetings. The role involves working with hotel partners, tracking inventory and reservations through property management systems, and problem-solving in fast-paced environments where details compound quickly. It suits detail-oriented people with strong organizational skills and experience in hospitality operations or event management who can manage multiple stakeholders and handle last-minute changes.
• HR Business PartnerHR Business Partners serve as strategic advisors to business leaders, translating company strategy into talent and organizational initiatives. They manage core HR functions including recruiting, compensation, employee relations, and organizational development while working across departments to align people strategy with business goals. The role suits experienced HR professionals who combine deep HR expertise with business acumen and excel at building relationships across an organization.
• HR CoordinatorHR Coordinators support human resources operations by managing employee lifecycle activities including hiring, onboarding, offboarding, payroll coordination, and benefits administration. They maintain HRIS systems and employee records, coordinate with external HR vendors, and ensure compliance with employment regulations while handling sensitive personnel data. The role suits organized, detail-oriented individuals comfortable with administrative tasks, multiple software systems, and direct interaction with employees across an organization.
• HR ManagerAn HR manager oversees an organization's human resources function, managing employee relations, performance management processes, and talent management strategies while ensuring employment law compliance across policies and practices. They typically administer HRIS systems to track workforce data and support hiring managers on personnel decisions, often supervising a team of HR specialists or generalists. This mid-to-senior role is found in organizations of virtually every size and industry and suits someone who balances employee advocacy with business needs.
• HR RecruiterAn HR recruiter manages the hiring pipeline for an organization, sourcing candidates through channels like LinkedIn Recruiter, screening and interviewing applicants, and tracking progress through an applicant tracking system (ATS). They also shape employer branding to attract talent and partner with hiring managers to define role requirements and close offers. Recruiters work in-house on corporate talent acquisition teams or externally at staffing and search firms, and the role suits people-oriented professionals skilled at relationship-building and persuasion.
• HRIS AnalystAn HRIS Analyst maintains and optimizes an organization's human resources information systems, such as Workday or SAP SuccessFactors, ensuring employee data flows accurately across payroll, benefits, and talent modules. They perform data analysis and build reporting dashboards using Excel and system tools to give HR leadership visibility into workforce metrics, while driving process improvement in system configuration and data integrity. This technically inclined HR role bridges human resources and IT, often reporting into HR operations or people analytics teams.
• HRIS ManagerAn HRIS Manager oversees the human resources information systems that store and process employee data, commonly administering platforms like Workday or SAP SuccessFactors. They lead system implementation and configuration projects, apply HR data analytics to support workforce decisions, and use project management skills to coordinate upgrades, integrations, and process changes with IT and HR stakeholders. This role sits within the HR department, usually reporting to an HR director, and is held by professionals who combine HR domain knowledge with technical systems expertise.
• HRIS SpecialistAn HRIS Specialist configures and maintains an organization's human resources information systems, typically working with platforms like Workday or SAP SuccessFactors to manage employee data, benefits, and payroll integrations. This role sits within the HR or HR technology function and requires strong data analysis skills to build reporting and dashboards that inform workforce decisions. The specialist often drives process improvement initiatives, streamlining HR workflows through better systems configuration.
• Human ResourcesHuman Resources professionals manage the employee lifecycle within an organization, from recruiting and onboarding through performance management, employee relations, and offboarding, typically sitting within a dedicated HR department that partners with every other business function. Day-to-day work relies on HRIS platforms like Workday or SAP SuccessFactors to track personnel data, alongside talent acquisition skills to source and hire candidates and increasingly HR analytics to inform workforce decisions. The role suits detail-oriented, people-focused individuals who can navigate sensitive employee relations issues while balancing compliance requirements with company culture.
• Human Resources AnalystA Human Resources Analyst gathers and interprets workforce data to support decisions on hiring, retention, and compensation, using HR analytics and data visualization tools to turn HRIS system data into actionable insights. Proficient in Excel, they build reports on turnover, headcount, and diversity metrics while ensuring data practices meet compliance standards. This analytical role typically sits within a broader HR or people operations team and serves as a foundation for careers in people analytics or HR business partnering.
• Human Resources AssistantA human resources assistant provides administrative support to an HR department, handling tasks like onboarding new hires, maintaining employee records, and updating information in HRIS systems. They rely heavily on Microsoft Office for correspondence, scheduling, and reporting, and need strong communication and recordkeeping skills to interact with employees and managers professionally. This is typically an entry-level HR role that serves as a stepping stone toward specialist or generalist HR positions.
• Human Resources Business PartnerA Human Resources Business Partner works directly with business unit leaders to align HR strategy with organizational goals, advising on employee relations, performance management, and talent management issues as they arise. They act as a trusted advisor through organizational development initiatives such as restructuring, succession planning, and culture change, requiring strong stakeholder management skills to navigate competing leadership priorities. HRBPs typically embed within specific departments or business lines rather than sitting in a centralized HR function.
• Human Resources ConsultantA Human Resources Consultant advises organizations on HR strategy and best practices, often brought in to guide change management initiatives, talent management programs, or compliance overhauls that internal teams lack bandwidth or expertise to handle alone. Working independently or through a consulting firm, they diagnose organizational issues and design tailored interventions across areas like policy development, compensation structures, or workforce planning. The role demands broad HR generalist knowledge combined with strong consulting and client management skills to deliver recommendations that leadership will actually adopt.
• Human Resources GeneralistA Human Resources Generalist manages the day-to-day people functions of an organization, spanning recruiting and onboarding new hires, handling employee relations issues, and administering benefits and policies. They typically work within an HR department reporting to an HR manager or director, relying on an HRIS to track employee data and ensure compliance with labor laws and company policy. This role suits someone detail-oriented and personable who can balance advocacy for employees with the practical needs of the business.
• Human Resources ManagerA human resources manager oversees the full range of people functions within an organization, including employee relations, performance management, and talent management, while ensuring labor law compliance across policies and practices. They use HRIS systems to track workforce data and typically supervise HR staff while advising department leaders on hiring, discipline, and organizational issues. This mid-to-senior role requires strong judgment, discretion, and interpersonal skills to balance employee advocacy with business needs.
• Human Resources ManagersHuman Resources Managers lead an organization's people strategy, overseeing talent management, employee relations, and performance management systems while administering HRIS platforms like Workday or SAP SuccessFactors. They increasingly shape DEI strategy to build inclusive workplaces and advise executives on workforce planning and policy. Typically holding a business or HR degree with certifications like SHRM-CP, they sit at the senior level of the HR function, managing teams of HR specialists.
• Human Resources SpecialistA human resources specialist focuses on specific HR functions such as onboarding, employee relations, recruiting, or compliance, often serving as the go-to person for a particular area of the employee lifecycle. They use HRIS platforms to manage records and processes, ensuring company policies align with employment regulations. This role sits within a broader HR team and suits professionals who want deeper expertise in one HR discipline rather than a fully generalist path.
• Human Resources SpecialistsHuman Resources Specialists handle the operational tasks of the employee lifecycle, managing applicant tracking systems (ATS) to source and screen candidates and coordinating onboarding for new hires. They administer HRIS records, address day-to-day employee relations issues, and ensure compliance with FMLA, ADA, and other employment regulations. Typically holding a bachelor's degree in HR or business, they work under HR managers and serve as the go-to resource for policy questions and processes.
• Human Service AssistantA Human Service Assistant supports social workers and case managers by conducting client intake and assessment, maintaining case files, and connecting clients to community resources such as housing, food assistance, or counseling. Commonly employed by nonprofits, government agencies, or community health organizations, they rely on strong communication and diligent documentation and record-keeping to ensure continuity of care. The role suits empathetic individuals comfortable working with vulnerable populations under the guidance of licensed social service professionals.
• Human ServicesHuman services workers connect individuals and families with the social, financial, and health resources they need, often serving as the first point of contact within nonprofits, government agencies, or community organizations. Their day-to-day work centers on case management and community resource coordination, alongside crisis intervention when clients face urgent safety or wellbeing concerns. Strong communication and diligent documentation are essential, since these professionals track client progress and coordinate across multiple agencies over time.

Find where you fit

Your work history places you on this map — each role you add connects you to an occupation, its career paths, and the open roles that match it.