Purpose

These guidelines establish requirements for all units regarding which positions are required to follow the Human Resources (HR) Career Architecture title and classification structure to support consistency and equity throughout the university.

Scope of Positions Included

University of Illinois, Urbana-Champaign positions with a primary focus on HR duties are required to follow the structure established within the HR Career Architecture. A primary focus on HR is reflected in either 50% or more of job duties and/or HR or a specialty thereof in the job title. (For positions with significant but less than 50% HR duties, see Resolution of Cross-Functional Positions below.)

Examples of areas of HR duties include:

1. Recruitment and Talent Acquisition
2. Payroll, Time Reporting, and Leave Management
3. Labor & Employee Relations
4. HR Compliance & Policy
5. Compensation and Benefits
6. Job Classification & Analysis
7. HR Information Systems & Appointments Management
8. Employee Learning and Professional Development
9. Organizational Development
10. Workplace Diversity and Inclusion

Positions Excluded

Examples of work that will not be construed as HR duties include:

1. Supervision / management – Managers are inherently responsible for participating in and implementing HR processes such as performance management, leave management, and professional development, but this role does not constitute HR duties performing the “HR side” of those processes. In general, management positions’ classification is aligned with the work that they are managing. (Managers of HR positions are included in the HR Career Architecture.)
2. General instruction & training that includes employees
3. Specialists in training and professional/organizational development
4. General compliance administration that includes employees – Examples: Administration of HIPAA or FERPA compliance requirements that include training employees on their compliance responsibilities
5. IT administration & support of HR
6. Budget & finance administration that includes personnel spending
7. Employee assistance programs (e.g, clinical counselors)
8. Participation in consideration & selection processes – Examples: Interviewing, search committees, promotion & tenure review

Resolution of Cross-Functional Positions

Many campus positions hold responsibilities in more than one functional area, often out of operational necessity. Some of the most common scenarios include:

• Student/hourly workforce management: Units with significant hourly workforces, often primarily student employees, commonly integrate elements of hiring and/or payroll processes with the managerial staff assigning the work and schedules of the work group. This configuration does not result in those managers’ classification as HR positions. As noted above: In general, management positions’ classification is aligned with the work that they are managing.
• Dual focus between HR and adjacent functional area: Units frequently combine responsibility for certain HR functions with a related area to manage workloads, streamline processes, or offer career growth to staff. Positions with significant but less than 50% HR duties should reflect the HR Career Architecture guidelines by using duties from the HR Generalist duties spectrum, but may fall into other classifications or use alternate working titles reflecting their mixed responsibilities.

Required Elements & Areas of Flexibility

For positions included in the HR Career Architecture (HRCA), these are the parameters units are required to conform to:

^[1]Regardless of titles referenced in guidelines, positions may only be classified as Academic Professional if they meet exemption criteria.

Document Last Updated: July 10, 2025