Title Crafting Opportunity: Purchasing, Recruitment, and Personnel
I’m excited to have the chance to shape my job title! To give you some context, I’m a 58-year-old male, married, with children and grandchildren. I’ve been through the empty-nester phase, and I hold a doctorate degree.
For 21 years, I worked as a school administrator, including roles as principal and central office leader. My primary responsibility was hiring—teachers, assistant principals, maintenance staff, and others. Over that time, I interviewed and hired approximately 1,500 people, which has been the core skill I’ve carried into my post-education career, alongside employee relations and discipline. Despite this experience, I don’t have formal HR training, as I relied on the HR department to assist during the hiring process.
I transitioned from education to the manufacturing sector, becoming a purchasing/procurement manager at a mid-sized light manufacturing company in Arizona. I’ve held this position for ten years, reporting directly to the company president. The company generates around $200 million in annual sales, and I earn $135K, with an agreement to reach $150K in the next two years, supplemented by a small bonus and a company phone.
My boss tends to micromanage and has a sales background, which sometimes leads to challenges. However, he’s been successful, and we have a good working relationship. Five years ago, after the CFO unexpectedly passed away, my responsibilities expanded significantly. Given my background in hiring, I was asked to find a new CFO, and shortly after that, I also recruited our Arizona plant manager. Over the past five years, I’ve hired between 75 to 100 employees across various roles, although I don’t handle factory floor staff or office personnel in other states.
Additionally, I’m now heavily involved in employee discipline and serve as a sounding board for various employee concerns, earning the informal title of the “company therapist.” Despite all these responsibilities, my official title remains “Purchasing Manager,” and I don’t directly supervise any staff, which has posed its own set of challenges in my hiring efforts.
Now, I have the opportunity to become a Vice President within the company and I’m tasked with writing my own job description. While my core functions—procurement (80% of my job), hiring, and employee relations—will remain unchanged, my compensation may allow for a quicker path to $150K. I won’t have an assistant or a chain-of-command role.
I’m considering several titles that reflect my roles, particularly since I still oversee significant purchasing duties. My current landscape with HR needs careful navigation as well. Here are the options I’m contemplating:
- Vice President of Purchasing and Personnel, Chief of Staff.
- Vice President of Purchasing, Chief of Staff.
- Vice President of Purchasing and Personnel.
- Vice President and Chief of Staff.
- Chief of Staff.
- Other suggestions.
I would appreciate your thoughts on which title might be the best fit and any general advice you may have. This could also include career guidance if you think I should consider opportunities outside of this company.
Thank you for your input!
RCadmin
Thank you for sharing your experiences and insights—it sounds like you’ve navigated quite a unique career path! Based on your extensive background in hiring, employee relations, and your current purchasing responsibilities, it’s clear that your role encompasses a blend of logistics, teamwork, and interpersonal skills.
Considering the options you provided, I recommend Option 1: Vice President of Purchasing and Personnel, Chief of Staff as your best choice. Here’s why:
Broad Coverage: This title encapsulates both your significant purchasing responsibilities and your direct involvement in hiring and personnel management. This dual focus reflects the substantial aspects of your current role.
Clarity of Role: By including “Personnel” in the title, you communicate the HR-related work you handle without conflicting with the existing HR department or stepping on their toes. It acknowledges your work in recruitment and employee relations while clearly differentiating your duties from traditional HR functions.
Leadership Recognition: The title of “Vice President” signifies a high level of leadership that aligns with your accomplishments and responsibilities, reinforcing your strategic importance within the company.
Chief of Staff Inclusion: This aspect emphasizes your advisory role to the president and highlights your importance to the leadership team without overshadowing the existing HR structure.
If you want to explore this further, consider suggesting to your boss that you can include a brief explanation beneath your new title on your business card, which clarifies your role. For example: “Focused on Procurement, Personnel Management, and Administrative Leadership.” This could help alleviate any concerns regarding your position and clarify the breadth of your responsibilities to others.
Additional Career Guidance:
Continued Professional Development: Given your rich experience, consider any relevant certifications in HR or leadership. This could further solidify your role and credibility if you decide to transition fully into HR-related tasks in the future.
Networking: Engage with professionals in both HR and procurement communities (e.g., through LinkedIn). Building relationships outside your company may open doors to future opportunities that align with your career aspirations.
Evaluate Your Work Environment: Given that your boss is a micromanager, consider if this day-to-day interface aligns with your work style and long-term career goals. If you find it increasingly challenging to operate effectively, it might be worth considering positions at other organizations that can provide a different leadership dynamic or a clearer HR pathway.
Best of luck as you finalize your title and continue to thrive in your role! Your blend of skills in procurement and personnel management will undoubtedly prove invaluable as you move forward.