To carry out their various roles, HRD professionals need to possess many different skills or competencies. The HRD executive/manager has primary responsibility for all HRD activities. They must promote the value of HRD to ensure organizational members have the competencies to meet current and future job demands. As organizations have adjusted to environmental challenges, the roles played by HRD professionals have changed as well. HRD professionals perform many distinct roles, nine of which are described below.

The HR strategic advisor consults strategic decision-makers on HRD issues that directly affect the articulation of organization strategies and performance goals. The HR systems designer and developer assists HR management in the design and development of HR systems that affect organization performance. The organization change agent advises management in the design and implementation of change strategies used in transforming organizations.

The organization design consultant advises management on work systems design and the efficient use of human resources. The learning program specialist (or instructional designer) identifies needs of the learner, develops and designs appropriate learning programs, and prepares materials and other learning aids. Some popular HRD jobs include instructional designer, change agent, executive coach, and multimedia master.