Ask HR: What to Do if Your Duties Don’t Match the Job Description

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

Soon after being hired, I found my duties slightly out of line with my job description. After eight months on the job, my day-to-day responsibilities are much different from when I started. Should I be concerned enough to address the situation in my annual review next month? — Joshua

Absolutely, you should bring this up during your annual review. An annual review is the ideal time and place for career conversations. Job changes such as this are more common than people think. Typically, you accept a job, get into the groove, and before long, your role starts to shift. Sometimes, it’s gradual; other times, it’s abrupt. But eight months in, if your current responsibilities don’t resemble what you signed up for, it’s worth a conversation.  

Don’t look at this as sounding the alarm; instead, think of it as seeking clarity. Roles naturally evolve, especially in workplaces where people are stretched or when business needs to shift quickly. The real questions are: Were those changes communicated to you? Do they align with your skills and interests? And do your compensation and title reflect the work you’re doing? 

Come to the conversation prepared. Take note of the major differences between your original job description and your current daily responsibilities. What specific new things are you doing? When did they start? What have you stopped doing? Are you now working at a higher level than originally outlined in your job description? Be ready to discuss this factually, not emotionally, and give examples. Your goal is to align expectations, not to air complaints. 

Members: Learn how to write an effective job description

Many managers would appreciate your initiative and welcome the discussion. When employees speak up about role clarity, it enables better staffing, development, and compensation decisions. You’re not just advocating for yourself; you’re contributing to a healthier and smarter organization. So yes, bring it up, and do so with confidence and professionalism.  

If your conversation with your manager doesn’t go as planned, consider reaching out to your HR department. They can often assist in these difficult situations and provide helpful coaching opportunities for your manager if needed.  

My job is switching from 100% remote to hybrid. I have the option to move near our headquarters in Washington, D.C., or one of our six regional offices. Pay for each is based on the local job market. I’m concerned that I will have less organizational visibility at a regional office. What else should I consider when offered a job relocation? — Chelsea  

There’s always a lot to consider when making any big change. It’s smart to take some time to weigh your options.

Let’s talk about compensation and benefits first. Sure, salary is a big deal, but it’s worth digging deeper. How will the pay affect your standard of living or taxes in the new location? Don’t forget to check if there are any changes to benefits such as health care, paid leave, holidays, or other perks. For example, if you’re moving somewhere new, will your current health providers still be available, or will you need to switch? Some states even have unique benefits, such as paid family leave or sick leave, so that’s something else to keep in mind.

Now, let’s talk about visibility and career growth. Sometimes, working in a regional office can make it harder to stay on the radar, but there are ways to work around that. Volunteer for big projects or join cross-functional teams to stay involved. Show up for virtual meetings, and if you can, attend in-person events at headquarters when the chance arises. Building relationships is key, so don’t be shy about using email, texts, or even good old-fashioned phone calls to connect with colleagues.

Related: Ask HR: How to Build Connections with Remote Colleagues

Technology is another thing to think about. Consider whether any of the regional or HQ locations use the same tools and systems and whether they’re up-to-date. Outdated tools and systems could make your work more challenging. On the flip side, if a location features more advanced technology, it could be a great opportunity to grow your skills and boost your value to the organization.

Finally, assess each site’s growth potential. Does it offer strong mentoring, training, or advancement opportunities? While working at headquarters is often seen as the best option for career growth, some satellite locations might surprise you with unique learning opportunities or a different focus that could help you thrive.

Taking a step back to look at the broader picture — salary, benefits, cost of living, visibility, tech, and growth — can ultimately help you determine what’s best for your next career move.