Human Resource Management

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers.

HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.

HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.

A Human Resources generalist, manager, or director plays a wide variety of roles in organizations. Depending on the size of the organization, these HR jobs may h******e overlapping responsibilities. In larger organizations, the HR generalist, manager, and director h******e clearly defined, separated roles in HR management. These roles bring progressively more authority and responsibility in the hands of the manager, then the director, and ultimately, the Vice President who may lead several departments including administration.

HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or the recruiting manager.

Human Resources staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully.

The Changing Human Resources Role

The role of the HR professional is changing to fit the needs of today's modern, fast changing organizations. In the past, because the original HR personnel functions were often provided by accounting, the HR role was focused on administrative tasks such as paying employees, administering benefits, and keeping track of sick and personal days off.

But, a more comprehensive approach to the management of people in the organization was needed. Programs and processes that systematically hired employees, retained employees, and dealt with all aspects of talent management evolved in the best organizations. Then, the role evolved again. Still responsible for the administrative tasks and the programs and processes related to people, the best HR professionals are now leading the charge.

They are developing systems and processes within the organization that address the strategic needs of the business. So, what was once the task of hiring employees is now the process of team-based hiring of the best possible talented employees who are recruited via methods that range from employee referrals to social media sourcing. These employees are also congruent with the company's culture. This is quite a different journey, one that continues to evolve.

New HR Role

The role of the HR manager must parallel the needs of this developing, changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered. They recognize that organizations will vie for talent in coming years. This recognition brings about the need for employee oriented workplaces and programs that meet the needs of employees for meaningful work, growth, challenge, communication, and effective leadership.

Within this environment, the HR professional, who is respected by line managers and consequently, whose talents are utilized by managers, is responsible for new roles. In Human Resource Champions, D******e Ulrich, one of the more popular speakers and writers in the HR field , and a professor at the University of Michigan, recommends three additional roles for the HR manager.

a strategic partner,

an employee sponsor or advocate and

a change mentor.

At the same time, especially the HR Generalist, still has responsibility for the day-to-day employee problems and complaints, employee benefits administration, often payroll, and employee ******work, especially in the absence of an HR Assistant.

Responsibilities of the HR Professional

Depending on the size of the organization, the HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people including these areas of responsibility.

Recruiting

Hiring

Training

Organization Development

Communication

Performance Management

Coaching

Policy Recommendation

Salary and Benefits

Team Building

Employee Relations

Leadership

When you ask the question, what does the HR manager, generalist or director do, as you can see, the answer is a lot. The role bears responsibility for all of the processes and systems related to people in an organization. The role must support the work of managers who supervise and lead the work of these people. The HR professionals must develop the skills of their managers and their organization to do these activities well. The job of the HR professional is a constant challenge as HR staff balance many roles and activities in support of their organizations.

Want even more detailed information about the job descriptions and responsibilities of HR professionals? Take a look at these job descriptions.

Sample Human Resources Assistant Job Description

The Human Resources assistant assists with the administration of the day-to-day operations of the human resources functions and duties. The HR assistant carries out responsibilities in some or all of the following functional areas: departmental development, HRIS, employee relations, training and development, benefits, compensation, organization development, executive administration, and employment.

The HR assistant has partial responsibility for these areas:

recruiting and staffing logistics;

performance management and improvement tracking systems;

employee orientation, development, and training logistics and recordkeeping;

assisting with employee relations;

company-wide committee facilitation and participation;

company employee communication;

compensation and benefits administration and recordkeeping;

employee safety, welfare, wellness, and health reporting; and

employee services;

maintaining employee files and the HR filing system;

assisting with the day-to-day efficient operation of the HR office.

The Human Resources assistant contributes to the accomplishment of Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources assistant helps with the implementation of services, policies, and programs through HR staff; reports to the HR director, and assists company managers with HR issues.

Primary Objectives:

Safety of the workforce.

Development of a superior workforce.

Development of the Human Resources department.

Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.

Personal ongoing development.

Development of the Human Resources Department

Administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.

Participates in developing department goals, objectives, and systems.

Assists with the tracking of departmental and company measurements that support the accomplishment of the company�s strategic goals.

Prepares and maintains reports that are necessary to carry out the functions of the Human Resources department. Prepares periodic reports for management, as necessary or requested.

Participates in administrative staff meetings and attends other meetings and seminars as necessary and to represent the department.

Human Resources Information Systems (HRIS)

Maintains the HRIS database and generates scheduled or requested reports to assist management.

Updates employee phone directory and company organization chart. Maintains a database of employee contact information.

Periodically audits the database to ensure accuracy.

Assists in the development and updating of the Human Resources section of the Web site.

Keeps employee records up-to-date by processing employee status changes in a timely manner.

Maintains personnel files in compliance with applicable legal requirements.

Benefits Administration

Conducts benefit orientations and other benefit training, as needed.

Processes enrollments, changes, and terminations of participants in all benefit plans and programs.

Reconciles monthly billing statements against payroll deductions.

Assists employees with any benefit claim issues or concerns.

Administers the day-to-day transactions of the 401(k) plan and processes employee loans and applications.

Training and Development

Schedules participants into training sessions.

Tracks participants and training records.

Enters training records into database and maintains it.

Tracks the implementation of the employee performance development plans (PDPs).

Tracks the accomplishment of PDP goals.

Employment

Advertises employee job openings first, internally, and then, externally, in keeping with company recruitment policies. Manages the logistics of the recruiting process.

Writes news****** classified ads and posts ads on the Internet in places appropriate to the open position including job boards, college career services offices, professional associations, and on the company's Web site.

Sorts and reviews resumes as they arrive on a daily basis. Manages the flow of ****** applications and manages the recruiting email box. Provides a first review of resumes. Maintains a filing system that retains qualified applications for one year.

Schedules interviews for the hiring manager and Human Resources. Schedules additional interviews as needed.

Mails out the candidate offer letter packet as requested and tracks return.

Makes sure that the work space, computer and other equipment, mailbox, and appropriate installed software are ready for the new employee's start day.

Conducts new-employee orientation.

Prepares ******work required for new hires and establishes personnel file.

Assists the plant and front office with temporary staffing needs by contacting and working with the Temporary Staffing Agency.

Conducts temporary employee orientation, creates time badges, and tracks current temporary employees' attendance.

Faxes time sheets to Temporary Staffing Agency weekly for payroll processing.

Employee Relations

Assists in the development and implementation of an employee handbook and new personnel policies and procedures.

Files all compliance reports with the state and federal government including EEO-1 report.

Assists with the implementation and tracking of company safety and health programs.

Compensation

Is trained in and regularly practices backing up accounting and payroll.

Participates in at least one salary survey per year.

Organization Development

Participates on various committees to provide HR support and to monitor activities and completion of goals.

Executive Administration

Sorts mail and faxes; distributes to employee mailboxes.

Assists with Board of Directors meetings: creates board packets, meets and greets arriving board members, orders lunches, makes reservations.

Consolidates and emails out weekly management reports to managers.

Coordinates executive tr******el plans and other arrangements as needed.

Orders flowers and cards for employees for events such as illness, death in family, birth, graduation, and so on.

Obtains VISAs and passports for employees needing to tr******el abroad.

Additional

Assumes other duties as assigned by the HR Director or the CEO.

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he Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for a company within a small to mid-sized company, or a portion of the Human Resources function within a large company. The major areas the Human Resources manager manages can include:

recruiting and staffing;

organizational departmental planning;

performance management and improvement systems;

organization development;

employment and compliance to regulatory concerns regarding employees;

employee onboarding, development, needs assessment, and training;

policy development and documentation;

employee relations;

company-wide committee facilitation;

company employee and community communication;

compensation and benefits administration;

employee safety, welfare, wellness and health;

charitable giving; and

employee services and counseling.

The Human Resources manager originates and leads Human Resources practices and objectives that will provide an employee-oriented; high performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources manager is responsible for the development of processes and metrics that support the achievement of the organization's business goals.

The Human Resources manager coordinates the implementation of people-related services, policies, and programs through Human Resources staff; reports to the CEO; and assists and advises company managers about Human Resources issues.

Primary Objectives of the Human Resources Manager:

Health and safety of the workforce.

Development of a superior workforce.

Development of the Human Resources department.

Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.

Personal ongoing development.

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Human Resources Manager Job Description Components

Position Description and Primary Requirements. (You are here.)

Essential Functions: Department Development, HRIS, Training and Development, Employment, Employee Relations

More Essential Functions: Compensation, Benefits, Law, Organization Development

Required Experience, Education, Skills and Working Conditions Described

Depending upon the organization, the Human Resources manager may or may not h******e responsibility for community relations, philanthropic giving, company community sports team and event sponsorships, space planning, benefits review, and administration. Depending upon the needs of the organization, such responsibilities may be carried out by the finance department, facilities department, marketing and public relations, and / or administration.

No matter which department bears the leadership responsibility for the function, the Human Resources manager is closely involved in decisions, implementation, and review.

Thus, responsibilities of the Human Resources manager may include the following.

Development of the Human Resources Department

Oversees the implementation of Human Resources programs through Human Resources staff. Identifies opportunities for improvement and resolves problems.

Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.

Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams and community events support, company philanthropic giving, and benefits administration.

Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.

Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.

Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning.

Establishes HR departmental measurements that support the accomplishment of the company's strategic goals.

Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.

Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.

Participates in executive, management, and company staff meetings and attends other meetings and seminars.

With the CEO, CFO, and community relations group, plans the company's philanthropic and charitable giving.

Human Resources Information Systems (HRIS)

Manages the development and maintenance of the Human Resources sections of both the company website, particularly recruiting, culture, and company information; and the employee Intranet, wikis, newsletters, and so forth.

Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.

Training and Development

Coordinates all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.

Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.

Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfer.

Assists managers with the selection and contracting of external training programs and consultants.

Assists with the development of and monitors the spending of the corporate training budget. Maintains employee training records.

Employment

Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.

Interviews management and executive position candidates; serves as part of the interview team for position finalists.

Chairs any employee selection committees or meetings.

Employee Relations

Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.

Partners with management to communicate Human Resources policies, procedures, programs and laws.

Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement.

Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them.

Conducts investigations when employee complaints or concerns are brought forth.

Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.

Reviews, guides, and approves management recommendations for employment terminations.

Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.

Reviews employee appeals through the company complaint procedure.

Human Resources Manager Job Description Components

Position Description and Primary Requirements

Essential Functions: Department Development, HRIS, Training and Development, Employment, Employee Relations (You are here.)

More Essential Functions: Compensation, Benefits, Law, Organization Development

Required Experience, Education, Skills and Working Conditions Described

Compensation

Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.

Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.

Monitors all pay practices and systems for effectiveness and cost containment.

Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on ******ailable products.

Benefits

With the assistance of the CFO, obtains cost effective, employee serving benefits; monitors national benefits environment for options and cost s******ings.

Leads the development of benefit orientations and other benefits training for employees and their families.

Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Law

Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Le******e Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.

Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.

Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.

Organization Development

Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.

Manages employee communication and feedback through such ******enues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.

Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.

Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.

Participates in a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.

Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.

Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.

The Human Resources manager assumes other responsibilities as assigned by the CEO.

This job description has been designed to indicate the general nature and level of work performed by jobholders within this role of Human Resources manager. It is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job.

Human Resources Manager Job Description Components

Position Description and Primary Requirements

Essential Functions: Department Development, HRIS, Training and Development, Employment, Employee Relations

More Essential Functions: Compensation, Benefits, Law, Organization Development (You are here.)

Required Experience, Education, Skills and Working Conditions Described

To perform the Human Resources manager job successfully, an employee must perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skills, and abilities required to lead in the role of the company Human Resources manager. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

Human Resources Manager Job Requirements

Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.

Better than ******erage written and spoken communication skills.

Outstanding interpersonal relationship building and employee coaching skills.

Demonstrated ability to lead and develop HR department staff members.

Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction.

Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS).

General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.

Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.

Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality.

Excellent organizational management skills.

Education and Experience Required for Human Resources Manager Job

Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development.

A minimum of seven years of progressive leadership experience in Human Resources positions.

Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and and preventive labor relations, preferred.

Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred.

Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.

Physical Demands of Human Resources Manager Job

These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources manager's job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources manager's job.

While performing the responsibilities of the Human Resources manager's job, the employee is required to talk and hear. The employee is often required to sit and use his or her hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision.

Work Environment for the Human Resource Manager

While performing the responsibilities of the Human Resources manager's job, these work environment characteristics are representative of the environment the Human Resources manager will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the Human Resources manager's job.

While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate.

Conclusion

This job description is intended to convey information essential to understanding the scope of the Human Resources manager's position and it is not intended to be an exhaustive list of experience, skills, efforts, duties, responsibilities or working conditions associated with the position.

Human Resources Manager Job Description Components

Position Description and Primary Requirements

Essential Functions: Department Development, HRIS, Training and Development, Employment, Employee Relations

More Essential Functions: Compensation, Benefits, Law, Organization Development

Required Experience, Education, Skills and Working Conditions Described