The duties of an HR manager fall under two main categories: managing employees and overseeing departmental functions. As such, a human resource manager must be skilled and qualified in each of these primary functions.
HR managers must be well-versed in employee relations, compensation and benefits, recruitment and selection, and training and development. The HR manager’s core competencies include decision-making abilities, analytical skills, communication, and critical-thinking skills.
The duties of a human resources manager are both functional and strategic. A human resources manager is, therefore, a critical resource in any organization and growing in importance every year. For more information, here are the six primary duties of an HR manager:
Duty #1: Compensation and Benefits
An HR manager must give direction and guidance to benefits and compensation specialists. They monitor negotiations for group healthcare benefits, develop strategic compensation plans, and align the compensation structure with performance management systems.
Among the duties of an HR manager include maintaining confidentiality provisions concerning employee medical files and monitoring compliance with relevant regulations. Depending on the size of the company, the HR manager may be responsible for all tasks related to compensation and benefits or simply oversee specialists in these areas.
Duty #2: Planning and Development
An HR manager is also a strategic partner in an organization. They are involved in identifying, developing and implementing corporate goals.
As an HR manager, it’s your duty to align the HR department’s operation with the company’s goals. This means you need to participate in corporate planning to understand what activities feed into the sustainable growth of the company. If necessary, you will need to use HR software to analyze metrics and gather more insights on the company’s operations.
Duty #3: Training and Development
Another fundamental duty of a human resources manager is to implement the employees’ training and development program. This includes conducting orientation for new hires, implementing professional development, and creating leadership training programs that help employees thrive in the workplace.
HR managers make a routine assessment of needs to establish instances where training and skilling are needed. They also identify the type of training required to enhance productivity and performance. They scrutinize the performance record of employees to identify areas that require improvement through employee development or job skills upgrading. Once the skills gaps are identified, they organize workshops or seminars on a range of topics, including leadership techniques.
Human resources managers are crucial in implementing succession planning and employee development strategies through professional development and training. In guiding succession planning, HR managers reflect on their employees’ development experience, future business needs, and training requirements. They then develop a career track for every employee that demonstrates a desire and aptitude for upward progression.
Duty #4: Change Leadership
As an HR manager, you are a leader of change in the organization. All change initiatives in an organization are at least in part managed by the human resources manager.
An HR manager, therefore, must have impressive skills in project management. They must be skilled at helping organizations understand the connection between strategic needs and change initiatives. They should devise ways of minimizing resistance to change and employee discontent.
To do this, they shape the company’s culture by managing employee satisfaction while at the same time weighing in on the success of a change initiative.
Duty #5: Employee Relations
Granted, it’s the role of an employee relations specialist to investigate and resolve workplace matters. However, the HR manager is the overall person responsible for safeguarding the employer-employee relationship. They do this by devising and implementing strategies for effective employee relations.
The fundamental goal of an effective employee relations strategy is to ensure the protection of the general well-being of employees. It seeks to assure employees of a safe and conducive work environment that is free from harassment and discrimination.
Small business HR managers are responsible for resolving employee complaints and conducting investigations at the workplace. They are also the key legal counsel contacts in cases involving matters of employee relations and risk mitigation.
For instance, a human resources manager may be called upon to deal with a risk mitigation case by looking into the existing workplace policies. They may then organize training for managers and employees to make sure they understand the policies. This helps to avoid misunderstandings or misinterpretations of the organization’s policies and, hence, minimize employee complaints.
Duty #6: Selection and Recruitment
It’s the responsibility of an HR manager to come up with strategic solutions that meet labour enforcement trends and workforce demands. The recruiter conducts the selection and recruitment process. On the other hand, an HR manager is solely responsible for making decisions that have to do with corporate branding as much as it relates to the recruitment and retention of top-performing employees.
For instance, an HR manager working in a health care company could decide to use their knowledge on nursing shortages to come up with an employee retention strategy to maintain staffing levels. Among the critical components of this strategy could be conducting cross-training among nurses to help them get certification in various specialties. This will make them more valuable to the company and increase morale.
To promote the firm as the company of choice, the HR manager would be required to conduct corporate branding initiatives, especially as it relates to retention and recruitment.