Human Resource Manager

A human resource manager (HR) develops, advises on and implements policies relating to the effective use of personnel within an organisation.

Human resource manager’s (HR) duties change according to the size and nature of the business. The main duties of the Human resource HR department are recruitment, pay, and conditions of employment, working practices, and diversity.

Human Resource department need to ensure that the organisation employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance in order to achieve the organization’s objectives.

Typical work activities

A human resource manager (HR) must always have a clear understanding of the organization’s business objectives and create and implement policies which select, retain and develop the right staff needed to meet these objectives. The exact nature of the work activities varies according the organization. The following are some duties that the Human Resource Manager (HR) is responsible for:

• Working with each department in a consultancy role as well as assisting line managers to understand and implement policies and procedures;
• promoting equality and diversity as part of the culture of the organisation;
• liaising with a wide range of organizations involved in areas such as race relations, disability, gender, age, religion and health and safety;
• recruiting staff – this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates;
• developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management;
• advising on pay and other remuneration issues, including promotion and benefits;
• undertaking regular salary reviews;
• negotiating with staff and their representatives on issues relating to pay and conditions;
• administering payroll and maintaining records relating to staff;
• interpreting and advising on employment legislation;
• listening to grievances and implementing disciplinary procedures;
• developing HR planning strategies with line managers, which consider immediate and long-term staff requirements in terms of numbers and skill levels;
• planning and sometimes delivering training, including inductions for new staff;
• analysing training needs in conjunction with departmental managers.
• Leading: initiates action, gives direction
• Supporting: shows respect, puts people first
• Presenting: communicates and networks effectively

The human resource manager (HR) must be a good analyzer who thinks clearly and can apply expertise. Human Resource Managers must be creative and think on broad terms as well as handle situations creatively. Human resource managers must have good organizational skills and plan ahead as well as be able to follow the rules. Human resource managers must be good at adapting and responding to change as well as cope with setbacks. Lastly human resource managers must be performers and focus on results while showing a deep understanding and interest of the organization. Above all human resource managers must be people orientated knowing that this is what the company’s most valued asset is.