ROLES AND RESPONSIBILITIES IN THE HR DEPARTMENT

What Does HR Do? (Roles & Responsibilities)

A Human Resources (HR) job entails overseeing various aspects of the employment process,
including recruitment, onboarding, and training of new staff members. HR professionals also
play a crucial role in managing payroll and ensuring timely and accurate compensation for
employees.
The primary role of an HR manager is to hire the right people, put them in the right roles, and
give them the training, compensation and workplace support to succeed.

What Is Human Resources (HR)?

Human resources (HR) is the division of a business responsible for finding, recruiting, screening,
and training job applicants and administering employee benefit programs. The primary goal of
HR is to support employee recruitment, retention, engagement, and overall productivity, which
can vary between organizations and positions.
HR is key in helping companies navigate a fast-changing business environment and meet the
growing demand for quality employees in the 21 st century. It also fosters a positive workplace
culture and ensures compliance with labor laws, which can contribute to a company’s success in
a competitive market.
Understanding Human Resources (HR)
John R. Commons, an American institutional economist, first coined the term “human resource”
in his 1893 book "The Distribution of Wealth." However, it wasn't until the 20th century that
HR departments began to take shape, formally addressing misunderstandings between
employees and employers.2

Today, an HR department is a vital part of any business, regardless of its size. Its primary goal is
to maximize employee productivity while protecting the company from workforce-related issues.
HR responsibilities include:
1. Managing compensation and benefits
2. Recruiting and retaining employees
3. Handling terminations
4. Maintaining compliance with any laws that may affect the company and its employees
These responsibilities are crucial for maintaining a productive and compliant workplace, making
HR departments an invaluable part of any company.
Key HR Activities
Following are the key, people-related activities that HR must effectively do to add value to a
company:
1. Managing and utilizing people effectively
2. Linking performance appraisals and compensation to competencies
3. Calculating fair compensation rates and putting together a comprehensive list of benefits
4. Developing competencies that enhance individual and organizational performance
5. Increasing innovation, creativity, and flexibility to boost competitiveness
6. Applying new approaches to work process design, succession planning, career
development, and inter-organizational mobility
7. Managing the implementation and integration of technology through improved staffing,
training, and communication with employees
8. Navigating complex and evolving labor laws to avoid legal issues, and regularly
conducting compliance audits to maintain best practices and adherence to regulations
HR Management Strategies
Starting in the 1980s, there was a movement toward strategic initiatives within HR departments,
driven by research on the impact of employee-related issues on long-term business success.
These strategies are collectively called human resource management (HRM). They provide a
comprehensive approach to managing employees and an organization’s culture and environment.
HRM focuses on recruiting, managing, and guiding the workforce to align with the
organization’s goals.
HR departments adopting HRM strategies are more active in enhancing the workforce and
recommending processes, approaches, and business solutions to management.
Google is one example of an organization that has adopted a more active approach to employee
relations through its HR department. The company offers numerous perks, such as employee
assistance programs focused on mental health, on-site meals and snacks, fitness centers, massage
programs, and ergonomic support, believing happy employees are more productive.

Human Resources job description: What are the duties of HR?

Human resources managers typically work as generalists overseeing multiple areas, although in
large organizations they may be specialists overseeing a team of other HR specialists. No matter
how a business is organized, common responsibilities of HR managers include:

1. Job analysis: Defining the nature and responsibilities of positions and the skills and
knowledge necessary for them
2. Recruitment and staffing: Attracting, interviewing and selecting the right candidates to
meet an organization's needs
 3. Organization and utilization of the workforce: Designing an organizational framework
that maximizes human resources and establishes systems of communication
4. Maintenance of the workforce: Addressing health, safety and worker-management
issues, including compliance with federal workplace laws
5. Training and development: Evaluating workers' educational needs and designing
programs to meet them
6. Performance appraisal: Assessing employee job performance to provide feedback and
use in determining promotions, salary increases and termination of employment
7. Employee rewards: Designing programs to reward employees for accomplishments and
motivate them to continue performing at a high level
8. Diversity, equity and inclusion: Designing programs and procedures to ensure that all
candidates, employees, and customers are treated fairly and without discrimination

Qualities and traits of a successful HR Manager

An effective human resources manager can connect with people at all levels of an organization.
As you consider this career, here are some skills and traits that help HR professionals succeed.
1. Communication skills
Managers must be comfortable communicating with stakeholders on the employee and employer
sides of an organization. "Students, graduates, new professionals and seasoned ones alike, will
all need constant practice and improvement with communications," said Rue Dooley, SHRM-
SCP, HR Knowledge Advisor with the Society for Human Resource Management (SHRM). "The
ability to communicate well cannot be understated or undervalued in the profession of human
resources."
2. Empathy and compassion
HR managers support workers during challenges that occur at work and outside of work. This
requires creating an environment in which all employees feel comfortable communicating
problems and concerns. Having the ability to respond to an employee's emotions can help build
and sustain positive workplace relationships and make the employees feel more connected to an
organization.
3. Relationship management skills
Communicating effectively and managing your interactions with others are crucial skills.
"Relationship management consists of the ability to contribute to conflict resolution and to
conduct formal and informal training," said Dooley.
4. Commitment to continuing education
An HR manager must stay on top of their profession because human resources is a dynamic and
ever-changing field. "New laws, frequent changes, shifts in workplace landscapes, and more all
conspire to force human resource professionals like no other professional to make quick
adaptations based on shifts in legislation and other dynamics," said Dooley. "After college, a
human resource professional will want to stay abreast of current events. There is simply no way
around that."
HR job roles & duties: Common job titles in Human Resources
Human resources managers serve as a link between employees and employers. They touch every
aspect of an organization since it would be impossible for an organization to exist without the
people who work within it.
HR roles include a broad range of specialist and generalist positions. Responsibilities vary
significantly across industries and employers, but three common HR manager titles are:

1. Recruitment manager: Oversees an organization's staffing needs by managing the work

of a staff of recruiters
2. Training and development manager: Creates and implements training and development
programs for new and current employees
3. Human resources manager: Directs an HR department or a specialized area of HR
management

Entry-level HR roles & responsibilities

A bachelor's degree is typically required for HR management positions. However, it's possible to
qualify for entry-level positions with an HR associate degree and advance with more education
and experience. Typical starting positions include:
1. Human Resources Clerk
They handle administrative tasks such as maintaining personnel records, placing job ads and
assisting in onboarding new hires.
2. Benefits Coordinator
These coordinators perform administrative tasks that involve sick days, vacation time and
insurance and retirement plans.
3. Payroll Clerk
These clerks collect and calculate data to help make sure employees are paid accurately and on
schedule.
4. Recruiter
A recruiter handles the day-to-day duties associated with attracting job candidates, although
entry-level recruiters don't make hiring decisions.

Managerial roles in HR
Qualifications for a human resources manager typically include a bachelor's degree and about
three years of professional HR experience. Common titles include:
1. Employee Relations Managers
These managers handle issues that arise between an organization's workforce and management.
Their responsibilities can involve consulting on new and existing policies, negotiating worker
contracts and complying with workplace regulations.
 2. Compensation and Benefits Managers
These HR workers evaluate jobs and develop salary structures as well as benefit plans. Their
work can involve labor laws and regulations that protect the health and welfare of employees.
3. HR Information Systems Managers
These workers oversee systems that record employee data such as wages, vacations and working
hours. They supervise the daily operations of HR information systems and produce data reports.
4. Training and Development Managers
Training and development managers work to improve the productivity of an organization's
workforce. They research, design and implement training programs to accomplish the goals of
the organization.
5. Labor Relations Managers
They negotiate contracts and agreements between labor groups or individual employees and the
organization. They may play key roles in labor disputes and other situations that might interfere
with the organization's success.

Executive-level HR roles
HR managers in leadership positions occupy roles at the top of an organizational chart and tend
to earn higher salaries. They're more involved with business and policymaking than with
program administration that's handled at the department level.
While an advanced degree may not be necessary for all top roles, it can help you stay
competitive. As more HR professionals earn master's degrees, college graduates will find
themselves competing with job candidates who have advanced degrees, according to Dooley.
HR managers at the highest levels are likely to have one of the following positions:
1. Chief Diversity Officer
The chief diversity officer is responsible for organizational planning, strategy and guidance to
ensure their business maintains diversity and equality among job candidates and employees.
They oversee and analyze current practices and design initiatives to promote change to meet the
organization's goals.
2. Director of Human Resources
A director of human resources serves as a department or division head, positioned at the lowest
level of the executive team. In coordinating operations with the vice president or other senior
executives, the director focuses on the bigger picture and ensures that the daily operation of the
human resources department meets established standards and objectives.
3. VP of Human Resources
This executive leads and directs all aspects of HR management. As a member of the executive
team, they establish short- and long-range organizational goals and operating procedures,
evaluate their effectiveness and lead improvement.
Where do Human Resource Managers work?
HR Managers can work in any setting where employees must be managed, so they can be found
in nearly all workplaces. However, the roles and responsibilities of HR managers vary
significantly based on where they work.
1. Private companies
Most HR managers work in private companies in industries ranging from technical services to
manufacturing. While smaller companies may have one HR manager who oversees all staff and
work, larger organizations may employ several managers who each oversee a specific area
within the department.
Depending on the size and type of company, HR managers may have to travel to maintain
employee relationships across an organization and to recruit job candidates.
2. Government
Human resources managers work at all levels of government, including local, state and federal
agencies. Most government HR managers have the same goals and responsibilities as those in
private industry, though working for an agency requires knowledge of processes used by the
government for hiring and staffing.
3. Non-profit organizations
Depending on the size and role of a nonprofit, a human resources manager may have other roles
in addition to overseeing employees. This can include managing volunteers as well. Since
smaller nonprofit organizations operate with minimal staff, an HR manager may report directly
to a board member instead of an HR executive.
4. Consulting firms
HR managers who work at consulting firms are hired by organizations to do work that a
company may not have the HR staff to perform, such as training and development, or
compensation and benefits analysis. They also may make recommendations to improve HR
policies.

Line and staff responsibility

In an HR context, the line and staff relationship involves line managers who have direct authority
over employees and staff members, like HR professionals, who provide support, advice, and
specialized expertise. HR staff don’t have direct authority over line managers or their employees,
but they act as advisors and consultants.
Line Managers:
1. Direct Authority:
Line managers are responsible for overseeing their department’s operations and have direct
authority over their employees.
2. Core Responsibilities:
They make decisions about hiring, training, performance management, and maintaining morale
within their team.
3. Primary Focus:
Line managers are primarily focused on the day-to-day operations and performance of their
team.
HR Staff (Support and Advisory):
1. Expertise and Advice:
HR staff provide expertise and advice on various HR matters, such as recruitment, compensation,
and employee relations.
2. Support Functions:
They support line managers by providing tools, resources, and guidance to ensure compliance
and best practices.
3. Indirect Authority:
HR staff do not have direct authority over line managers or their employees, but they can
influence decisions through their recommendations and expertise.
The Relationship:
1. Collaboration:
Line managers and HR staff collaborate to ensure effective HR practices and support the
organization’s goals.
2. Mutual Support:
Line managers rely on HR for guidance and support, while HR relies on line managers to
implement HR policies and practices.
3. Potential for Conflict:
While collaboration is the goal, there can be potential for conflict if there are differing
perspectives or misunderstandings regarding HR policies or practices.