Human resource management is a key function of any organization. As a body, HR professionals are responsible for the success of a company’s operations by managing the recruitment, development, safeguarding, and performance of its staff.
It certainly is a career that with a substantial potential for progression, from intern and assistant roles right up to directorship positions, such as Chief Human Resources Officer. The work is varied, and encompasses everything from recruitment and selection to ensuring the wellbeing of all current staff members.
As you climb the HR ladder, you’ll have the opportunity to specialize. If you are passionate about diversity and inclusion, learning and development, resourcing, or talent management, these are all routes you can take. However, there are also plenty of HR generalist roles for you to consider, including:
- Human Resources Administrator
- Human Resources Officer
- Personnel Manager
- Human Resources Manager
- Director of People
In this article, we will focus on the role and responsibilities of the human resources manager.
Human resources managers are the intermediaries not only between entry-level and senior HR staff, such as business partners and HR directors, but also between the department as a whole. Depending on the size of the company, they may also take on additional responsibilities more commonly assigned to the higher-ups.
The question we must consider before proceeding, then, is “What exactly does a human resources manager do?” Read on to find out more about seven very important responsibilities of a generalist HR manager.
1. Recruit new talent
The greatest asset a company has is its staff, and for the company to succeed, it needs to attract the best and brightest talent in its sector. Human resources managers are responsible for sourcing new hires, arranging and conducting interviews, and making final offers to candidates. When a position has been offered and accepted, they must then guide the new employee through the onboarding process as well.
2. Carry out performance reviews
Effective performance management is all about helping your employees realize their full potential. Performance reviews are designed to evaluate where workers are currently and what they’re aiming for. These discussions should always be two-way conversations between managers and staff, identifying positive attributes, areas for improvement, and crucially, ways in which the manager can support the employee going forward. If the same issues crop up in multiple conversations, HR managers can use that feedback to organize training for the staff.
3. Organize training and development
Training and development is integral to performance optimization in all areas of an organization. It is the responsibility of the HR manager to organize training, which is designed to improve the performance of the employees in their current roles, and to offer opportunities for further professional development, such as elective leadership courses. Training and development work hand-in-hand to ensure the company is successful and remains competitive in the marketplace.
4. Monitor health and safety in the workplace
Depending on the size and nature of the company, health and safety may be its own function, or it may be integrated with the HR department. Either way, HR managers, who are ultimately responsible for looking after the people within an organization, have an obligation to keep up to date with health and safety laws and regulations. With this knowledge, they can ensure the company is following the correct guidelines, even if they were set by a separate team or body.
5. Set a standard for company culture
Although crucially important, safety at work isn’t just about carrying out risk assessments and filling out occupational health forms. Human resources managers should also be well-versed in discrimination law, and committed to protecting diversity within the workplace. A safe and pleasant company culture recognizes the importance of equality, good mental as well as physical health, and respectful communication. If you create a culture that makes your staff feel good, you will see a significant reduction in employee turnover.
6. Manage employee relations
Human resources managers are often the middleperson between employees and their team leaders or bosses. They are the first point of contact between entry-level and senior members of staff, and it is their job to support both sides, checking in with employees and managers to ensure they are happy in their jobs and with their performances. If conflicts arise, it is also the responsibility of the HR manager to mediate, and work with both parties towards a satisfactory resolution.
7. Keep up-to-date with employment law
Employment law exists to regulate the relationship between employers and their employees. There are laws about contracts, terms and conditions of employment, what employers can reasonably ask of their employees, and workplace discrimination. The statutes vary from country to country and are constantly being amended, so it is important for the HR manager to stay informed about current laws to ensure the company they work for is fully compliant with the legislation.
8. Take responsibility for administrative tasks
Day-to-day, human resources managers have various administrative tasks to complete or oversee. These responsibilities can include running payroll, approving holiday requests/sick days, organizing staff rotas, managing budgets, and maintaining employee files, among others.
Considering a career in HR?
If you are passionate about working with people, a career in human resources might be just what you are looking for. Find out more about what it takes to become a human resources manager with EU Business School.
As a student of the EU Business School, you can study online or at one of our campuses across Europe, learning from industry leaders and experienced professionals who will help you to develop your own style of management.