Human Resources Manager

Human resources managers are concerned with the people that make a company function. This entails functions regarding hiring/firing practices, reward policies, and disciplinary procedures. Their goal is to create a set of standards and systems that make the human element of a company perform up to its topmost potential. Human resources managers often work with upper management to decide best policies and to ensure coherence between a company’s ideals and its employees.

Recently, HR has been given a considerable amount of theoretical attention as a crucial element of a company’s efficient functioning. Breakthroughs in the application of systems theory, in conjunction with advances in psychology, have provided HR managers with a new palette of expertise to draw from, which in turn, has increased the level of education that is expected of professionals in this area, and particularly in some specialties.

Within this broad group there are a number of business careers. At a small company, the Human Resources Manager may be expected to know a wide range of information about the various aspects of human resource management. At a larger corporation, the director of human resources may supervise a number of departments, each headed by a specialist in one of the following areas. Use the following list to understand the various aspects of human resources, or to have a precise description of the responsibilities of a human resources generalist at a small company.

  • Employment and placement – Recruitment, hiring, placement, interviewing, and separation of employees
  • Compensation, benefits, and job analysis – Compensation programs, collection and examination of information regarding job duties
  • Occupational analysis – Occupational classification systems, technical liaison between companies, departments, and labor unions
  • Employee benefits – Administer and develop employee benefits program, usually with a focus on health insurance and retirement
  • Employee assistance plan – Diverse programs that improve work-life balance and promote safety and fitness of employees
  • Training and development – Training and development plans for employees, including training plans, organization and development, as well as developing training budget, contracts, etc.
  • Employee relations – Labor policy, bargaining agreements, handle employee complaints
  • Labor relations – Design and implementation of labor relations programs, and dispute resolution
  • Affirmative action – Equal opportunity employment issues: investigation, resolution, dispute management