What’s the Role & Responsibilities of a Human Resource Manager?

HR Managers play a critical part in the success of all business organizations.

They ensure that organization is hiring the right talent that will contribute towards its growth objectives. The Human Resource Manager works with different departments to understand their human resource requirements to guarantee the right people for the right job.

Let’s have a look at the role and responsibilities in detail (consider getting enrolled in our HR certification program if you are looking to excel as HR manager).

Recruitment and Selection 

One of the primary responsibilities of an HR Manager is to find people with the right skills and credentials. This is easier said than done.

It is one thing to say that you have a large pool of talented individuals but entirely different to actually find one who suits the role. The recruitment needs to be done in a transparent way to ensure no candidate is hired out of favor. This means developing the knowledge about the industry before you start the recruiting process. You need to understand training needs of the workforce for that particular industry.

Recruitment is a challenging process. At times, HR Managers will need to apply negotiation skills to hire candidates who are working in companies that offer market competitive salary.

Employee Retention 

Employee retention is not easy. There are so many reasons for people leaving a job. Some of these reasons may be in control of the HR Manager but they cannot control each and everything. The problem of employee turnover is not limited to a certain industry although it does differ greatly between industries.

For example, call center or customer support departments usually have high turnovers when compared to other professions. The Human Resource Manager needs to come up with plans to ensure employee retention within the given circumstances. This means listening to their feedback and delivering it to top management. HR manager needs to come up with meaningful recommendations that would ensure increased employee retention and better levels of job satisfaction.

Organizational Culture 

The organizational culture is something that every Human Resource Manager has to improve.
It requires getting involved in all kinds of things, which would help improve employees’ perception about the company. The employees need to be disciplined so that they come on time but this also means treating everyone with the same kind of accountability and not following double standards.
The organizational culture should create a sense of belongingness and responsibility within each employee. It also means asking the management to make changes in their policies that will be very difficult to follow. Organizational culture changing is a slow process that needs a lot of patience and dedication.

Remember, Organizational culture starts from the top and trickles down to the bottom. If there is no action seen on top, you will not see any significant change within the organization.

Training & Development 

In this highly competitive environment, training and development plays a very important role.
Organizations that want to survive in this competitive world need to have highly competent workforce. Star performers in every industry come at a premium price. If you are working as an HR Manager in a particular industry which needs a Business Development Manager, you will have to find someone with great track record because this is a crucial position. This means ensuring that you have hired someone who has already delivered results. No company would want to let go a star performer who is delivering great business results. Therefore, you need to offer that person enough compensation so that they are willing to let go of their present position to join your organization.

In some cases, you will be better off training and developing your existing employees through professional certifications.

Compensation and Benefits 

Compensation and benefits are very important aspect of an HR Manager’s job. There are a lot of things which directly depend on compensation and benefits. The compensation that you help your company decide for employees directly affects their job satisfaction levels. Similarly a company which is not paying their employees well will see increased turnover.

You also need to decide different compensation models for different job roles. A simple example for this difference is that you cannot have the same compensation structure for administrative and sales personnel working within a company. You need to make sure that your organization compensations remain competitive.