Sample Job Description for Human Resources Manager

Job Description:
The Human Resources Manager directs and manages the overall delivery of human resources services, policies and programs for an organization within a small to medium sized business or for a portion of the human resources department within a large organization.

The Human Resources Manager’s duties vary depending on the overall needs of the business or organization. The Human Resources Manager determines or is assigned the duties and responsibilities required by management to meet human resources management needs.

Major areas managed by the Human Resources Manager may include:

• Recruiting and staffing;
• Organizational departmental planning;
• Performance management and improvement systems;
• Organizational Development;
• Employment and regulatory compliance related to employees;
• Employee onboarding, development, needs assessment and training;
• Policy development and documentation;
• Employee relations;
• Facilitation of company-wide committees;
• Communicate with corporate and community employees;
• Compensation and benefits administration;
• Employee safety, well-being, wellness and health;
• Charitable giving; and
• Employee services and counseling.

Occasionally, the Human Resources Manager is also responsible for ancillary areas such as reception, customer service, administration, or transactional accounting, to name a few possibilities.

The Human Resources Manager develops and leads Human Resources practices and goals that create an employee-centered high performance culture that emphasizes ownership, quality, productivity and standards, achievement of goals, and recruitment and continuous development of an outstanding workforce.

The Human Resources Manager is responsible for developing processes and metrics that support the achievement of the company’s business objectives.

The Human Resources Manager coordinates the implementation of human resources related services, policies and programs by the Human Resources staff, reports to the CEO, and provides support and advice to the company’s leaders on human resources issues.

Main objectives of the human resources manager:

• Health and safety of the workforce.
• Development of a superior workforce.
• Development of the human resources department.
• Develop an employee-centered culture that emphasizes quality, continuous improvement, retention and development of key employees, and high performance.
• Personal Development.

Responsibilities of the Human Resources Manager.

• Depending on the company, the Human Resources Manager may or may not be responsible for community relations, philanthropic giving, sponsoring company sports teams and events, space planning, benefits reviews, and administration.
• Depending on the needs of the organization, these responsibilities may be performed by the finance department, the building department, the marketing department, the public relations department, and/or the administration department.
• Regardless of which department has management responsibility for the function, the Human Resources Manager is closely involved in decision-making, implementation, and review.

Thus, the responsibilities of the Human Resources Manager may include the following.

Developing the human resources department

• Overseeing the implementation of human resources programs by human resources staff. Identifying opportunities for improvement and resolving problems.
• Supervises and directs the work of subordinate Human Resources staff. Promotes the ongoing development of the Human Resources Department staff.
• Develops and monitors an annual budget that includes Human Resources services, employee recognition, support of sports teams and community events, corporate philanthropic giving, and benefits administration.
• Selects and oversees human resources consultants, attorneys and training specialists and coordinates the company’s use of insurance brokers, insurance carriers, pension administrators and other outside sources.
• Conducts ongoing review of all human resources policies, programs and practices to keep management informed of new developments.
• Leads the development of departmental goals, objectives and systems. Takes the lead in strategic planning for the Human Resources Department.
• Establishes measurements for the Human Resources Department that support the achievement of the company’s strategic goals.
• Manages the creation and maintenance of reports necessary to accomplish departmental responsibilities. Prepares periodic reports for management as needed or required to track achievement of strategic goals.
• Develops and administers programs, procedures and policies to help align the workforce with the strategic goals of the organization.
• Attends executive, management and company staff meetings and attends other meetings and seminars.
• In conjunction with the CEO, CFO and Community Relations Group, plans the company’s philanthropic and charitable giving.

Human Resources Information Systems (HRIS).

• Manages the development and maintenance of the HR department on the company’s website, particularly in the areas of recruitment, culture, and company information, as well as the employee intranet, wikis, newsletters, etc.

• Utilizes the HRIS system to eliminate administrative tasks, support employees, and meet other needs of the business.

Training and Development

• Coordinates all HR training programs and assigns authority/responsibilities of HR and managers within those programs. Provides managers and employees with required training and materials, including workshops, manuals, employee handbooks, and standardized reports.

• Leads the implementation of the performance management system, which includes performance development plans (PEP) and employee development programs.
• Implements an internal employee training system that addresses the training needs of the organization, including identifying training needs, onboarding or orienting new employees, leadership development, cross-production training, measuring training success, and sharing training.
• Assists managers in the selection and contracting of outside training programs and consultants.
• Assists in the development of the company’s training budget and monitors its use. Maintains training records for employees.

Employment

• Establishes and directs standard recruiting and hiring practices and procedures necessary to attract and hire an excellent workforce.
• Interviews applicants for management and leadership positions; is part of the interview team for finalists.
• Chairs employee selection committees or meetings.

Employee Relations

• Formulates and recommends human resources policies and objectives for the company on all topics related to employee relations and employee rights.
• Works with management to communicate Human Resources policies, procedures, programs and laws.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote high levels of employee morale and motivation. Conducts regular surveys to measure employee satisfaction and engagement.
• Trains and educates managers on their responsibilities for communication, feedback, recognition and interaction with subordinates. Ensures leaders know how to communicate successfully, ethically, honestly and legally with employees.
• Conducts investigations when complaints or concerns are raised by employees.
• Monitors and advises managers and supervisors on the company’s progressive disciplinary system. Monitors the implementation of a performance improvement process for underperforming employees.
• Reviews, advises and approves management recommendations for termination of employment.
• Directs the implementation of the company’s safety and health programs. Monitors the tracking of data required by OSHA.
• Reviews employee appeals through the company’s grievance procedure.

Compensation

• Establishes company pay structure and salary guidelines and oversees variable pay systems within the company, including bonuses and raises.
• Conducts market research to determine pay practices and pay grades to help attract and retain excellent employees.
• Monitors all pay practices and systems for effectiveness and cost containment.
• Directs participation in at least one salary survey per year. Monitors compensation and benefits best practices through research and up-to-date information on available products.

Benefits

• With the support of the CFO, procures cost-effective employee benefits products that benefit employees; monitors the national benefits environment for options and cost savings.
• Leads the development of orientations and other training for employees and their families.
• Recommends changes to benefits offered, particularly new benefits aimed at employee satisfaction and retention.

Law

• Guides the company in complying with all existing state and labor laws and government reporting requirements, including all regulations related to Equal Employment Opportunity (EEO), Americans With Disabilities Act (ADA), Family and Medical Leave Act, Employee Retirement Income Security Act (ERISA), Department of Labor, Workers’ Compensation, Occupational Safety and Health Administration (OSHA), and so forth. Ensures that the company is exposed to minimal risk of litigation.
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary point of contact for the company’s employment attorney and outside government agencies.
• Protects the interests of employees and the company in accordance with company personnel policies and state laws and regulations. Minimizes risks.

Organization Development

• Designs, leads and manages an enterprise-wide organizational development process that addresses issues such as succession planning, top talent development, retention of key employees, organizational design and change management.
• Manages employee communications and feedback through company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and intranet use.
• Leads an organizational planning process that evaluates company structure, job design, and staffing projections throughout the organization. Evaluates plans and changes to plans. Submits recommendations to senior management.
• Identifies and monitors company culture to ensure it supports the achievement of company goals and promotes employee satisfaction.
• Participates in an organizational development process to plan, communicate and integrate strategic planning results throughout the organization.
• Leads company-wide committees, including wellness, training, environment, health and safety, activities, and culture and communications committees.
• Informs the CEO and leadership team of significant issues that threaten the achievement of company goals and those that are not being adequately addressed at the line management level.
• The Human Resources Manager performs other duties as assigned by the CEO.

This job description has been prepared to describe the general nature and level of work performed by job holders in this Human Resources Manager role. It is not intended to be a comprehensive listing of all duties, responsibilities and qualifications required of employees assigned to this position.

To successfully perform the job of Human Resources Manager, an employee must satisfactorily perform all essential duties. These requirements are representative, but not all-inclusive, of the knowledge, skills, and abilities required for the Human Resources Manager role in the organization.

Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

Requirements for the Human Resources Manager

• Knowledge and experience in employment law, compensation, organizational planning, recruitment, organizational development, employee relations, safety, employee engagement and employee development.
• Above average written and verbal communication skills.
• Excellent interpersonal relationship building and employee coaching skills.
• Proven ability to lead and develop human resources staff.
• Proven ability to serve as a knowledgeable resource to senior management providing overall leadership and direction to the organization.
• Excellent computer skills in a Microsoft Windows environment. This includes Excel proficiency and Human Resources Information Systems (HRIS) skills.
• General knowledge of various employment laws and practices and experience working with a corporate employment attorney.
• Experience administering benefit and compensation programs and other Human Resources recognition and onboarding programs and processes.
• Demonstrated ability to practice and coach organizational managers in the use of a high level of confidentiality.
• Excellent organizational management skills.

Required education and experience for the Human Resources Manager position.

• Minimum of a Bachelor’s degree or equivalent in Human Resources, Business or Organizational Development.
• Minimum of seven years of leadership experience in human resources.
• Specialized training in employment law, compensation, organizational planning, organizational development, employee relations, safety, training and preventive labor relations preferred.
• Active membership in appropriate human resources networks and organizations and ongoing community involvement preferred.
• Continued exposure to leaders in successful companies and organizations that practice effective human resource management.
• Physical demands of the Human Resources Manager job.
• These physical requirements are representative of the physical demands an employee must meet to successfully perform the essential functions of the Human Resources Manager job. Reasonable accommodations may be made to enable individuals with disabilities to perform the described essential functions of the job of Human Resources Manager.

While performing the duties of the Human Resources Manager job, the employee must speak and hear. The employee is often required to sit and use hands and fingers to handle or feel. Occasionally required to stand, walk, reach with arms and hands, climb or balance, and stoop, kneel, crouch, or crawl. Visual skills required for this job include close vision.

Work Environment for the Human Resource Manager
While performing the duties of the Human Resource Manager, the following work environment characteristics are representative of the environment in which the Human Resource Manager works. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the Human Resource Manager’s job.

While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is generally quiet to moderate.

Summary

This job description is intended to provide information essential to understanding the scope of the Human Resources Manager’s job. It does not purport to be exhaustive of the experience, skills, efforts, duties, responsibilities, or working conditions associated with the position. Access Icehrm.com as a best platform specially for HR Managers to easy the work in their job.