As workplaces have evolved, the understanding of the role of an HR manager has kept pace and expanded to entail tasks beyond the mere carrying out of administrative activities. HR managers are now tasked with creating a work environment that enables employees to grow as professionals, be engaged in their work, and perform to their full potential.
In addition, HR managers advise on and steer internal human resource policies and processes, oversee legal compliance requirements, and help employees align with the organization’s vision and goals.
Who is an HR Manager?
An HR manager is one who leads and guides the process of building the staff in an organization to enable it to succeed. The HR manager works with the organization’s departmental heads to maximize the value that employees deliver to the organization.
The human resources manager creates an enabling environment that helps everyone in the organization work efficiently and productively. HR managers help with strategic planning and streamline the relations between the management and staff.
Major Responsibilities of an HR Manager
According to reports, For an organization to thrive requires an enabling work environment and quality personnel. HR managers have an important role to play in providing these enabling factors.
HR managers act as the bridge between the management and the employees and help facilitate efficient functioning. The major responsibilities of an HR manager include:
Human Resource Planning & Role Analysis
HR managers work with the departmental heads to understand their targets and departmental resource needs. HR managers then recruit and assign the right resources to facilitate organizational goals. HR managers also consider measures to support and further the organization’s sustainable growth during human resource planning.
Assigning the appropriate resource for various jobs requires HR managers to analyze the job requirements, decide the required salary and incentives, plan reporting structure, etc. In addition, HR managers also require to manage job rotation, role growth, role enrichment, performance management, and team development to raise the levels of people’s performance.
Recruitment: Hiring to Onboarding
The success of any organization depends on the quality of the talent in the organization. The HR managers are responsible for attracting and retaining talent for the organization. Based on the hiring requirements of the departments, the HR managers initiate the appropriate recruitment strategy, including the screening, interviewing, and background checks of applicants to hire the best possible talent for the organization.
Recruiting the best people for the organization requires more than just posting job requirements. HR managers are expected to design strategic solutions to attract top talent. HR managers, besides being responsible for the end-to-end recruitment process, also ensure a high level of employer brand reputation.
Learning and Development: Upskilling & Reskilling
Hiring top talent is only half the job done. To ensure the retention of talent in the organization and to ensure that their skills and competencies remain current, it is necessary to drive employee development activities. Employees must be continuously trained to perform to their full potential if the organization is to remain competitive.
The HR department organizes training and development programs, for example, on-the-job training – to raise organizational productivity, promote greater job satisfaction, help people grow in their current roles, and prepare employees for career advancement. When employees see the organization invest in their professional development, they feel valued, are more engaged, and stay with the company longer.
Strengthen Relationships: Collaboration & Communication
A positive work culture is critical for employees’ productivity and organizational success. The work culture should enable employees to share their thoughts, communicate their problems, suggest improvements, and encourage dialogue that furthers the organization’s goals.
The crucial function of HR managers is to foster a positive workplace dynamic between the leadership team and the employees, such that their synergistic efforts contribute to the organization’s growth. HR managers ensure that workplace policies are fair and equitable – promoting mutual trust and respect between people.
Drive Company Culture: Mission & Vision
Enabling workplace policies and a secure environment that promotes mutual trust among people ensures that the company culture furthers the organization’s chances of success. HR managers communicate the organization’s vision and values to its people through a reiteration and reinforcement system to ensure that a positive culture is maintained and any observed shortcomings are removed.
HR managers must design workplace policies that reduce interpersonal conflict, encourage collaboration, and enhance employee productivity. The policies should safeguard the interests of both the employees and the employer. The policies should also be compliant with all the stipulated regulatory requirements.
Build Environment: Physical & Emotional Security
Safety and security in the environment enable employees to deliver their best to the organization. Creating a secure environment requires HR managers to arrange for the training of employees on safe work practices, healthy lifestyles, hazard prevention, etc.
Protecting employees’ physical and emotional security is a key responsibility of HR managers. Regular workplace analysis, running safety programs, and appropriate workplace safety training can maintain a secure working environment. Employees must also be protected against harassment, discrimination, exploitation, etc. People across hierarchies need to be sensitized about workplace practices that are mutually respectful and fair.
Manage Discipline : Conflict & Compliance
Conflict in the organization is inevitable and needs to be handled fairly and consistently. They can arise from mutual disagreements between employee and employer expectations. This requires a formal disciplinary process that reassures employees and, at the same time, holds them accountable for good conduct. HR managers must get to the root of such conflicts, prevent escalation, and ensure smooth resolution.
HR managers ensure compliance with company policies while also ensuring the protection of employees’ rights and dignity. They also oversee the correct administration of mandated and voluntary employee benefit schemes. The efficient handling of benefit programs influences motivation levels, impacts morale, and incentivizes employees to stay with the organization.
Performance Management: Transparent & Accurate
A PwC report found that 81 percent of CEOs consider the non-availability of key skills in personnel as the major impediment to organizational growth.
Employee performance needs to be assessed, monitored, and tracked periodically to identify weaknesses and arrange remedial interventions. Training that enhances professional competence also helps create a positive work environment and retention.
How to Become an HR Manager? [3 Major Steps]
Becoming an HR manager involves three steps that include:
Becoming an HR manager requires obtaining a graduate/post-graduate degree in HR management. This education will equip you with knowledge of job-related subjects such as recruitment policies, labor relations, etc.
Acquire Professional Credentials
Professional credentials, certification courses, and training on HR policies enable you to be prepared for emergent workplace challenges. Professional credentials also help you decide the right HR career path based on your interests and aptitude.
Gain Professional Experience
On-the-job experience helps you gain real-world knowledge of workplace practices and requirements. Work experience also helps you develop the communication and administrative skills required to be effective as an HR manager.
27 Essential Tips for an HR Manager
- Understand the company’s goals and objectives, and align HR strategies and initiatives with them.
- Foster a positive work culture to support employee development and engagement.
- Understand and stay up-to-date on labor laws and regulations.
- Develop and maintain fair and consistent policies and procedures.
- Ensure that the company is in compliance with all statutory.
- Manage employee relations effectively, including handling conflicts, complaints, and grievances.
- Develop and implement effective onboarding and orientation programs for new hires.
- Monitor and manage employee attendance and performance.
- Conduct regular performance evaluations and provide feedback to employees.
- Foster a diverse and inclusive workplace.
- Handle employee discipline and termination procedures appropriately.
- Develop and implement succession planning programs.
- Stay up-to-date on industry trends and best practices in HR.
- Build and maintain relationships with external partners, such as recruiters and training organizations.
- Ensure that HR data and records are accurate and up-to-date.
- Use HR technology and tools effectively.
- Conduct regular salary and benefits surveys to ensure competitiveness.
- Develop and manage employee engagement and retention programs.
- Manage employee leaves of absence, including vacation, sick leave, and family leave.
- Develop and manage employee wellness programs.
- Manage and resolve employee conflicts and disputes.
- Act as a resource for employees on a variety of HR-related topics.
- Develop and implement policies and procedures for remote work, if applicable.
- Manage and oversee HR budget and expenses.
- Serve as a coach and mentor to other HR team members.
- Foster a positive and professional image for the HR department.
- Stay organized and prioritize tasks effectively.
Organizational purpose and robust people practices power business success. Progressive organizations now view people as talent, how people are handled is viewed as talent management, and hierarchical organizational structures are seen as networks of people. HR managers have a significant role in this progressive transformation of how an organization’s workforce is viewed and managed.
HR managers need to focus on creating an employee experience that is meaningful and fulfilling. At the same time, they also need to protect business interests by moving away from being just a service function to becoming a strategic function. HR managers can do this by driving value creation, supporting scalability, driving informed leadership, and enabling a workplace culture that empowers people to be their best versions.