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Human resources managers supervise a company or organization’s hiring process, from recruiting, interviewing, and hiring new staff.
They help connect executives with employees, build an employer brand, improve employee engagement, and build strategic talent resource plans.
What is an HR Manager?
To us, an HR manager is a go-to person for all employee-related issues. This means that your HR Manager duties will involve managing activities such as job design, recruitment, employee relations, performance management, training and development, and talent management.
The job of an HR Manager is important to business success.
People are our most important asset and you’ll be the one to ensure we have a happy and productive workplace where everyone works to realize our established mission and objectives.
Promoting corporate values and shaping a positive culture is a vital aspect of a complete HR manager job description and specification.
Human Resource Manager Job Description and Responsibilities
Human resource managers are responsible for ensuring that the overall administration, coordination, and evaluation of human resources plans and programs are realized. Therefore, their essential job responsibilities include:
a. Developing and administering human resources plans and procedures that relate to company personnel
b. Planning, organizing, and controlling the activities and actions of the HR department
c. Contributing to the development of HR department goals, objectives, and systems
These responsibilities involve achieving the following tasks:
1. Implementing and revising a company’s compensation program
2. Creating and revising job descriptions
3. Conducting annual salary surveys
4. Developing, analyzing, and updating the company’s salary budget
5. Developing, analyzing, and updating the company’s evaluation program
6. Developing, revising, and recommending personnel policies and procedures
7. Maintaining and revising the company’s handbook on policies and procedures
8. Performing benefits administration
9. Maintaining affirmative action programs
10. Overseeing recruitment efforts for all personnel, including writing and placing job ads
11. Conducting new employee orientations and employee relations counseling
12. Exit interviews
13. Maintaining department records and reports
14. Participating in administrative staff meetings
15. Maintaining company directory and other organizational charts
16. Recommending new policies, approaches, and procedures
Although in smaller organizations human resource managers may be responsible for all of the above-named duties, these HR professionals in larger organizations may have more specialized duties.
In these settings, these specialized managers may be referred to as compensation and benefits managers, training and development managers, and the like.
As supervisors, human resource managers are responsible for the oversight of all employees in the HR department, which includes performance management of HR employees.
For example, they would be in a position to make recommendations to an organization’s leadership based on analyses of worker productivity.
Their value is often realized as they identify ways to maximize the value of the organization’s employees and ensure all human resources are being utilized as efficiently as possible.
What it Takes to Become a Human Resource Manager
Human resource managers possess excellent decision-making, strategic thinking, leadership, interpersonal, and ethical conduct skills.
Beyond these traits, however, human resource managers must be well-educated in their field of expertise.
Human resource managers typically possess a bachelor’s degree and human resources experience, although many employers prefer their human resource managers to possess a master’s degree in human resource management.
Bachelor’s degrees in human resources may be structured as:
1. Bachelor of Science/Bachelor of Arts in Human Resource Management
2. Bachelor of Science/Bachelor of Arts in Management with a concentration in HR
3. Bachelor of Business Administration (BBA) with a concentration in one of the following:
a. Human resources
b. Organizational behavior
c. Management and leadership
d. Industrial relations
The U.S. Department of Labor reports that candidates who possess professional certification or a master’s degree (particularly those with a concentration in HR management) likely have the best prospects to become human resource managers.
Further, candidates with a solid background in policies, employment law, and human resources are also expected to enjoy more job opportunities.
As such, popular graduate degrees for human resource managers include:
1. Master of Arts/Master of Science in Human Resource Management
2. Master of Arts/Master of Science in Management with an HR concentration
3. Master of Business Administration (MBA) with a concentration in:
a. Human Resource Management/Organizational Leadership
b. Leadership Development
c. Human Capital Development
d. Organizational Behavior
e. Labor Relations
f. Industrial Relations
Professional certification for human resource managers is also commonplace with these HR professionals most often possessing one or more of the following designations:
1. Society of Human Resource Management (SHRM)
a. SHRM-CP (certified professional)
b. SHRM-SCP (senior certified professional)
2. HR Certification Institute (HRCI)
a. Professional in Human Resources (PHR)
b. Senior Professional in Human Resources (SPHR)
c. Global Professional in Human Resources (GPHR)
d. Human Resource Management Professional (HRMP)
e. Human Resource Business Professional (HRBP)
f. California Certification for PHR and SPHR certified professionals
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StudentsandScholarship Team.
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