The Human Resource Manager's role is three-fold: 1) to work with and manage current employees across all departments in order to improve their skills and oversee their welfare; 2) to recruit new staff to the business, ensuring that these new staff members fit the company's work practices, future goals and objectives; 3) to look at ways to improve a company's current standing in terms of its working environment and getting the most out of its employees.
With an in-depth, working knowledge of human resources, the HR Manager offers guidance and practical support to all departments and staff members, including information on disciplinaries, long-term sickness, redundancy, maternity and paternity leave, benefits, promotion and grievances. A key role is to make sure that there are strong relationships between managers and their staff.
When it comes to recruiting new staff, the HR Manager works with the department seeking to employ new staff, from the initial recruitment search and salary planning for the individual, right through to the successful candidate's induction, ongoing training and the assessment of their performance. In short, the HR Manager must help other managers find the best candidate for the best price.
The HR manager's role is a varied one, and includes developing human resources policies for all departments. Overseeing the recruitment of new staff is a key part of the job, but it is also vital to seek ways to retain current staff and to improve their skills through the implementation of in-house training. Working alongside the finance department, the HR Manager puts together budgets for salaries and creates guidelines for the company in terms of remuneration. Ensuring that managers are effectively managing, rewarding and incentivising their staff, and encouraging career growth within the company helps to keep good team members on-board. The HR Manager should operate an open-door policy for all staff members and provide assistance and counseling in accordance to the company's guidelines.