HR Manager: Roles and Responsibilities

Want to become an HR manager? This blog will help you understand the roles and responsibilities that come with being an HR manager.

Introduction

Human resource management is a booming field, especially in the corporate setting, and is uncannily known for its dynamic nature. Despite this, it is always seen as a gold mine for various business and degree aspirants. The HR field in itself offers a wide variety of roles with various roles and responsibilities. One such role that is of importance is the HR Manager role. As with other HR professional roles, this role also has responsibilities that also include the knowledge and implementation of HR management systems.

Read on and understand the core responsibilities and strategic roles an HR manager is bound to have.

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Core Responsibilities of an HR Manager

The core responsibilities of an HR manager include mostly day-to-day operational and functional tasks. They are more focused on the tactical and functional operations that would ensure a smooth HR process. The purpose of the core responsibilities of an HR manager is to ensure employees receive support along with maintaining the organisation’s workforce.

Here is the list of core responsibilities of an HR manager:

• Recruitment and hiring

This responsibility is considered to be the most important part of being an HR manager. The process involves finding or scouting for a potential candidate and then inviting them for a couple of interviews. The interview rounds are a way to understand whether the candidate is the perfect fit for the vacancy. Towards the end of the process, the HR manager is to discuss the package or the compensation with the reporting manager. Thus, the HR manager acts as a bridge between the reporting manager and the candidate.

• Employee relations and well-being

Employees are bound to have conflicts; after all, it can get highly competitive. The HR manager has a lot of importance in such areas, as they can communicate effectively and clearly the channels through which such conflicts should be taken up rather than dealing with them themselves.

Another responsibility is to create an environment where the employees feel safe and satisfied. This include, having inclusive celebrations, health and wellness programs or activities, promoting rewards and recognitions, etc.

• Benefits and Compensation

The HR manager is supposed to overlook the payroll of the employees as well as the timely bonuses that they deserve. This can be considered to be an important and vital responsibility of an HR manager, as nothing can be more terrifying than an unpaid employee. Additionally, they have to make sure that the labour laws are also met in terms of compensation. Devising increment plans is also a vital responsibility of an HR manager.

• Training & Development

Skill gaps and training needs are bound to happen in any organisation, especially depending on how dynamic the work is. An HR manager is supposed to identify these needs and devise upskilling and training programmes for the needy. This way, the HR manager is also responsible for promoting and providing career growth opportunities for the employees.

• Performance Management

This responsibility would be an extension of the previous responsibility, as the HR team, with the guidance of the manager, should implement a performance tracking system that would determine the increments and appraisals of the employees. This would also include conducting timely feedback sessions with the employees and managers to understand the status of the workplace relationship in the office. Subsequently, the HR manager should also overlook the Performance Improvement Plan (PIP) for employees who are below the standards.

• Compliance and Legal Responsibilities

HR managers have to ensure that the company is following the regulatory laws and guidelines in terms of labour and compensation. Developing and refining company policies accordingly and handling grievances of the employees, including contracts, are also a part of this responsibility.

Strategic Roles of an HR Manager

To put it in simple terms, the strategic roles of an HR manager are to make sure that the long-term business alignment and HR’s role in shaping the company are consistent. The role can be said to be forward-thinking or visionary and puts its focus on the betterment of the components of the company in the long run. The strategic role of an HR manager aims to mould the company for future obstacles and problems.

Here are some of the strategic roles of an HR manager:

• Strategic planning and talent management

The need for talent is always on the rise, and the HR team (including the manager) has to be prepared for any future demands in terms of talent and business needs. Not only meeting these demands, but retaining them is also a priority.

• Organisational management

An organisation always endures changes in different ways possible, and the HR team is always first at the receiving end of such dynamics. An HR manager should develop strategic plans to counteract such changes.

• Leadership development

Just like in any walk of life, HR managers should identify and nurture future leaders, including providing mentorship and guidance. HR managers should also have a strategic plan for succession, especially in the leadership roles.

• Employee experience & engagement

This particular aspect is also a component for employee retention and is a strategic practice for an HR manager. The employee experience can either be the boon for the company or the cause of its downfall. Frequent activities like recognition ceremonies, appraisals, promotions, DEI initiatives, etc. help to boost the morale and culture of the company.

• Branding 

The HR manager is often expected to promote the company as being a great place to work. However, this needs to be done systematically with strategic, honest data rather than claims. This is why we see organisations tying up with schools and universities to attract young talent.

Want to learn more on HR management? Explore our various blogs on HR!

Required Skills for an HR Manager

An HR manager is required to have a mix of hard and soft skills so as to maintain the balance in the role as well as in the processes that ensue. The fact that the HR manager plays a vital part in the growth of an organisation also elevates the requirements of certain needs as a qualification.

Here are the required skills of an HR manager:

• Knowledge in mandatory fields

Knowledge about human resource management and labour laws is the most important knowledge fountain required. Other knowledge includes hiring and recruitment, benefits and compensation, compliance and risk management, and performance management.

• Communication Skills

As with any other person in the world, communication is one of the biggest skills an HR manager could have. Strong verbal and written communication to interact with employees, stakeholders, and management is always an inherent expectation for such a role. Communication should not just be restricted to work; actively listening to concerns and having empathy goes a long way. In this way, conflicts can be resolved without much delay.

Studies show that a whopping 74% of employees lack information on company policies and values. [1] This shows how important it is to put emphasis on communication skills.

• Leadership, decision-making, and people management

As the title suggests, no manager is complete without these skills. The ability to coach and mentor employees along with providing motivation is a crucial aspect in the growth of an organisation. Making informed decisions and managing people, especially during times of change, are considered to be valuable in the field.

• Negotiation and adaptability

When it comes to packages or salaries, people tend to get a bit feisty. Negotiating abilities go a long way in terms of dealing with contracts and packages, in accordance with the budget allowed. One can even say that a bit of shrewd nature can help in securing talents for a reasonable CTC.

Adapting capability also goes hand in hand in negotiation, as HR managers would have to make informed decisions based on the trajectory of the negotiations. The same goes for the adaptive prowess during dynamic fluctuations.

• Confidentiality

The members of the HR team are ‘sworn’ to maintain discretion at all costs. When it comes to being an HR manager, you would always be subjected to confidential information, which might include discrepancies in roles, salaries, etc.

Conclusion

Being an HR manager is never an easy walk and requires constant updating and a strong determination. The ask for being one is not meagre, but the same goes for the output as well. HR managers are supposed to maintain a balance of skills at all times and to be professional in all aspects. It would only be normal for an aspirant to feel overwhelmed by all the roles and responsibilities of an HR manager. If so, do not worry! Entri’s HR Management Course is designed to provide top-quality tutoring at a steady pace. Enrol now to kickstart your journey.

References

• Using Internal Communications to Enhance Business Growth ( https://www.tradepressservices.com/internal-communications/ )
• Email Overload: Research and Statistics ( https://blog.sanebox.com/2016/02/18/email-overload-research-statistics-sanebox/ )