Human Resources Managers :: Job Description

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Human Resources Managers

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Summary Description


	Plan, direct, or coordinate human resources activities and staff of an organization.

Sample Job Titles

1.	Apprenticeship Training Representative

2.	Benefit Director

3.	Benefits Manager

4.	Commissioner of Conciliation

5.	Compensation Manager

6.	Director of Employee Development

7.	Director of Employer Services

8.	Director of Human Resources

9.	Director of Industrial Relations

10.	Director of Personnel

11.	Director of Placement

12.	Director of Training

13.	Director of Workforce Development

14.	Diversity Manager

15.	Education and Training Manager

16.	Efficiency Manager

17.	Employee Benefits Director

18.	Employee Benefits Manager

19.	Employee Relations Manager

20.	Employee Welfare Manager

21.	Employee Wellness/Fitness Coordinator

22.	Employment Manager

23.	Employment Recruiter

24.	Field Advisor

25.	Head of Human Resources

26.	Hospital Personnel Director

27.	Human Resource Officer

28.	Human Resources Administrator (HR Administrator)

29.	Human Resources Coordinator (HR Coordinator)

30.	Human Resources Director (HR Director)

31.	Human Resources Generalist (HR Generalist)

32.	Human Resources Manager (HR Manager)

33.	Human Resources Officer (HR Officer)

34.	Human Resources Supervisor

35.	Human Resources Vice President

36.	Human Services Manager

37.	Industrial Relations Director

38.	Industrial Relations Manager

39.	Job Analysis Manager

40.	Labor Relations Director

41.	Labor Relations Manager

42.	Labor Training Manager

43.	Manpower Development Specialist Manager

44.	Merit System Director

45.	Organizational Development Manager

46.	Personnel Administrator

47.	Personnel Director

48.	Personnel Generalist Manager

49.	Personnel Manager

50.	Position Classification Manager

51.	Position Description Manager

52.	Recruiting Manager

53.	Recruitment Director

54.	Recruitment Manager

55.	Staffing Manager

56.	Training Director

57.	Wage and Salary Administrator

Job Tasks

	Negotiate bargaining agreements and help interpret labor contracts. Negotiate labor disputes.

	Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. Liaise between departments or other groups to improve function or communication.

	Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. Analyze data to inform operational decisions or activities. Administer compensation or benefits programs.

	Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. Recommend organizational process or policy changes. Advise others on legal or regulatory compliance matters.

	Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. Manage human resources activities. Hire personnel.

	Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. Conduct employee training programs.

	Identify staff vacancies and recruit, interview and select applicants. Interview employees, customers, or others to collect information. Hire personnel. Recruit personnel.

	Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. Supervise employees. Manage human resources activities.

	Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization. Manage human resources activities.

	Represent organization at personnel-related hearings and investigations. Represent the organization in external relations.

	Administer compensation, benefits and performance management systems, and safety and recreation programs. Manage human resources activities. Administer compensation or benefits programs.

	Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits. Communicate organizational policies and procedures.

	Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices. Analyze data to inform personnel decisions.

	Investigate and report on industrial accidents for insurance carriers. Investigate industrial or transportation accidents. Prepare reports related to compliance matters.

	Prepare and follow budgets for personnel operations. Prepare operational budgets.

	Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. Compile operational data. Maintain personnel records.

	Conduct exit interviews to identify reasons for employee termination. Interview employees, customers, or others to collect information.

	Analyze training needs to design employee development, language training and health and safety programs. Manage human resources activities.

	Oversee the evaluation, classification and rating of occupations and job positions. Manage human resources activities.

	Prepare personnel forecast to project employment needs. Estimate labor requirements.

	Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. Maintain knowledge of current developments in area of expertise.

	Allocate human resources, ensuring appropriate matches between personnel. Manage human resources activities.

	Develop or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards. Manage human resources activities. Coordinate special events or programs.

	Develop, administer and evaluate applicant tests.

	Provide terminated employees with outplacement or relocation assistance. Advise others on career or personal development.

	Contract with vendors to provide employee services, such as food service, transportation, or relocation service. Negotiate sales or lease agreements for products or services.

Work Activities

Importance	Work Activity

Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.

Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.

Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.

Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.

Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.

Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people.

Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.

Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.

Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job.

Staffing Organizational Units — Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.

Provide Consultation and Advice to Others — Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.

Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.

Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.

Coaching and Developing Others — Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.

Interpreting the Meaning of Information for Others — Translating or explaining what information means and how it can be used.

Coordinating the Work and Activities of Others — Getting members of a group to work together to accomplish tasks.

Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.

Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work.

Processing Information — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.

Developing Objectives and Strategies — Establishing long-range objectives and specifying the strategies and actions to achieve them.

Documenting/Recording Information — Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.

Thinking Creatively — Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.

Analyzing Data or Information — Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.

Guiding, Directing, and Motivating Subordinates — Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.

Training and Teaching Others — Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.

Assisting and Caring for Others — Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients.

Monitoring and Controlling Resources — Monitoring and controlling resources and overseeing the spending of money.

Selling or Influencing Others — Convincing others to buy merchandise/goods or to otherwise change their minds or actions.

Scheduling Work and Activities — Scheduling events, programs, and activities, as well as the work of others.

Monitor Processes, Materials, or Surroundings — Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.

Performing Administrative Activities — Performing day-to-day administrative tasks such as maintaining information files and processing paperwork.

Performing for or Working Directly with the Public — Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests.

Estimating the Quantifiable Characteristics of Products, Events, or Information — Estimating sizes, distances, and quantities; or determining time, costs, resources, or materials needed to perform a work activity.

Nature of the Work


	(Abstract from Career Articles)

	Human Resources Managers
	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization's management and its employees.

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Working Conditions


	(Abstract from Career Articles)

	Human Resources Managers
	Human resources managers are employed in nearly every industry. They work in offices, and most work full time during regular business hours. Some must travel to attend professional meetings or to recruit employees.

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