What Does a Human Resources Manager, Generalist, or Director Do?

Human Resources Generalists, Managers, and Directors, depending on the size of the organization, may have overlapping responsibilities. In larger organizations, the Human Resources Generalist, the Manager, and the Director have clearly defined, separated roles in HR management with progressively more authority and responsibility in the hands of the Manager, the Director, and ultimately, the Vice President who may lead several departments including administration. HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or the recruiting manager. Human Resources staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully.

The Changing Human Resources Role

The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork. When you consider that the initial HR function, in many companies, comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs, this is not surprising. In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains you wouldnt want every manager putting his own spin on a sexual harassment policy, as an example much of the HR role is transforming itself.

New HR Role
The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. At the same time, especially the HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee paperwork, especially in the absence of an HR Assistant.

Depending on the size of the organization, the HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people including these areas of responsibility.

Recruiting. Hiring. Training. Organization Development. Communication. Performance Management. Coaching. Policy Recommendation. Salary and Benefits. Team Building. Employee Relations. Leadership.

With all of this in mind, in Human Resource Champions, Dave Ulrich, one of the best thinkers and writers in the HR field today, and a professor at the University of Michigan, recommends three additional roles for the HR manager.

HR Role: Business and Strategic Partner

In todays organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives. The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development. To be successful business partners, the HR staff members have to think like business people, know finance and accounting, and be accountable and responsible for cost reductions and the measurement of all HR programs and processes. It's not enough to ask for a seat at the executive table; HR people will have to prove they have the business savvy necessary to sit there.

HR Role: Employee Advocate

As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes

expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy. Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well. In this role, the HR manager provides employee development opportunities, employee assistance programs, gain sharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.

HR Role: Change Champion

The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued. Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change. The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this.

Corporate Social Responsibility:

Human Resource Departments play a critical role in ensuring that the company adopts Corporate Social Responsibility programs. Furthermore, HR can manage the CSR plan implementation and monitor its adoption proactively, while documenting (and celebrating) its success throughout the company. Human Resources technology can help with a Corporate Social Responsibility program, including reducing the companys carbon footprint to benefit the planet. Start with these areas: Implement and encourage green practices. Foster a culture of social responsibility. Celebrate successes. Share and communicate the value of corporate social responsibility to employees and the community.

Retail sector:
Formulating & benchmarking HR Policies to meet present and future goals and align HR Resources/Systems to business needs. Identifying the training needs on the competencies required for superior performance of employees and taking T&D initiatives. Instituting change-management practices in the organisation and initiating OD Interventions. Designing and implementing the Performance Management System appropriate for the organisations. Managing the complete recruitment life-cycle for sourcing the best talent from diverse sources. Managing the compensation and benefits of the employees. Planning manpower requirements in consultation with HODs and carry out the restructuring wherever required. Making and monitoring the HR Budget. Managing the amicable relations among employees/workers through engagement/discussion and improving work culture. Getting into the roots of the grievances of employees and solving them amicably. Managing the HR legal and statutory compliances for new Plants/Sites as well as regular compliances. Implementing the ERP (SAP / Navision) in the HR function along with other functions.

Insurance sector:
HR Management, Recruitment & Administration. Designing Employee work Profile. Performance Appraisal. Performance Increase and Formula. Notice on Improvement Needed /Substandard Performance. Handling Recruitment. All related HR/Admin jobs.

Electrical goods sector:

Recruitment in coordination with HR Representatives at Regions. Training - Plans , organisation, coordination and records.

ISO 9000-2001 compliance and records EFS and implementation of related action plans Projects. Employee records Other HR facilitation.

IT-Software/ Software Services:

Talent Acquisition, Learning and Development, Employee Engagement, Implementing HR Policy, Adherence to Statutory Compliances, Performance Management, Employee Relations, Rewards and Recognition, Compensation and Benefits and Payroll Administration. Planning, scheduling, monitoring & controlling day to day activities of the project. Responsible for End to End recruitment Sourcing candidates from Job Portals, internal referrals Contacting candidates and scheduling interviews - Screening and interviewing candidates Successful track record in Recruitment consulting. Understanding & Screening resumes as per hiring criteria

 Generating HR related MIS reports on a daily and weekly basis Assisting Performance Appraisals for performance management process. Responsible for induction, grievance and issue solving and exit formalities. Should have exp in handling IT reqts.

Skills required for the above:

Excellent communication and people skills, High integrity and self motivated, High level of commitment and ownership, Positive attitude, Strong leadership qualities, Excellent relationship building skills, Execution oriented, flexible and reliable

Advertising/ PR/MR/Events:
Recruitment, Training & Development, Performance Appraisal, Competency Mapping, Implement short and long term goals, objectives, policies etc. Handling the entire Induction process with new employees, Exit process, Full and Final Settlement, Handling of any grievances, disciplinary or poor performance matters in accordance with country labor laws,

 Employee Satisfaction Initiatives, Employee engagement activities, leave procedures and applications as well as any other tasks which are supportive to harmonious working relationships in the office. Miscellaneous administrative tasks includes facility management, arrange staff events and competitions, oversee services rendered to our organization, handle external calls, Vendor Management, Database Management, MIS reports etc.

Required skills for the above:

Looking for a responsible HR person who would be in charge of entire gamut of Human resource activities. The person should be: Effective communicator with excellent negotiation skills, with strong analytical power & abilities in planning & managing resources. Focused on achieving results with quality work.

Office Equipment/Automation:

Formulate, implement and review human resources policies and procedures; Exercise budget control to ensure cost effectiveness; Effectively monitor the manpower planning; Recruit and retain managerial and operational talents with a focus on employee development and recognition; Enhance employee relations and communication; Provide a desirable working environment; Comply with corporate policy and local employment ordinance. Work with Line Managers in coaching, directing them about organizational policies and processes Participate in annual budget and exercise monitoring and control within the budget year. Drive the annual salary review and year-end incentive payment exercise Compile and monitor yearly manning budget with the GM Manpower Planning and recruitment Work closely with management to build up positive morale and loyalty among staff. Handle and report grievances and bring to the attention of the management if necessary Supervise designated personnel to conduct training needs analysis and prepare yearly training plan & activities. Coordinate with other function areas to organize staff training activities. Source various training media to benefit all levels of staff. Provide skills & knowledge training to enhance staff development

FMCG/Foods/Beverage:
HR Generalist

Recruitment Payroll & Statutory Compliance Full & Final Settlement Induction HR Policies & Processes Training & Development Performance Appraisal Employee Engagement & Relations Etc

Medical/ Healthcare/Hospital:
Providing leadership, direction and expertise for the full scope of HR functions including: employee relations, employee compensation, employee engagement and organizational design and change Leading and leveraging HR processes within the business (Performance Management,, Salary Planning/Reward Management, Succession Planning and Talent Management), cross-functional communication and the transfer of learning and best practice sharing within the HR network Coaching and counseling employees regarding HR policies and procedures relative to transfer, promotion, compensation, benefits and conditions of employment Focusing on identification, selection, and retention of world-class talent to ensure a dynamic pipeline of talent Serving as an employee advocate, balancing fair labor standards, policy and practice and business needs Partnering with client leadership and local HR counterparts to plan and execute strategies that ensure maximum engagement of human resource capital Proactively managing HR systems in order to maintain integrity of employee and organizational data Ensuring a culture of teamwork, partnership and transparency in the plant, working closely with all stakeholders to ensure we have a strong welfare environment Ensure client managers establish a commitment to compliance and quality and communicate the importance of meeting statutory, regulatory and customer requirements. Aware of and comply with the Quality Manual, Quality Management System, Quality Management Policy, Quality Goals, and applicable laws and regulations

Responsibilities: The Sr. Human Resources Manager will:

Serve as local expert in strategic human capital management best practices Project manage HR programs/initiatives that support the business, creatively removing obstacles, leveraging resources cross-functionally and cross-country whenever possible Drive change processes at every stage of planning and implementation Formalize an On Boarding program - leveraging corporate program and localize based on unique requirements Work collaboratively with Talent Acquisition team to manage and evaluate new hire survey results, drive appropriate changes to enhance new hire experience and measure results accordingly Analyze and report key people metrics for respective organizations (i.e., hires, terminations, attrition, key themes for involuntary and voluntary turnover). Work with leadership to implement an effective talent review/succession program Partner with corporate compensation and benefits to ensure competitive positioning within region Implement HR Handbook and consultation; ensure that polices are representative of best practices and legislative requirements in India; observes and analyzes the execution of practices, identify problem areas, and recommend changes Introduce career planning and high performance workforce tools. Assess needs of various functions within the team and proactively provide career coaching/counseling Market career development opportunities and learning through offerings from Kronos University (instructor-led and web-based training) all linked to Kronos core competencies Introduce 360 assessments and a leaning and development tool Manage people strategies as it relates to acquisitions or establishment of key partnerships/alliances Evaluate current processes/procedures. Identify opportunities to provide faster service to internal clients on a global scale, leverage corporate centralized services and information that make it easier to manage and leverage the total workforce Lead Human Resources practices and objectives that will provide an employeeoriented, high performance culture that emphasizes empowerment, speed, quality, innovation, and achievement of business goals Ensure that polices are representative of best practices and legislative requirements in India; observes and analyzes the execution of practices, identify problem areas, and recommend changes Maintain current knowledge of India labor laws and best practices to counsel and monitor compliance Strengthen employee relations by actively listening and appropriately responding to employee concerns in a timely manner.

Corporate/ MNCs/ PSUs/ Industries and all type of Business establishments: Duties and Responsibilities:
a) List in order of importance the duties and responsibilities of the job. Identify what is done and how it is done. b) Indicate the percent of time spent weekly on each responsibility. Do not include responsibilities that require less than 5% of time. HR-Administration: Employment related regulatory & compliance issues: Payroll/Employee Relations: Other administrative tasks: Recruitment Training Local and Corporate Policies Knowledge and Skills