What Does A Head of Human Resources Do?

WHAT DOES A HEAD OF HUMAN RESOURCES DO?

Published: Jul 29, 2025 - The Head of Human Resources (HR) leads strategic planning and execution of all HR functions, including talent acquisition, organizational development, training, and compliance with employment regulations. The role involves partnering with executive leadership to shape a people-centric culture, support business growth, and drive performance through initiatives in workforce planning, compensation, engagement, and change management. This position also manages HR systems, vendor relationships, and departmental budgets, while continuously enhancing policies and programs to ensure competitiveness and operational excellence.

A Review of Professional Skills and Functions for Head of Human Resources

1. Head of Human Resources Key Accountabilities

Employee Relations Management: Oversee employee relations activities, including disciplinaries and grievance, sickness, and absence.
HR Policy Development: Develop and form HR policies and procedures that relate to a manufacturing-focused environment.
Recruitment Strategy: Lead the development of a robust and forward-thinking approach to recruitment and selection, including the approach to Diversity, Inclusion, and Equality.
Training and Development: Identify and develop training and development for employees, including the development of managers and leaders.
Employee Engagement: Drive staff retention and engagement.
HR Team Leadership: Build a high-performing HR team.
Compensation Strategy: Design the pay and reward strategy.
Organisational Development: Lead organisational development initiatives.
Change Management: Champion change management processes.
HR Compliance Knowledge: Maintain up-to-date knowledge of HR policies, programs, laws, and emerging issues.

2. Head of Human Resources General Responsibilities

HR Service Delivery: Provide effective HR services and solutions to support business requirements.
HR Process Management: Manage all aspects of recruitment, performance management, training, compensation, and benefits requirements, and ensure a consistent and integrated approach to all HR processes.
Regulatory Compliance: Ensure compliance with company policies, legal, and any statutory requirements under employment legislation.
Policy Communication: Ensure timely communication of changes in HR policies, programs, and procedures.
Payroll Management: Manage and ensure the payroll vendor provides accurate and timely payroll services.
Employee Relations Support: Provide coaching and advice on employee relations matters.
Employee Engagement: Implement and drive high-impact employee engagement activities ranging from employee wellness to community activities.
Office Facilities Management: Overall management and control of the office premises.
Inventory Purchasing: Overall management of purchasing for office inventories.
Vendor and Contract Management: Manage all service-level agreements with the office landlord, building contractors, and vendors.

3. Head of Human Resources Role Purpose

Global HR Management: Oversee the entire HR function globally, managing all HR functions across all offices.
Culture and Values Promotion: Promote a collaborative culture across all offices, reinforcing the Company’s values, vision, and mission.
HR Strategy Development: Develop and be accountable for the global HR strategy in line with the overall business strategy.
Management Advisory: Be a lead and adviser to all levels of management in an operating and technical environment that is changing rapidly.
Workplace Culture Development: Create a high-performing working culture supporting the implementation of upskilling, training, and development initiatives across the Company.
Talent Acquisition: Lead the recruitment, hiring, and onboarding process across the Company.
Business Travel: Regular travel to all offices.
Reporting and Analytics: Produce management information and other reports.
HR Data Management: Ensure that HR maintains appropriate systems of data storage, including archiving for its employees and volunteers, which meet GDPR requirements.

4. Head of Human Resources Essential Functions

HR Operations Leadership: Lead the HR Operations function, setting a clear vision and expectations for the team that align with the overall HR strategy and plan.
HR Service Delivery: Oversee the provision of excellent HR operations covering a range of activities, including first-line support, employee relations, and payroll.
Continuous Improvement Culture: Create a culture of continuous improvement and operational excellence.
HR Process Efficiency: Ensure that core HR processes are delivered efficiently and consistently, ensuring excellent value for money and a great experience for people.
HR Policy Development: Oversee the development of excellent HR policies, guidance, and other supporting information.
Performance Management: Develop and deliver the organisational performance management approach, including the annual performance development review (PDR) cycle.
Employee Relations Oversight: Oversee the delivery of employee relations and act as a point of escalation, expertise, and guidance on complex ER cases.
People Analytics Strategy: Set the strategic direction for People Analytics and Insight, enabling HR and stakeholders to make great, evidence-based decisions.

5. Head of Human Resources Additional Details

People Strategy Leadership: Own the evolution and delivery of the global people agenda.
Policy and Compliance Management: Hold total accountability for all policy, process, and procedure refinement, ensuring compliance is met and updates are completed promptly.
Policy Review and Improvement: Review current policies and processes and update/make any necessary changes.
Quick-Win Implementation: Identify any initial ‘quick-wins’ and execute accordingly.
Recruitment Oversight: Monitor recruitment, establish a PSL, and improve EVP.
Culture and Engagement Ownership: Take ownership of culture, engagement, and performance.
HR Team Development: Manage HR staff and support them in their development in their roles.
HR Agenda Advancement: Continue to evolve and progress the HR agenda to support the direction of growth from the business.

6. Head of Human Resources Roles

HR Leadership: Manage all human resources functions of the organization at the direction of the President.
Team Management and Execution: Manage a small team, but also execute on a variety of HR and personnel functions.
HRIS Oversight: Oversee the organization's HRIS (ADP Workforce Now) and ensure it meets the organization's needs.
Benefits Administration: Manage all benefits functions of the organization, including supporting an HR Generalist with day-to-day administration as well as high-level benefit reviews and recommendations.
Wellness Program Development: Develop, foster, and promote wellness throughout the organization.
DEI Team Participation: Serve on the organization's Diversity, Equity, and Inclusion (DEI) Core Team to support the organization's DEI efforts.
Regulatory Compliance: Maintain responsibility for the organization's compliance with federal, state, and local regulations on all personnel matters and ensure the organization's compliance.
Recruitment Operations: Manage the operational side of recruitment, onboarding, and offboarding.
Policy Review and Recommendation: Review and make recommendations to senior management for improvement of the organization's personnel policies, procedures, and practices.
Policy Communication: Communicate changes in the organization's personnel policies and procedures and ensure that proper compliance is followed.
Performance Management Process: Manage the organization's annual performance review process, including recommending process improvements and conducting manager trainings.
Compensation Structure Support: Support the President in the review and administration of the organization's job level and compensation structures.

7. Head of Human Resources Tasks

HR Policy Management: Create and maintain human resources policies and procedures.
Talent Lifecycle Management: Hiring and termination functions.
Performance Evaluation Leadership: Lead employee evaluation and set metrics/expectations.
Risk Mitigation Collaboration: Partner with the safety team and outside safety third parties to mitigate risk.
Labor Law Guidance: Provide guidance and knowledge related to CA and federal labor laws and regulations.
HR Project Support: Assist with additional human resources-related ad hoc projects.
HR Cycle Execution: Execute and follow up on the annual HR cycle.
Leadership Support: Support talented leaders in daily tasks, especially helping them navigate HR priorities.
Career Development Initiatives: Help develop internal initiatives such as leadership development programs, graduate programs, and draw clear career paths within Lobyco.
Organizational Coaching: Be a trusted advisor across all levels of the organization, including coaching and conflict mediation.

8. Head of Human Resources Details and Accountabilities

HR Leadership: Provide strong HR leadership and direction to HR business partners.
Stakeholder Partnership: Earn trust as a partner to the local Leadership Teams, as well as the regional HR team and broader global stakeholders.
Global HR Contribution: Contribute broadly to the regional and global HR teams, influencing beyond a local remit.
Business Value Recognition: Be recognized as adding value to the business by both the business unit and key stakeholders.
Strategic HR Alignment: Be known for setting HR goals that align with business drivers and for ensuring HR proactively addresses underlying people issues to help solve business challenges.
HR Team Development: Manage and further build a strong, structured HR team with succession bench strength.
HR Talent Development: Identify, attract, and develop new HR talent, providing a clear roadmap for growth and career progression.
Employee Forum Engagement: Set standards for proactive engagement with employee forums.
Employee Relations Management: Maintain and enhance all channels of employee relations.
Legislative Compliance and Employer Branding: Ensure compliance with local legislation, and ensure the organization is perceived as an attractive place to work.

9. Head of Human Resources Overview

HR Team Leadership: Lead and build a team of 10 human resources experts to recruit, train, manage, and retain over 2,000 cleaning agents, ensuring a 5-star customer experience for all clients.
High-Volume Recruitment: Recruit the best cleaning agents over 100 per month across all regions.
Learning & Development: Develop from the ground up a Learning & Development program for cleaning agents, with plans to scale it across Europe.
Retention Strategy: Build a cleaning agent retention plan to further drive user retention.
Performance Monitoring: Monitor and report performance of the department to the General Manager, and propose and implement corrective actions.
HR Process Optimization: Assess and improve human resources processes and workflows to further scale operations.
Employee Lifecycle Management: Manage the end-to-end employee lifecycle of the team, including hiring, training, coaching, performance evaluation, promotion, and termination.
Cross-Functional Collaboration: Collaborate effectively with other department heads and proactively contribute to the broader growth plan.

10. Head of Human Resources Job Description

HR Advisory Support: Guide the management on Human Resources issues.
HR Partnership: Partner with the management team on multiple functions within Human Resources.
Recruitment Supervision: Supervise the recruitment of all employees based on current and future employment needs and coordinate with hiring objectives.
Labor Market Analysis: Keep abreast of changing labor markets to most effectively utilize the labor force and available candidates for employment.
Recruitment Strategy Planning: Within the guidelines of corporate recruitment policy, determine the need for advertising, recruitment trips, and other strategies applicable to the local labor market.
Employee Relations Management: Promote excellent employee relations through accurate interpretation and administration of HR policies and programs.
HR Program Implementation: Assist in the implementation of HR plans and programs related to organizational design, development, and change.
Performance Improvement Strategy: Implement structures and strategies to improve individual and organizational performance and to enable the organization to accomplish its goals.
Organizational Development Leadership: Manage organizational development, organizational design, and performance management interventions.

11. Head of Human Resources Functions

HR Management Oversight: Oversee all Human Resources Management functions, including workforce planning, recruitment, compensation and benefits, performance management, employee engagement, and rules and regulations compliance.
HRIS Development: Develop and maintain a human resources system that meets management information needs and proactively supports the delivery of HR processes at the client’s side.
Performance Appraisal Implementation: Develop a performance appraisal system and ensure its effective implementation.
Compensation and Benefits Strategy: Design and execute compensation and benefit strategies and programs to ensure that they are competitive, align with the business objectives, and legal compliance.
Recruitment Management: Manage recruitment through active sourcing and selection techniques.
Talent Pipeline Building: Build up an active candidate database using a mixture of channels.
Organizational Development Programs: Design and implement OD programs, systems, and interventions such as career development, talent management, succession planning, etc.
HR Team Leadership: Lead, coach, and supervise the HRM team in their day-to-day activities and supervise subordinates to perform.
Strategic HR Partnership: Build sustainable partnerships with managers to understand their business priorities and provide HR solutions that will align with the business objectives.

12. Head of Human Resources Accountabilities

Vision and Mission Development: Develop and manage the vision and mission statement for the organization by coordinating with senior management and related stakeholders.
Organizational Structure Design: Develop and manage an org structure promoting efficient cross-functional coordination and innovation.
Culture Enablement: Enable an internal culture in line with the organization's vision by propagating it to the employees and stakeholders.
Culture Building Initiatives: Develop and deploy culture-building initiatives and implement a high-performance culture.
Talent Management: Lead the employee hiring, onboarding, engagement, and retention according to the organizational vision.
Employee Relations Facilitation: Facilitate and drive Employee Relations.
Engagement Program Management: Organize and drive Employee Engagement activities such as 1-on-1s, skip levels, town halls, performance management, conflict resolution, rewards and recognition programs, surveys.
Leadership Coaching: Act as a counselor and trusted advisor to the leaders, coaching them to hone leadership skills.
HR Team Development: Develop and coach existing HR teams to grow further and provide best-in-class HR business partner service to their clients.

13. Head of Human Resources Job Summary

HR Operations Leadership: Manage all HR operations in GB, provide HR leadership, and drive further transformation and efficiencies in the local HR function.
Transversal HR Project Collaboration: In close cooperation with Group HRD and HR peers, contribute and collaborate on transversal projects covering Workday implementation, employee experience, leadership development and implementation, the Academy, talent pipelining and development, grading processes, etc., creating a more efficient business.
HR Team Management: Lead a team of HR professionals.
HR Strategy Implementation: Together with the team, ensure that the HR strategy of the Group is implemented effectively, within budget, and complies with all regulations, laws, and employment standards.
Employee Engagement Measurement: Work with the Group HR function and peers to create employee feedback architecture and measure employee engagement from company pulse surveys.
Retention and Development Planning: Identify themes from appraisals and exit interviews, and be in charge of developing an action plan enabling the organisation to attract, manage, develop, engage, and retain the best employees.
HR Metrics Reporting: Maintain and report to the Group HR KPIs, headcount/FTE, labour cost, tracking attrition, turnover, etc., within DOA.
Workforce Planning: Develop and implement plans with management regarding talent planning and headcount planning in line with the business needs and strategy of the Group.
Organisational Design Support: Contribute to the development of organisational structures that support the business, promote efficiency, and build line management capability within the business.
People Management Support: Work with line managers dealing with more strategic people plans and day-to-day people management, including performance management.
Employee Relations Management: Manage complex and highly sensitive ER cases, providing advice and coaching to management, ensuring legislation/process is followed, liaising with legal advisors.
Learning & Development Coordination: Partner with the Academy and HR peers to develop and monitor Learning & Development needs across the business, as well as delivering and sourcing innovative solutions.

14. Head of Human Resources Responsibilities

HR Strategy and Operations: Oversee all operational and strategic HR activities.
Business Performance Planning: Assess critical business issues and design plans to enhance the company's performance.
Organizational Consultation: Provide consultation to management and teams to increase organizational productivity and customer satisfaction.
HR Business Partnership: Support department heads with all HR-related matters and issues by providing input, guidance, or coaching to establish a real business partnership and act proactively as a value-added contributor.
Project Management: Manage any project or assignment.
Labor Union Relations: Manage labor unions strategically.
Cross-Functional Collaboration: Proactively collaborate with leaders and managers across the charity to ensure the effective support and management of staff.
Data-Driven Decision Support: Enable data-driven decision-making.
Executive HR Advisory: Become a trusted advisor to the senior management of the company in all HR aspects.
General HR Support: Perform other duties assigned by Line Managers, Corporate Administration, or those required for the benefit of the Human Resources Department and Corporate.

15. Head of Human Resources Details

Talent Strategy: Identify the organization’s needs and work to create and implement an efficient talent acquisition strategy to improve recruitment and business performance.
Team Development: Develop, manage, and maintain a highly skilled team to assist with talent development.
Workforce Planning: Understand workforce planning and resource forecasting by working with the resourcing team to feed into recruitment timelines.
HR Advisory: Advise leadership teams on organizational design, critical hiring, workforce planning, employee engagement, performance coaching, talent assessment, change management, org planning, and communications to help scale the organization.
On/Offboarding: Manage onboarding and offboarding, including conducting exit interviews.
Policy Development: Develop, standardize, and continuously refine human resources policies and processes for a growing team.
Performance Management: Plan, launch, and oversee a performance management and feedback program that rewards excellence and promotes continuous learning through peer feedback.
HR Operations: Be the point person for all HR-related operational tasks, including team bonding, employee birthdays, and other HR-related matters.
Records Management: Review and maintain employee records (attendance, PEO/EEO data, etc.) according to policy and legal requirements.
HR Reporting: Provide feedback and assistance on platform usage, quarterly HR reports.
Project Execution: Ensure timely and effective HR operational excellence in the completion of HR projects and initiatives.

16. Head of Human Resources Duties

People Team Leadership: Build and lead the Global people team to ensure quality recruitment, onboarding, employee engagement, and development.
Recruitment Oversight: Oversee the recruitment strategy, process, and delivery.
HR Strategy: Design company policies and procedures and drive HR strategies, lead improvement projects, and implement new initiatives.
Compensation and Benefits: Enhance existing compensation, reward, and benefits plans globally.
HR Metrics Delivery: Deliver against key HR metrics (e.g., attrition, retention rates) for Quarterly Business Reviews.
Learning Programs: Run learning and development programs, ensuring ongoing growth and upskilling.
Team Objectives: Set objectives for the HR and People team (including office management, culture drivers, and company-wide events).
Employee Relations: Manage and advise on complex employee relations issues.
Compliance Management: Oversee any/all performance, grievance, and other employee relations issues in a legally compliant and professional way in the appropriate entity according to local labour laws.
Employer Branding: Drive the employer value proposition and branding to win and retain the best candidates and Vizlibbers in a competitive market.
Performance Culture: Ensure goals are set, enhance a culture of feedback, maximise the performance review cycle, and improve career development grids so that everybody always gets the feedback and opportunities they need to progress.
Learning Support: Help each team member get the resources they need to keep learning and developing.
Payroll Execution: Ensure international payrolls are executed to a high standard on time.

17. Head of Human Resources Roles and Details

Executive Coaching: Work closely with board members and key sparring partners of the division, coaching and advising them on all organizational aspects.
Organizational Strategy: In close collaboration with senior managers, develop organizational strategies to drive the company forward.
Global Operations: Operate globally across diverse business areas, including multiple offline and online channels as well as international subsidiaries.
Business Partnering: Act as a business partner to multifunctional teams, including commercial functions and both white- and blue-collar employees at production sites.
HR Team Membership: Be a key member of the global HR team.
HR Transformation: Transform the HR organization from a service-oriented team of experts into a strategic HR team focused on Business Partnering, Best-in-Class Services, and a Center of Expertise.
HR Process Ownership: Together with the executive leadership and the HR management team, be responsible for all HR-related topics and processes.
HR Strategy Execution: Shape the future of the global HR team through initiatives such as the implementation of performance management, the development of a global compensation and benefits strategy, and the roll-out of an HR information system.

18. Head of Human Resources Responsibilities and Key Tasks

Leadership Support: Work as a sounding board to the senior management on all people issues.
HR Analytics: Provide accurate and constructive analytics to the leadership team.
People Strategy: Help formulate people's strategies based on the information.
HR Development: Develop and implement strategies in HR development on various fronts, including performance management, salary planning, rewards and recognition management, employee engagement, succession planning and talent acquisition and management, professional training and career development programs, Annual Employee Satisfaction Survey (ESAT), and Annual HR budgeting and effective utilization of the same.
Org Structure Design: Design an organizational structure to support the required talent demand for smooth operations.
Employer Branding: Build employer branding, attract talent, and manage attrition by developing a strong and unique Employee Value Proposition.
Employee Relations: Work with all business units to address employee issues.
HR Operations: Handle entire HR operations.
HR Team Coaching: Guide and coach the HR team to deliver efficient HR solutions that are measurable.

19. Head of Human Resources Duties and Roles

HR Strategy Development: Develop HR plans and strategies to support the achievement of the overall business operations objectives and support the company's mission and strategic vision.
Business Advisory: Function as a strategic business advisor to the executive/senior management of each department regarding key organizational and management issues.
Data-Driven Planning: Utilize data to build and scale leadership, talent plans, and formulate cross-organizational processes to facilitate aligned development plans.
Culture and Change Leadership: Provide leadership around culture assessment and development, introducing and managing organizational change and development initiatives.
Succession Planning: Work with the executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company.
Strategic Risk Management: Develop predictive models, scenario planning, risk analysis, mitigation, and integration with strategic planning.
HR Function Leadership: Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits, and DEI initiatives.
HR Compliance: Keep up to date with current legislative changes and best practices in order to improve and enhance current HR policies and compliance.

20. Head of Human Resources Roles and Responsibilities

People Strategy: Develop and implement the People strategy with input from colleagues and the HR Sub Committee of the Board.
HR Objectives: Be accountable for the achievement of HR business plan objectives.
Policy Development: Design, develop, and implement new/revised HR and training policies to promote best practices and successfully integrate policies, procedures, and services within FM.
Manager Coaching: Provide advice and coaching to managers on HR-related issues.
Performance Culture: Champion a performance culture – promote, enable, and monitor performance management within induction, probation, supervision, disciplinary, and capability procedures.
Employee Wellbeing: Champion and oversee employee wellbeing in policies and procedures, people management and support, reflective practice, learning and development, and communication.
Learning Plan: Implement an annual Learning and Development Plan to support individual and organizational success.
HR Oversight: Oversee the HR and Office Manager functions.
Workload Support: Support and enable the post holder to manage diverse workload, including HR management and admin, IT support and training, inquiries management, facilities management, equipment and supplies, programs admin support, and payroll support.
Workforce Planning: Contribute to future resourcing needs and workforce planning considerations, and ensure that the recruitment and selection process is robust and provides value for money.
HR Committee Liaison: Act as the main contact for the HR Sub-Committee and provide secretariat support.

21. Head of Human Resources Key Accountabilities

HR Team Management: Build and manage a team performing core HR functions, such as new hire onboarding and training, supporting employee experience, and managing compensation and benefits for employees across multiple corporate entities in several states and abroad.
Executive Advising: Act as a trusted advisor to the executive team regarding team performance and organizational effectiveness.
Talent Acquisition: Oversee talent acquisition, providing recruiting leadership, ensuring a strong recruiting culture focused on candidate experience, diversity, timeliness, and quality, while meeting demanding hiring goals.
Employee Relations: Develop relationships with the employees and become someone who is sought for counsel on HR, cultural, and organizational issues.
Manager Guidance: Guide managers in matters of employee engagement, effective leadership, change management, and communications, addressing concerns to assure fair and equitable treatment while staying compliant with local labor regulations and practices.
Performance Management: Mediate employee relations and counsel managers on appropriate methods of performance management, including terminations.
Benefits Oversight: Oversee all aspects of employee benefits and rewards, including partnership with external brokers, designing and implementing benefit plans, and coordinating with Finance and Operations.
Talent Development: Develop comprehensive approaches to addressing skill gaps, employee development, and retention through refining or creating career paths, employee development programs, and succession planning.
Compensation Management: Oversee compensation practices and philosophy.
Organizational Effectiveness: Lead organizational effectiveness and DEI initiatives (developing People Training and coaching programs, improving performance review), while building a culture of continuous feedback.

22. Head of Human Resources General Responsibilities

Talent Strategy: Ensure the organization can attract and retain talent while maintaining full compliance with applicable regulations.
HR Planning: Plan, implement, and evaluate HR, talent acquisition, provider relations, training functions, and performance management.
Organizational Design: Serve as a strategic partner to the leadership team to develop organizational design, programs, and culture, particularly from the perspective of impact on people.
Workforce Strategy: Proactively evaluate and advise on the implications of long-range planning and new strategies as they affect the attraction, motivation, development, and retention of a diverse workforce.
Employee Engagement: Develop programs that enhance communication and employee engagement across the workforce and establish credibility with both management and employees throughout the organization.
M&A Support: Participate in acquisition due diligence, integration planning, execution, post-closing integration, and restructuring efforts.
Compensation and Benefits: Design and implement progressive and proactive compensation and benefits programs that provide motivation, incentives, and rewards for effective performance, and promote a strong employee-employer partnership.
HR Development: Develop human resource planning models to identify competency, knowledge, and talent gaps and create targeted programs to close those gaps (areas including talent management, succession planning, training and development, and overall business development).
Benchmarking Analysis: Continually assess the competitiveness of all HR programs and practices against relevant comparable companies, industries, and market benchmarks.
Policy Enhancement: Enhance, develop, and enforce HR policies and procedures by implementing systems that improve overall organizational operations.
HRIS Management: Manage the HRIS system and generate reports for critical analysis of the HR function and workforce resources.
Vendor Management: Evaluate, manage, and maintain relationships with external human resources vendors.
HR Budget Oversight: Manage the HR department budget and oversee related financial performance metrics.

23. Head of Human Resources Role Purpose

Talent Acquisition: Responsible for the Talent Acquisition team and providing direction and leadership in the entire recruitment and selection process.
Onboarding Improvement: Continuously improve the new hire onboarding procedure and ensure that the onboarding of new employees is conducted smoothly.
Employer Branding: Drive Employer Branding through campus recruitment activities and developing relationships with higher learning institutions.
Program Management: Oversee the development and implementation of the Management Associates program and ensure that the Recruitment Team fulfills the required vacancies in the Program yearly.
Training Leadership: Oversee Training and Development, provide strategic directions and leadership for the team.
Talent Management: Responsible for managing and overseeing the Talent Management initiative for the Company.
Org Development: Develop, initiate, and maintain initiatives in areas of Organization Development.
Employee Communication: Execute effective employee communications to generate interest and support for the goals and objectives.
Culture Building: Facilitate the Management team in building an engaged and productive Company culture.

24. Head of Human Resources Essential Functions

HR Business Partnering: Act as the Business Partner to the Management team, to understand and facilitate key staffing, recruitment, development, and retention needs.
People Culture: Drive to develop and sustain a dynamic, engaged, and energetic people culture in the organization.
Supervisor Coaching: Provide guidance and coaching to supervisors on matters concerning staff disciplinary issues.
Employee Relations: Responsible for the execution of the process and procedures, including staff grievances and providing resolution for matters about employee relations.
Disciplinary Facilitation: Facilitate counselling sessions between the supervisor and staff on staff disciplinary issues.
HR Operations Leadership: Responsible for the HR Operations team, providing guidance and direction to support the initiatives.
Policy Compliance: Ensure that all staff policies, processes, and procedures of the Company are continuously reviewed, improved, and enforced.
Operational Improvement: Continuously improve HR Operations to achieve better productivity and efficiency.
Compensation and Benefits: Develop and manage a savvy Compensation and Benefits plan that would help the organization attract and retain talent.
Shared Services Knowledge: Understand the key dynamics of a Shared Services organization.

25. Head of Human Resources Additional Details

HR Strategy: In collaboration with the senior leadership team, define and implement an HR Strategy to support and enhance the delivery of the Company’s strategic objectives.
People Management Support: Provide a framework and support for the senior leadership team in the development, achievement, and evaluation of their people management strategies and objectives.
Employee Engagement: Deliver a communications strategy and a programme of employee engagement to drive a positive employee experience.
Org Design: Collaborate with the senior leadership team to advise on effective organisational structure and design, and lead the people agenda for cross-functional transformation projects.
Learning & Development: Oversee professional development and learning.
Capability Building: Partner with the leadership team to maximise potential and improve the capability of individuals and teams through a structured training needs analysis and development programme.
Performance Management: Partner with the leadership team to drive a robust performance management process, including the development of employee career paths to drive a high-performance and development culture.
Reward Strategy: Lead the annual salary benchmarking review in parallel with the annual salary and bonus review process as part of a competitive reward strategy.
Succession Planning: Design and deliver a comprehensive succession plan that incorporates the development of talent and a strategy for business-critical roles in the company.

26. Head of Human Resources Roles

Workforce Planning: Drive workforce planning, including the development of an effective talent acquisition programme.
HR Advisory: Provide strategic advice and consultative solutions to the leadership team and support and guide the team on employee relations issues.
Policy Design: Design and deliver HR policies and practices in line with employment legislation and best practice.
CSR Leadership: Lead Corporate Social Responsibility (CSR) for the company and drive and deliver on CSR projects for the business.
HR Budgeting: Prepare, review, and monitor the HR function budget in line with agreed projections and targets.
Operational Delivery: Oversee the operational delivery of people agendas and best-in-class practices, and review and evaluate the effectiveness of the HR operating model.
People Metrics: Develop appropriate people measures across the company that enable the leadership team to evaluate the effectiveness of people strategies in supporting the delivery of the company’s objectives.
Culture Development: Drive high visibility, focus, and delivery of the people and culture activities, working with the leadership team on the development of a culture across the company that reflects the company’s mission and values.

27. Head of Human Resources Tasks

HR Leadership: Serve as a visible, involved, and engaged leader to employees throughout the organization.
HR Program Development: Identify, prioritize, design, and implement HR programs and solutions that support employees and business objectives.
HR Business Support: Work with management at all levels on a variety of HR and business-related issues, both strategic and operational.
Org Alignment: Partner with the executive team and senior management to align the organizational structure, practices, and communication with the Company's strategy and culture.
HR Advisory: Provide human resources technical advice, knowledge, and leadership to others within the overall organization.
Talent Acquisition: Lead talent acquisition efforts to support key underlying responsibilities.
Recruitment Strategy: Implement overall talent acquisition strategies and plans.
Sourcing Solutions: Develop the best sourcing solutions.
Resource Management: Develop optimal talent resource management approaches.

28. Head of Human Resources Details and Accountabilities

Leadership Partnering: Be a business partner to company leadership to develop strategies to support key underlying responsibilities.
Functional Partnerships: Develop strong partnerships with functional leadership.
People Strategy: Partner with functional leadership on people optimization strategies and recruiting.
Performance Support: Support talent and performance review processes.
Employee Relations: Build relationships with team members and manage employee matters.
Org Development: Lead organizational development efforts to support key underlying responsibilities, including management training, leadership development, performance review process, onboarding, and interview training.
Compensation and Benefits: Develop progressive and proactive compensation and benefits programs to attract prospective employees and motivate, incentivize, reward, and retain existing employees in a manner that fosters high performance.
HR Infrastructure: Evolve HR infrastructure to a best-in-class function.
HR Team Growth: Expand and develop the human resources team, including in business partnering, organizational development, and talent acquisition.

29. Head of Human Resources Overview

Strategy Alignment: Support the deployment and alignment of business strategy across the relevant division or region.
Change Communication: Guide leaders in the communication of change strategy, organizational culture, innovation environment, and internal communications.
HR Planning: Translate strategic and tactical business plans into HR operational plans.
Culture Transformation: Act as a promoter of change and support the transformation of organizational culture.
Compensation Advisory: Advise leaders on matters related to compensation policies and guidelines, including structural analysis, job description development, and job evaluations.
Talent Management: Lead talent management by ensuring performance alignment in both WHAT and HOW to strengthen the leadership brand for both leaders and their teams.
Succession Planning: Lead succession planning for critical roles by identifying risks and implementing development actions.
Team Engagement: Create opportunities for dialogue, active listening, and the building of trust-based team relationships.
Onboarding and Training: Manage onboarding processes and training for internal transitions or new hires, focusing on organizational process adaptation and essential knowledge for the role.
Training Oversight: Oversee the planning and execution of training programs to build knowledge, skills, and competencies needed for current roles and future challenges.
HR Advisory: Advise leaders and their teams on personnel management, labor conditions, quality of life, organizational climate, current labor legislation, and health, safety, and environmental issues.

30. Head of Human Resources Job Description

Team Development: Manage the development of team members.
Program Benchmarking: Continuously assess the competitiveness of all HR programs and practices against those of comparable companies, industries, and markets.
HR Program Evaluation: Evaluate and recommend new or revised programs, strategies, and actions to improve employee attraction, motivation, compensation, development, and retention.
Trusted Advisor: Build credibility across the organization by acting as a trusted advisor and problem-solver for people-related issues.
Policy Implementation: Implement, improve, and enforce HR policies and procedures using systems that enhance organizational effectiveness and performance.
HRIS Management: Administer the HR information system database and generate reports for critical HR functions and workforce analysis.
Global HR Knowledge: Maintain up-to-date knowledge of international HR policies, programs, laws, and practices.
Policy Integration: Ensure integration of domestic and international policies.
HR Function Oversight: Manage additional functions such as relocation, employee communication, employee safety and health, and community relations.
Budget Management: Oversee the HR department’s budget and related financial measures.
Continuous Improvement: Support the implementation and use of business management systems and the application of continuous improvement methodologies and tools (e.g., Six Sigma, LEAN, and others).

Relevant Information

What Does A Human Resources Administrator Do?

What Does A Human Resources Business Partner Do?

What Does A Human Resources Associate Do?

What Does A Human Resources Director Do?