WHAT DOES A HR DIRECTOR DO?

Published: Jul 22, 2025 - The Human Resources (HR) Director leads the development and execution of talent strategies that enhance organizational capabilities and drive sustainable business growth. This role involves advancing global talent and culture initiatives, including succession planning, employee engagement, leadership development, and diversity and inclusion. The director also drives change management efforts and fosters a high-performance, experience-driven culture focused on attracting, developing, and retaining top talent.

A Review of Professional Skills and Functions for HR Director

1. Director of Human Resources Duties

  • Executive Collaboration: Serve as a member of the Vice President for Administration senior staff, participating in discussions, decision-making, and policymaking
  • HR Program Management: Provide leadership and administrative support for human resources functions by coordinating, implementing, and evaluating programs for employee recruitment
  • Records and Compliance: Manage records maintenance and retention, compensation, benefits administration, international employee services, human resources policy development, and organizational development
  • Employee Relations: Provide employee relations counseling, mediation, and coaching for employees and managers
  • Team Supervision: Direct workload and task assignments of all office staff to ensure the successful and timely completion of all work
  • Fleet Operations: Oversee the functioning of the vehicle fleet and drivers, organize fleet usage, maintain all needed records, and provide usage data
  • HRIS Administration: Develop appropriate policies and procedures for effective management and utilization of the human resource information systems database
  • Process Optimization: Streamline processes, identify best practices, and ensure institutional compliance with labor laws and HR requirements
  • Policy Development: Review existing institution and university system policies and guidelines, make recommendations for changes, and research and develop new policies, procedures, and processes

2. HR Director General Responsibilities

  • Labor Law Compliance: Stay abreast of labor law issues, interpret and review all regulations and policies related to HR activities, and advise executive staff on improvement and revisions
  • Stakeholder Engagement: Develop strong working relationships with all levels of management, faculty, and staff to promote recruitment and hiring functions, employee evaluations, and general employee satisfaction
  • Talent Acquisition Support: Coordinate and supervise employment selection processes by assisting in the review of applications and serving as a primary resource, facilitating the search committee process
  • ID Card Administration: Oversee the production of ID cards for employees
  • Compensation Coordination: Work closely with the Director of Finance on the administration of all university compensation programs
  • Benefits Administration: Manage and administer the university benefit programs
  • Regulatory Compliance: Supervise employment and benefits functions and ensure accurate and timely processing, and ensure compliance with internal and external regulations
  • Performance Management: Plan, develop, and implement timelines and procedures for job evaluations, performance evaluations, and special employment agreements
  • Staff Housing Management: In collaboration with the Director of Facilities and Maintenance, research, identify, recommend, and manage appropriate housing for qualified staff
  • Student Employment Oversight: In collaboration with the Vice President for Enrollment and Student Life, oversee the integrity of the student employment program

3. HR Director Responsibilities and Key Tasks

  • Internal Communications: Work collaboratively with the Director for Marketing and Communications on the creation and delivery of messages related to outreach and recruitment of prospective employees and internal information to employees
  • Team Leadership: Select, train, lead and evaluate department staff, establish and monitor employee performance objectives, prepare and present employee performance reviews, provide and coordinate staff development
  • Policy Maintenance: Oversee the development and updating of the university employee handbooks, maintain all job descriptions, and review and update regularly
  • HRIS Implementation: Oversee and participate in the development and implementation of the institutional information system, as it relates to personnel operations
  • Manual Development: Develop and maintain policy and procedure manuals related to unit programs and services
  • Budget Management: Manage department budget, including forecasting funds required for staffing, equipment, materials, and supplies, and monitor division expenditures
  • Data Analysis: Prepare and present studies, reports, and analyses, including systematic effectiveness reviews, as they relate to university staffing
  • Committee Participation: Serve on a variety of committees and task forces
  • Executive Representation: Represent the Vice President for Administration
  • Higher Education Trends: Keep abreast of developments in higher education fields related to assigned functions

4. HR Director Main Duties

  • Recruitment: Develop and supervise recruitment and standardize the external and internal recruitment procedures for the company
  • Workforce Planning: Ensure the quantity and quality in order to meet the business plan
  • Headcount Planning: Plan, review and implement the headcount plan, budget
  • Training Evaluation: Supersize, analyze, and review training policies, procedures, and practices and improve them
  • Training Delivery: Provide and deliver the training courses (internal and external resources) to employees by department and competencies
  • Organizational Structure: Advise BOD on organizational structure and the structure of corporate governance
  • HR Strategy Alignment: Ensure HR initiatives are aligned with business strategy, HR policies and programs responding to the personal needs of employees, HR processes, and programs
  • Department Collaboration: Partner with other departments and detail short- and long-term needs for staffing-related topics and compensation and benefits strategy to increase the organization's capability in a changing environment
  • Employee Relations: Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
  • Policy Development: Build up and maintain company policies, compensation and benefits system, including regulations, salaries, bonuses, allowances, non-cash benefits, and payroll structure etc.
  • Market Benchmarking: Investigate the salaries of competitors to set competitive salaries for the company in the market in accordance with the company’s vision

5. HR Director Roles and Responsibilities

  • Compensation System: Develop, recommend, implement, and oversee the classification and compensation system for the City’s workforce
  • Talent Attraction: Attract and retain employees as well as comply with local, state, and federal regulations
  • Program Implementation: Planned, designed, and implemented programs, activities, policies and procedures necessary
  • Division Objectives: Responsible for meeting the objectives of the Classification and Compensation Division and the entire Department of Human Resources
  • Division Management: Manage the Classification and Compensation Division and program for staff
  • Position Management: Management positions in accordance with the collective bargaining agreements (CBAs) and other employee pay groups
  • Compensation Administration: Administer the City’s compensation plan, design and maintain pay structures, develop, recommend, and communicate compensation policies
  • Issue Resolution: Review and resolve compensation issues in accordance with statutory or contractual requirements

6. HR Director Key Accountabilities

  • Compensation Consulting: Provide consulting services to management on compensation, organizational design
  • Workforce Planning: Workforce planning issues and concerns, and monitor classification and compensation practices to ensure internal equity
  • Equity Review: Administer the City’s Biennial Reclassification Appeals process and conduct position reviews of all staff and management positions to identify and address equity issues as they arise
  • Salary Benchmarking: Responsible for periodically conducting salary studies to determine target market salaries for various positions
  • Employer Branding: Ensure that the City is a competitive employer where employees feel valued and motivated
  • Organizational Advisory: Consult with departmental leadership on reorganization plans, including job evaluations, assessing potential compensation impacts, and recommending compensation changes
  • Labor Negotiation Support: Assist with labor negotiations as a key influencer in developing and making wage proposals
  • Compensation Communication: Design and deliver compensation communication and training materials to managers and employees
  • FLSA Administration: Administer the Fair Labor Standards Act (FLSA)

7. HR Director Responsibilities

  • HR Administration: Oversees the administration of human resource initiatives, including, but not limited to, compensation and benefit design
  • Leave Management: Leave of absence administration, inclusive of FMLA and ADA, leadership guidance on disciplinary matters
  • Talent Management: Internal investigations, performance, and talent management, employee recognition, talent acquisition, including the full life cycle of an employee, and training and development
  • Recruitment Strategy: Identifies staffing and recruiting needs, develops, and executes best practices for hiring and talent management
  • Trend Analysis: Develops and analyzes organizational trend reports to identify areas of opportunity and make recommendations for improvement measures
  • Regulatory Compliance: Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, reviews and modifies policies and practices to maintain compliance
  • HR Innovation: Maintains knowledge of trends, best practices, and new technologies in all aspects of human resources, implements changes to programs to follow best practices for the organization
  • Data Accuracy: Reviews and monitors employee data entered in all HR systems to ensure validity and accuracy
  • Leadership Collaboration: Collaborates with all levels of leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention
  • Team Leadership: Serves as an effective leader and coach, providing management and guidance to HR team members in meeting goals and inspiring their continuing development
  • Budget Planning: Develops and implements departmental budget

8. HR Director Tasks

  • Policy Development: Developing and implementing a company’s policies and programs
  • Regulatory Compliance: Ensuring that all policies comply with legal regulations
  • HR Oversight: Overseeing all HR functions and staff
  • Payroll Administration: Maintain the biweekly payroll process
  • People Strategy: Developing, monitoring, and implementing a company’s people management strategy
  • Recruitment Decisions: Handle all recruiting decisions
  • Budget Management: Managing an HR department’s annual budget
  • Performance Reporting: Reporting on the performance and progress of the HR department to the CEO
  • Change Management: Directing change management and organizational development

9. HR Director Functions

  • Relationship Building: Building open, frank and positive relationships with colleagues throughout GroupM
  • Team Development: Working to get the best from every member of the team
  • HR Partnering: Demonstrating good HR Business Partnering skills even when under considerable pressure
  • Talent Insight: Building a solid understanding of the GroupM transformational talent requirements as well as its systems, initiatives and policies
  • HR Advisory: Giving clear, considered and concise advice on HR issues and demonstrating strong stakeholder management skills across all levels of seniority
  • Stakeholder Trust: Building trusted relationships with the agencies, having built credibility as a reliable, responsive, trusted advisor
  • Performance Culture: Spearheading a performance culture, leadership effectiveness, and talent acquisition
  • Talent Engagement: Learning and development, as well as rewards and recognition, engaging talent across the group, embracing Inclusion and diversity as a winning culture
  • Organizational Understanding: Responsible for thoroughly understanding the structure, roles and responsibilities within GroupM

10. HR Director Accountabilities

  • Talent Strategy: Translating business strategies and objectives into organizational capability and talent requirements
  • Business Partnership: Engage and proactively partner with managers and the leadership team in understanding their business needs and provide strategic advice and initiatives to achieve the business goals
  • Employer Branding: Work with agency and communication stakeholders to develop the employer brand externally as well as internally
  • Performance Management: Oversee the Performance Review process and continually improve the standards of performance reviews
  • Compensation Programs: Drive compensation and benefits programs aligned to the people strategy
  • Talent Development: Identify and support learning and talent development needs to enable and support the talent strategy
  • Policy Compliance: Ensure HR policies are in line with local legislation and global and regional WPP/GroupM policies
  • Audit Support: Support WPP and GroupM Audit and Compliance activities
  • HR Projects: Provide leadership and project management to critical HR initiatives across the organization
  • Change Leadership: Responsible for the change agent and driving the HR and business transformation journey

11. HR Director Details

  • Leadership Partnership: Develops and maintains a partnership with key leaders to understand business challenges
  • HR Strategy: Provides insight and input to business planning efforts and develops an HR strategy that promotes fulfillment of business objectives
  • Issue Resolution: Responds to people's issues within their customer groups
  • Cross-Functional Communication: Communicate with other managers and HR professionals to influence and improve cross-division/site coordination and HR performance
  • HR Tools: Develops tools and metrics that support operational efficiency within the scope of the generalist role
  • Process Improvement: Evaluate, improve and streamline existing HR and business work processes and approaches so that they not only address an immediate situation but also fit within broader organizational strategies
  • Behavioral Coaching: Provides day-to-day consultation, advice and guidance and influences team leader behavior and actions
  • Workplace Culture: Builds and fosters a positive and compliant work environment for all employees and management teams
  • Policy Implementation: Ensures consistent implementation of policies and procedures
  • Leadership Development: Provides leadership and assistance with associates and leadership development efforts and succession planning
  • Manager Training: Coordinates management training in areas such as interviewing, hiring, terminations, promotions, performance reviews, harassment, etc.
  • Performance Process: Administers performance review process to ensure effectiveness, compliance and equity within the organization
  • Compensation Support: Partners with management on the salary administration process to ensure compliance and equity across the organization
  • Talent Planning: Plan and support talent management initiatives in collaboration with SMEs

12. HR Director Overview

  • HR Consultancy: Provide HR consultancy and support to leaders and employees in both Israel and Luxembourg along with other EMEA region-based staff
  • Team Leadership: Lead a small local HR team
  • Business Collaboration: Collaborate with business leadership on all local HR aspects, welfare, social responsibility, talent management, employee relations, managerial platforms, organizational development activities, etc.
  • Employee Lifecycle: Responsible for local recruiting, onboarding and termination processes
  • Global Partnership: Partner with other global HR leads to implement the HR strategy and leverage best practices to support business goals
  • Training Development: Define and implement a local training plan, in alignment with organizational goals, to develop knowledge and capabilities across the region
  • HR Integration: Locally lead ongoing integration and implementation of HR processes in the region to include Performance Management, Policies, Compensation, TOMIA Values, site leadership forum, etc.
  • Talent Metrics: Drive talent KPIs as set forth by the executive leadership team
  • Culture Promotion: Promote a value-driven culture via employee engagement, recruiting, and development

13. HR Director Duties

  • Strategic Partnership: Partner and act as a thought leader with the VP/GM and senior leaders to drive the business strategy, talent attraction and retention, employee relations and compensation processes
  • Executive Coaching: Provide coaching to executive leadership and offer feedback and advice on issues in a proactive manner
  • Leadership Influence: Championing and influencing leadership in both business and HR-based processes (Continuous Performance Management, Leadership Development, and Employee Engagement, and business strategies)
  • Organizational Consulting: Organizational assessment, succession planning, organizational structure, workforce planning, and change management in order to strengthen overall organizational capability
  • Data Insights: Consult with business partners and other HRDs to deliver data-driven insights and recommendations to support critical business outcomes
  • Acquisition Support: Lead/support the human resources process for acquisition/business integration, including associated due diligence, communications, change management and HRIS support
  • HR Program Delivery: Plan, develop, implement, and administer HR processes and programs that increase the productivity, competence, and effectiveness of assigned client groups
  • Process Alignment: Ensure alignment of HR processes, i.e., talent reviews, performance management, compensation, business reviews, etc., with strategic and operating goals

14. HR Director Essential Functions

  • Talent Assessment: Lead the Talent Assessment (succession and individual development planning) process and tactics to build leader competencies, including driving the execution of action plans and building future bench strength
  • Career Development: Work with Talent Management and business leaders to align career and leadership development strategies to meet employee and business needs
  • Employee Engagement: Drive employee engagement and satisfaction through the promotion of a positive company culture while balancing employee concerns
  • Engagement Analysis: Interpret employee engagement data for assigned client groups
  • Action Planning: Partner with client groups to enable them to drive their own action plans related to improving employee engagement
  • Inclusion Advocacy: Provide leadership and counsel regarding diversity and inclusion in collaboration within the business
  • Recruitment Improvement: Partner with the recruiting team to drive continuous improvement in recruiting processes, positive candidate/new hire experience and enhancing manager hiring competencies
  • Hiring Support: Assist in the hiring of new employees by performing various recruiting activities in partnership with the talent acquisition team, including staffing coordination and job requisition management
  • Employee Coaching: Counsel and/or coach employees and managers regarding employee relations issues

15. HR Director Duties and Roles

  • Culture Development: Partner with leadership to create a culture that supports the strategy for business growth and drives a one flir mindset throughout the organization
  • Executive Coaching: Serve as a coach and provide sound guidance to Legal and Transformation Office leadership teams
  • HR Insights: Use data-driven HR business insights to provide solutions and recommendations to management
  • Relationship Building: Develop strong and effective internal and external relationships through appropriate communications, cross-team working and networking at all levels
  • Organizational Effectiveness: Assess organizational efficacy from multiple views of influence and develop/consult on solutions to support ongoing business strategy
  • Talent Motivation: Provide leadership on issues related to organizational culture and values that attract, retain, and motivate top talent (e.g., diversity, managing change, promoting development, civility, and work-life balance)
  • HR Strategy Execution: Support and execute the strategic direction of HR, including implementation of high-value-added HR processes (performance reviews, talent calibration, merit/bonus planning, etc.) that support business goals and objectives
  • Business Partnership: Formulate partnerships across the business to deliver value-added service to management and employees that reflect the business objectives of the organization
  • Change Leadership: Act as a change leader for key business changes and as an advocate of the new HR organizational model

16. HR Director Overview

  • HR Strategy: Collaborate with management to resolve day-to-day issues and develop short- and long-term HR strategies and solutions designed to achieve optimal functional performance and organizational effectiveness
  • Manager Coaching: Partner and coach management on effectively engaging employees and addressing employee relations issues
  • Workforce Strategy: Support the development of a workforce strategy and collaborate with the Talent Acquisition Team to translate strategy into an executable plan
  • Talent Planning: Support the development of a talent roadmap and collaborate with the Talent Management Team to translate strategy into an executable plan
  • Workforce Planning: Develop and implement workforce plans
  • Talent Forecasting: Proactively plan for hiring critical talent and devise strategies to shape the workforce
  • Hiring Decisions: Influence and drive key hiring decisions
  • Leadership Development: Develop and execute action plans to develop leaders and key talent in the organization
  • Policy Evaluation: Evaluate and recommend changes to policies, procedures and services based on trends and business needs
  • Professional Development: Facilitates professional development, training, and certification activities for staff

17. HR Director Job Description

  • Strategic Advisory: Responsible for strategic, viable inputs and technical advice to the National Director (ND) and the Senior Leadership Team (SLT) during organizational planning and assessment
  • Leadership Development: Leadership development initiatives are provided to support the execution of the Field Office Strategy and business plans in alignment with the promise of phase II
  • HR Compliance: Appropriate actions are taken to ensure that the company's Partnership HR standards and other related HR Partnership initiatives are followed in the field
  • Talent Monitoring: Monitor and report for efficiency on talent acquisition, development, retention, and performance management
  • Employee Engagement: Employee engagement and organizational leadership - reflecting high standards of organizational performance
  • Leadership Needs: Address leadership development needs
  • Policy Evolution: Ensure the ongoing evolution of HR policies, procedures and systems appropriate to the working needs of the organization, consistent with company Partnership HR standards, and the local legal context
  • Risk Mitigation: Minimize risks pertaining to the HR area
  • Team Development: Developing a strategic and professional HR Team
  • Organizational Capability: Responsible for required capacity, capability, systems, processes, policies and guidelines to drive transformation of mindsets and behaviors to deliver the national strategy and contribute to the realization of the promise

18. HR Director Job Summary

  • HR Team Effectiveness: Responsible for having a lean and effective HR team that is able to support both Area Programs and Grants, as well as is able to support the NO strategic direction
  • Team Leadership: Overall leadership and technical support, as well as regular coaching and mentoring, are provided to the HR team members to support their professional growth and development
  • Succession Planning: Second liners for HR leadership positions are identified and developed
  • Process Simplification: Responsible for simplified and effective HR processes
  • Workforce Development: Developing a capable and committed workforce 
  • Employee Feedback: Lead the annual Our Voice survey
  • Action Planning: Follow-up actions to improve OV results are developed and implemented in consultation with SLT and relevant managers
  • Compensation Review: In consultation with the ND, ensure that the Compensation and Benefits are competitive (on par with other INGOs which are similar to the company) to attract good professional staff as well as retain committed staff

19. HR Director Overview

  • Performance-Based Pay: Ensure performance-based pay for all national staff
  • Performance Culture: Ensure performance culture continues to be strengthened, including reinforcement of the implementation of Partnering for Performance (P4P) approach, including recognition of good performers, and dealing with non-performers and other HR related issues in a timely manner
  • Career Conversations: Ongoing performance and career conversations take place at all levels
  • Performance Development: Ensure that the performance development is implemented in line with the talent management system
  • Employee Relations: Facilitate staff grievances and disciplinary action process in collaboration with line managers
  • Legal Liaison: Liaise with the Partnership Office Legal department and local Legal Counsel on matters pertaining to any employee-employer relationship that will have legal ramifications for the company
  • Talent Planning: Succession plan, career development plan, and talent review are developed and implemented, focusing on highly potential and committed staff
  • Successor Development: Potential successors/second liners for key and critical positions and for future leadership are identified and systematically nurtured
  • Leadership Pipeline: Develop middle managers and future leaders for the organization, leveraging the use of the company’s resources, including SLDP, GLO

20. HR Director Essential Duties and Responsibilities

  • Benefits Enrollment: Maintains the personnel benefit enrollment process via ADP Employee Self-Service
  • Benefits Support: Serves as a point of contact for benefits administration
  • Recruitment Coordination: Serves as a focal point for recruiting-related activity
  • Job Posting: Responsible for maintaining job postings
  • Regulatory Compliance: Responsible for maintaining compliance
  • Job Documentation: Responsible for maintaining job descriptions
  • Unemployment Processing: Completes basic personnel forms for unemployment responses and hearings
  • Policy Implementation: Ensures consistent implementation of company personnel policies
  • Employee Onboarding: Coordinates, plans, and conducts new permanent orientation

21. HR Director Responsibilities

  • HR Roadmap: Collaborate with the business, key specialist functions to design and implement an HR roadmap to support the delivery of key performance indicators
  • Manager Coaching: Coach/advise managers on effective management of performance in liaison with specialists
  • Organizational Development: Oversee the organizational development process, address issues of organizational design, succession planning, workforce development, employee retention and change management
  • HR Systems: Work with the cluster and branch HR team to ensure that all HR Information systems are fully utilized and maintained
  • Talent Sourcing: Ensure that best practice talent sourcing methods are used to secure the right candidates
  • Compensation Review: Oversee the annual salary increment, bonus round under the guidance of relevant specialists
  • Learning Program: Create and implement a learning and development program in conjunction with relevant specialists that addresses employee needs in accordance with business requirements
  • Employment Compliance: Ensure compliance with all employment practices, policies and legislation
  • Performance Management: Ensure performance management processes are fully implemented, including SMART targets, quality performance reviews, calibration, succession panels and performance improvement measures and disciplinary measures

22. HR Director Main Tasks

  • Organizational Performance: Increase the overall performance of the organization by creating strong interactive partnerships with client groups
  • Talent Strategy: Build a workforce that creates a competitive advantage by recruiting, developing and retaining top talent
  • Continuous Improvement: Drive continuous improvement and lead change in a premier Human Resources organization
  • Business Partnership: Partner with senior business and functional leaders to continually drive the effectiveness of the business through developing organization design and leadership changes to ensure maximum business success
  • Change Enablement: Ensure an ongoing and proactive focus on driving change within the business, linking change management needs, communications, tools and processes with overall business culture and change direction, in order that the business culture and mindset evolve to ensure success
  • Future State Design: Assess the current org. and partner with stakeholders to create a strategy and vision around the development of future state process flows, to identify needed organizational and workflow changes
  • Project Leadership: Lead key transition and integration projects in partnership with global and local stakeholders
  • Capability Building: Own and drive talent strategy for PMC, HTS and HPS, overall strategizing towards building talent capabilities, strengthening succession, diversity and inclusion

23. HR Director Additional Details

  • HR Strategy: Develop HR strategy, solutions and strategic workforce plans that align with business and functional strategy and objectives
  • Organizational Effectiveness: Facilitates organizational diagnosis and uses metrics and analytics to drive organizational effectiveness through talent and organizational capabilities and culture
  • Change Leadership: Acts with courage as a catalyst for change, balancing intensity with appreciation for customer need
  • Organizational Design: Guides and directs organizational design, development and change management solutions with senior executives
  • Talent Management: Develops robust talent management plans and drives culture change initiatives to attract, retain, develop, and engage talent in critical roles
  • Relationship Building: Effectively builds and maximises positive relationships across the company, both cross-functionally
  • Business Alignment: Evaluates work requests from across the organization and prioritizes to ensure a focus on the most important objectives, operates in collaboration with the business and in alignment with the HR model
  • HR Resource Management: Manages HR resources and priorities, commissions HR solutions via the HR Specialists or third-party vendors, aligning to business and HR goals and leads successful implementation of initiatives

24. HR Director Job Description

  • Employment Planning: Plan, review and implement employment plan, headcount budget and work closely with department heads on controlling labor cost within the approved budget
  • Policy Development: Formulate, recommend, document and communicate Human Resources policies, procedures, laws relating to employee relations and rights, including internal rules and regulations, labor collective agreement, employment, discipline actions and terminations
  • Employee Relations: Recommend employee relations practices necessary to establish a positive employer-employee relationship
  • Union Collaboration: Maintain relationships and work closely with the company labor union on improving work conditions, resolving disputes and preventing illegal strikes through the complaint procedure
  • Reward System: Advise managers and supervisors on the reward and discipline system
  • Disciplinary Actions: Process and implement reward and discipline actions
  • Complaint Handling: Receive and resolve complaints, conduct internal investigations and call a panel of enquiry
  • Dispute Resolution: Work as a key member and participate in meetings of the labor dispute conciliation committee and the panel of enquiry

25. HR Director Accountabilities

  • Decision Implementation: Involved closely in making and implementing decisions
  • Internal Communication: Develop and maintain internal communication by intranet, newsletters, internal memos and so forth
  • Employee Dialogue: Chair regular “Face to Face” meetings with employees and bring their concerns to the attention of the management team
  • Engagement Measurement: Conduct periodic surveys to measure employee satisfaction and engagement
  • Exit Interview: Perform an exit interview to understand why the employee is resigning and leaving the company
  • Labor Compliance: Prepare and submit information and reports requested or required by the labor authority for compliance with laws
  • Compensation Communication: Communicate and maintain compensation and benefit policy, including salaries, bonuses, allowances, non-cash benefits and payroll structure
  • Labor Cost Review: Review, check calculation and make sure standard labor cost is revised and updated timely on the HR database on a yearly or regular basis

26. HR Director Details and Accountabilities

  • Payroll Accuracy: Double-check payrolls and personal income tax payable calculations to ensure accuracy and reliability
  • Labor Cost Analysis: Provide a comparative and analytical report on the actual labor cost and bring to the attention of the immediate head of department where the labor cost is over budget
  • Salary Benchmarking: Lead participation in at least one salary survey per year to improve the pay structure that helps to recruit and retain key staff
  • Salary Review: Plan, recommend and implement salary review for employees
  • Benefits Recommendation: Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention
  • Benefits Communication: Lead constant communication with employees about the company's detailed benefit policy
  • Performance Management: Responsible for performance management
  • KPI Setting: Work with the production manager on setting key performance indicators (KPIs) for their employees

27. HR Director Functions

  • Performance Review: Plan, monitor and review employee performance
  • Employee Recognition: Recommend recognition, compensation and promotional/career development opportunities as a reward for a good performer
  • Performance Improvement: Provide constructive feedback and a proposal, including training/coaching for improving performance
  • Training Development: Training and development
  • Induction Training: Work with the training Supervisor on designing and delivering induction training for new hire employees
  • Internal Training: Work as an internal senior trainer on HR management skills for the middle management team
  • HR Advisory: Study and provide the management team with advice, solutions and practices to resolve HR problems
  • Organization Development: With the direction of the board, plan, recommend and carry out organization development projects including succession planning, talent management, key employee retention, organization design and change management
  • Health Safety: Plan and implement occupational health and safety programs, including annual checkups for employees

28. HR Director Tasks

  • Clinic Management: Manage the clinic and control the operational budget of the clinic
  • Canteen Operations: Manage the canteen and control all operations of the canteen
  • Transport Oversight: Manage the car team and control the expenses of the car team
  • Stationery Control: Checking and control about using stationeries of all departments
  • First Aid Training: Manage and provide the first aid team with professional training, including theoretical knowledge and practical skills
  • Fire Safety: Manage the firefighting team and conduct regular firefighting and evacuation drills
  • Equipment Compliance: Monitor and make sure all safety high-risk equipment is regularly inspected in compliance with laws
  • Accident Investigation: Initiate and lead investigations when labor accidents happen
  • Corrective Action: Lead implementation of corrective actions

29. HR Director Essential Functions

  • PPE Management: Plan, organize and control the delivery and utilization of personal protection equipment (PPE)
  • Security Oversight: Manage the security team
  • Regulation Compliance: Review, coach, communicate and make sure all security regulations and procedures are followed strictly at all times
  • Workplace Safety: Suggest, plan and implement actions for preventing drugs, theft, gambling, alcohol and violence at work
  • HR Planning: Plan, review and implement HR plans and budgets
  • Budget Control: Control departmental expenditure within approved budgets
  • Department Leadership: Lead and manage the department, aiming at the achievement of department goals, objectives and key performance indicators (KPIs)
  • Policy Development: Develop, review, guide and implement detailed human resource policies, internal rules and regulations, standard operating procedures (SOP), work instructions, guidelines, management structures and HR information systems

30. HR Director Key Accountabilities

  • HR Technology: Work with IT departments on developing HR database/software and implementing IT solutions to support HR related work and reports
  • Problem Solving: Identify and suggest solutions to resolve problems
  • Process Improvement: Suggests improvements and changes when and where it is needed to improve efficiency
  • HR Issue Resolution: Work closely with line managers and related employees at all levels to resolve HR related issues effectively and diplomatically
  • Team Leadership: Provide direction, leadership, coaching, guidance and support to recruit, motivate, retain, develop HR supervisors and staff
  • Performance Development: Ensure individuals reach their best ability and the team delivers the highest level of performance
  • Team Spirit: Establish and promote a working spirit within the department that encourages teamwork and cooperation
  • Staff Engagement: Responsible for commitment and engagement, creative thinking and efficiency
  • Succession Planning: Lead and implement a succession and retention plan for key staff
  • Performance Reporting: Prepare analytical reports to provide a real and clear picture of the performance of the department

31. HR Director Responsibilites

  • Workforce Planning: Workforce planning for all departments
  • Employee Relations: Provide employee relations assistance, exercising considerable judgment and discretion in handling inquiries
  • Employee Programs: Refine and develop employee programs that improve morale and expand health and wellness efforts
  • HR Projects: Assist in ongoing HR related projects such as refining job descriptions, updating policies and procedures, driving, and improving the performance review process, succession planning, and other HRIS-related projects
  • Program Implementation: Aid in the evaluation, development, and implementation of HR/Payroll/Safety programs, functions, and activities
  • Strategic Coaching: Provide strategic input into site operations, coaching leaders on the employment life cycle, and role modeling the behaviors needed for engagement with employees
  • Leave Administration: Administer leave of absence requests
  • Safety Compliance: Ensure compliance with safety records, reports, and communication/updates
  • Legal Compliance: Ensure compliance with all applicable laws, policies, and regulations
  • Process Improvement: Drive a continuous improvement process to aggressively identify and address improvement opportunities

32. HR Director Role Purpose

  • HR Strategy: Establish HR Strategies to meet the objectives of the business
  • Process Improvement: Drive and improve HR processes across all client groups
  • HR Metrics: Own, monitor and improve HR Metrics and KPI’s
  • Performance Culture: Drive a culture of performance, results and positive employee relations
  • Leadership Coaching: Coach leaders on talent management and performance differentiation
  • Staffing Strategy: Execute staffing processes at all levels within the business and develop staffing strategies to ensure a robust pipeline of quality candidates
  • Talent Management: Deliver talent management processes, organizational assessments, learning strategies, and leadership development
  • Total Rewards: Implement competitive compensation, benefits, and reward and recognition programs
  • Internal Communication: Direct the planning and maintenance of communications
  • Legal Compliance: Ensure legal compliance throughout human resource management

33. HR Director Roles and Responsibilities

  • Compensation Analysis: Analyze compensation standards set by industry and governing bodies in order to create salary structures and administer employee benefits
  • Staff Management: Manage human resource staff by recruiting, selecting, orienting, and training employees
  • HR Program Development: Amplify the organization's human resources department by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices
  • HR Operations: Head up all HR activities, communications, reports, requests and documents created and received by the team
  • Performance Evaluation: Evaluate reports provided by the HR team, team leaders and operations managers to determine employee performance and training needs
  • Exit Process: Organize exit interviews and procedures
  • Policy Compliance: Teach employees such that they follow all policies and procedures
  • Records Management: Retain historical human resource records by designing a filing and retrieval system and keeping past and current records
  • Recruitment Planning: Establish recruitment plans, interview schedules and evaluation standards in accordance with HR methodologies and labor laws
  • Policy Development: Establish management guidelines by preparing, updating, and recommending human resource policies and procedures
  • Cross-Functional Collaboration: Participate in interdepartmental meetings with other managers
  • Legal Implementation: Understand and implement applicable human resource federal and state requirements, conduct investigations, maintain records, and represent the organization at hearings

34. HR Director Overview

  • HR Partnership: Partners with the leadership team as the key strategic HR business partner
  • HR Strategy: Support the organization's mission, vision and philosophy and overall operational goals, objectives and initiatives by recommending, advising and developing HR strategies and best practices, programs, processes and initiatives, ensuring operational compliance with all local, state and federal employment regulations and statutes
  • Employee Coaching: Counsels and coaches managers and employees to achieve problem resolution on employment issues
  • Policy Compliance: Ensures the standard application of corporate policies and procedures in all actions
  • Conflict Resolution: Provides recommendations for the resolution of employment conflicts
  • Investigation Leadership: Leads employee investigations and facilitates conflict resolution
  • Employee Relations: Provides advanced employee relations consultation by coaching managers and employees in problem-solving techniques, ensuring fairness and maximum productivity
  • Performance Management: Assists employees and managers in performance management processes, including setting expectations/objectives, providing effective feedback, performance evaluations, recognition and rewards, and corrective action, with the ability to review and revise necessary documentation
  • Documentation Advisory: Advises, consults and coordinates with leadership in the development of documentation and procedures in counseling, performance managing and disciplining employees, in accordance with corporate policy and in compliance with federal, state and local employment laws and regulations

35. HR Director Job Summary

  • Compensation Advisory: Works directly with members of leadership with regard to competitive compensation structures, promotions, transfers, performance management, etc.
  • Job Classification: Participates in the periodic review, revision and general maintenance of position descriptions and classifications
  • Workplace Analysis: Exercises independent judgment in analyzing complex and diverse workplace issues
  • HR Education: Educates leadership and employees in all areas of HR, including corporate policies and procedures, and manages general inquiries by providing information and referrals
  • Training Coordination: Works cohesively with Staff Development to develop and implement training programs on various topics, including preventing harassment, performance management, leadership and effective interviewing skills training and new employee orientation
  • HR Reporting: Develops and generates reports to yield particular data for analysis pertaining to employee personnel information and data, turnover analysis, EEO, promotions, etc.
  • Team Supervision: Provides direct support to, manages, trains and mentors assigned support staff with respect to HR activities (including transactions, system data entry and file maintenance, etc.), career development, workplace issue resolution, and performance management

36. HR Director Overview

  • Risk Program Support: Assists corporate Risk Management in the implementation of workers' compensation and workplace safety programs and Risk Management policies
  • Talent Acquisition: Drives talent acquisition and retention initiatives and orientation of new staff
  • Hiring Strategy: Recommends and implements strategies and best practices for advertising, talent pipeline building, hiring and onboarding processes
  • Job Outreach: Maintains posting of employment opportunities, including outreach to local community officials concerning existing vacancies and representation at job and career fairs
  • HR Communication: Coordinate organizational HR communications initiatives
  • Benefits Administration: Coordinates benefit administration activities with leadership, finance and insurance broker and develops, recommends and implements new benefit programs and administers existing benefits, including coordination of new hire and annual enrollment activities
  • Leave Coordination: Coordinate statutory local, state and federal leave requests with the program administrator and operations
  • Internal Leave Support: Coordinate other company leave requests with the operation and program leadership
  • Compensation Review: Ensures that salaries are reviewed and recommendations are in keeping with salary administration structures and policy
  • EEO Compliance: Completes Equal Employment Opportunity (EEO) reports and oversees the ongoing maintenance of AAP and goals

37. HR Director Details

  • Regulatory Response: Coordinates responses to Equal Employment Opportunity Commission (EEOC), California Department of Fair Employment and Housing (DFEH) and California Division of Labor Standards Enforcement (DLSE) and any other applicable administrative employment agency claims
  • Records Compliance: Establishes and maintains systems to ensure that records meet regulatory requirements
  • HR Reporting: Prepares and maintains monthly HR reports
  • Staffing Support: Provides temporary staffing at the manager's request
  • Hearing Representation: Prepares for and attends unemployment compensation and employment hearings
  • Employee Relations Tracking: Complies with necessary recordkeeping, reports, statistics, etc. for employee relations matters
  • Payroll Compliance: Works closely with Payroll to ensure compliance with federal and state wage and hour requirements

38. HR Director Responsibilites

  • Talent Strategy: Partner with the President - Kitchen and Bath North America to drive talent strategies, plans and organizational capabilities
  • HR Planning: Develops an HR plan to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps
  • Talent Access: Ensures the organization has suitable access to talent to ensure future business growth and success
  • Culture Initiatives: Advance Talent and Culture initiatives through consultation and relationship building, while ensuring alignment to enterprise strategies
  • Talent Solutions: Supports, develops, engages and retains talent by creating, implementing and maintaining talent management solutions (engagement, succession planning, learning and development, assessment, planning)
  • Talent Culture: Creates an experience-based talent culture across the global operations organization in aspects of talent attraction, development, improving organizational health and driving high-performance culture
  • Global Talent Model: Creates an end-to-end global talent model for global operations that includes attraction, retention and performance and development
  • Inclusion Strategy: Drives diversity and inclusion strategies to embrace applicants and associates of all backgrounds and to support the full development and high performance of all associates in an inclusive environment
  • Engagement Communication: Prepare communication and associate engagement plans
  • Change Management: Develop strategies to address organizational change and related change management issues

39. HR Director Duties and Roles

  • Strategic Support: Supporting the success of the organization’s strategic plan
  • Leadership Coaching: Coaching and counseling leaders to optimize their human capital via employee engagement, organizational efficiency, employee relations, change management, learning and development, and performance management efforts
  • Talent Diagnosis: Identifying and diagnosing talent and organizational issues, partnering with business leaders to implement custom solutions
  • Succession Planning: Leading the organization's talent review process to identify high-potential talent, ensuring their continued development, and crafting a solid succession plan for key roles
  • Program Implementation: Implementing new programs
  • Regulatory Compliance: Ensure compliance with applicable government regulations and filings
  • Process Evaluation: Evaluate and recommend revised internal processes to increase efficiency
  • People Management: Coaching leaders on a variety of people management efforts, including performance management and calibration, goal alignment, leadership and associate development, and talent management
  • Change Planning: Facilitating deliberate communication and change management planning and execution
  • Culture Engagement: Keeping a pulse on the culture, partnering with associates to develop action plans to drive engagement
  • Talent Branding: Partnering with talent acquisition to brand, source and attract a diverse team, driving effective onboarding practices, including leading new leader assimilations
  • Policy Adherence: Ensuring activities follow state, local and Federal employment laws and regulations, as well as being aligned with the organization's Code of Conduct and Values
  • Investigation Leadership: Leading investigations
  • Operational Improvement: Recommending process improvements or changes that will improve effectiveness and/or efficiency of operations

40. HR Director Additional Details

  • HR Collaboration: Liaison with HR Centers of Excellence (COE) and International HRVP and HRD to ensure optimal HR collaboration and service levels
  • HR Reporting: Perform routine and ad hoc HR reporting and analysis
  • LMS Implementation: Partner with COEs and Country HR Generalists to implement LMS, employee engagement and training
  • Global Mobility: Manage the global mobility program
  • Project Support: Serve as International project support to the regions as they deploy SAP SuccessFactors
  • Localization Support: Provide support during localization, configuration, and deployment activities
  • Stakeholder Management: Develop credible relationships with key project stakeholders that will enable the collaboration, alignment and influence required for overall success
  • SAP Partnership: Partner with HR business teams through the lifecycle of SAP HCM/SuccessFactors implementation and ensure high-quality delivery of software
  • SAP Strategy: Support end-to-end SAP strategy for implementation, integration, migration, hypercare and post-production
  • Special Projects: Work on special projects
  • SAP Coordination: Support the SAP implementation process and coordinate with all countries/international teams to ensure a successful launch
  • Reporting Structure: Reports to the Head of HR for International with a dotted line to the VP of HR and Transformation
Relevant Information
What Does A HR Manager Do?