What Does A HR Manager Do?

WHAT DOES A HR MANAGER DO?

Overview Job Description Resume Cover Letter Skills Roles

Updated: Jul 24, 2025 - The Human Resources Manager oversees the delivery of comprehensive human resources services, policies, and programs to support a high-performance, employee-focused culture. This role ensures effective recruitment, workforce planning, performance management, and regulatory compliance across the organization. The manager also leads initiatives in employee development, policy implementation, and communication while advising managers on HR matters.

A Review of Professional Skills and Functions for Human Resources Manager

1. Human Resources Manager Duties

Policy Implementation: Implement human resources policies and procedures at the local and European levels
Council Support: Support management on works council issues
Regulation Compliance: Guarantee timely and appropriate fulfillment of HR administration and labor regulations requirements
Team Supervision: Direct management of a local HR representative
Training Management: Implement training plans that support employees’ professional development and improvement
Recruitment Management: Manage recruitment-hiring activities with the consultancy of HR Europe and in compliance with the given guidelines
Budget Planning: Work on an annual definition of the local HR budget
Payroll Support: Manage the payroll process by providing support to the HR representative
Talent Development: Support effective talent management initiatives including recruitment, talent assessment and development of talent

2. HR Manager Details

Job Design: Support the Principal and Functional Head in conducting Job Analysis and Job Design to ensure the relevance of each position in the school and reduce duplication of functions
Recruitment Practice: Responsible for the best practice of recruitment based on the Recruitment Policies
Event Coordination: Support Principal for preparing OTOS recruitment event through coordinating job advert, screening applications, system registration, etc.
Contract Preparation: Prepare all new employment contracts and employment packages, and follow up with interviewers on commencement formalities
New Hire Training: Responsible for training of New Hires, mainly for non-academic staff, by working closely with the direct Hiring Manager
Staff Orientation: Assisting the Principal or Head of School with the successful delivery of orientation training to academic staff
Training Analysis: Review and analyse training needs in conjunction with HODs
Employment Processing: Local and expatriate employment
Visa Coordination: Liaising with a wide range of organizations that are responsible for issuing working visas, expert certificates, medical check disclosure to expat employees as well as other relevant local authorities who are responsible for local employees’ employment
Contract Renewal: Working closely with the school Principal and HOD for annual contract renewal
Review Administration: Perform administrative duties of the Annual Performance Review
Record Management: Perform administrative duties to ensure both HRIS and employees’ files are fully updated

3. HR Manager Responsibilities

HR Leadership: Guides and manages the overall provision of Human Resources services, policies, and programs for the entire company
Culture Building: Establishes and leads Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce
Program Coordination: Coordinates the implementation of services, policies, and programs through the Human Resources staff
Manager Support: Reports to the Director of Operations to assist and advise company managers about Human Resources issues
Workforce Planning: Recruiting and staffing, organizational planning, performance evaluation and improvement systems
Professional Development: Organizational professional development, employment and compliance with regulatory concerns
Training Delivery: Employee orientation, development, and training, policy development and documentation
Employee Relations: Employee relations, company-wide committee facilitation, company employee and community communication, compensation and benefits administration

4. Human Resources Manager Job Summary

Function Supervision: Lead and supervise in the following functions, i.e, Employee Relations, Industrial Relations, Direct Recruitment, Welfare and Corporate Social Responsibility Programs
Audit Compliance: Assist in documentation, spec improvement and ensuring audit compliance
Recruitment Oversight: Supervise recruitment and coordinate all direct labor process hiring, as well as Dormitories supervision
Headcount Management: Manpower controls and Consolidation Headcount Report Management for Direct Workers
Grievance Handling: Coordinate the entire grievance process through the proper channel and ensure all grievances are amicably settled
Relations Management: Handle employee relations and industrial relations matters
Employee Welfare: Responsible for the welfare of employees
Food Supervision: Ensure the caterer provides sufficient quantity and variety, hygienic and reasonably priced food for all employees at all times
Transport Liaison: Liaison with the bus vendor on busing matters

5. Human Resources (HR) Manager Accountabilities

Employee Support: Support employees through their employment life cycle
Talent Management: Managing recruitment, onboarding new joiners, answering day-to-day employee questions, and building and executing feedback processes to drive a high-performance, growth culture
HR Advisory: Point of contact and advisor for team leads with all HR-related queries
Team Engagement: Manage the office and facilities team, which includes setting team events to keep team cohesion strong
Strategy Execution: Implementing and executing the people strategy with HRBP, factory management and other stakeholders
Stakeholder Partnering: Acting as a sparring partner for the factory management and HRBP on local implications and so on

6. Human Resource Manager Details

Talent Management: Partner with Program leadership to implement appropriate talent management and development strategies
HR Leadership: Lead and support HR practices and objectives that support the attainment of business goals, promote effective business operations, and assist programs in meeting financial and non-financial objectives
Employee Onboarding: Responsible for onboarding employees for various sizes of contracts, including transitions from incumbent contractors to PAE
Stakeholder Collaboration: Partner with appropriate stakeholders to facilitate system set-up and timely program transitions with minimal disruption of operations
Employee Communication: Proactively develop program-specific employee communication materials, facilitate information sessions and transition meetings, determine training and guidance needs, and coordinate with other functional areas for assistance
Proposal Support: Actively support proposal efforts
Employee Engagement: Ensure optimal employee engagement and foster a high-performance culture
Performance Management: Provide proactive direction and guidance to managers/employees on performance management (coaching, career development, counseling, and/or disciplinary actions), communications and training, employee relations issues, interpretation of employment laws, and company policies and procedures

7. Human Resource Manager Job Summary

Employee Investigations: Investigate employee complaints/allegations in accordance with company protocol
Legal Compliance: Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance
Training Coordination: Assist in identifying training needs for the program and deliver (or coordinate the delivery of) non-operational training
SCA Regulation Support: Address employee/management inquiries regarding SCA regulations
Employee Inquiries: Answer questions regarding compensation, SCA compliance, paychecks, benefits, performance, company policies, workplace concerns, training, and career development
Process Improvement: Identify process improvement opportunities within and outside of the functional area and coordinate with relevant stakeholders for implementation
Group Presentations: Conduct group presentations to communicate company policy, processes, and/or annual company activities such as benefits enrollment, ethics training, etc
HR Oversight: Provide oversight and management support to the HR Generalist
Security Clearance: Obtain and maintain US security clearance

8. Facility HR Manager responsibilities

People Strategy Management: Manage the execution of people strategies that attract, train, and retain employees to meet short/long-term business goals
Leadership Principles: Lead Nestlé Management and Leadership Principles, Organizational Alignment, and NiM initiatives
HR Management: Manage recruitment, employee development, employee/labor relations, policy/contract interpretation, compensation administration, and company/legal compliance requirements
Workplace Culture: Collaborate with management to create diverse, empowering, and equitable working environments, fostering a culture of optimism, synergy, and brand inspiration through HR scorecard data analysis, “Nestlé and I” surveys, and exit/stay interviews
Performance Improvement Support: Assist management and team leaders in performance improvement and talent/performance calibration processes (rewards/talent development) and relevant communications
Metrics and Analytics: Design metrics and KPIs to measure business performance and analyze data to ensure alignment with NCE/TPM initiatives/goals, increasing employee competencies and improving plant performance
Comprehensive HR Expertise: Performance management/people development, organizational design/restructuring, project management, labor negotiations/union contract management, mediation/arbitration/grievance processes, and employee relations/coaching

9. HR Manager Overview

Product Sourcing: Source various products and/or categories that are low to medium complexity and spend
Standard Sourcing Processes: Utilize the various standard sourcing processes adopted by the Strategic Sourcing Department
Stakeholder Communication: Direct and primary contact with stakeholders (Business Units) and suppliers on various categories/projects
Supplier Identification: Identify new suppliers for new and existing items, including supplier relationship management
Contract Negotiation: Develop and negotiate contract terms, including executing and implementing contracts
Legal Coordination: Interface with Safeway’s Legal Counsel to obtain approval on legal terms
Bid Analysis: Gather bid data, analyze complex supplier proposals, and make award recommendations to sourcing management and business units
Financial Presentation: Summarize financials and present recommendations to the business unit and senior management

10. HR Manager Roles

Inventory Analysis: Analyze inventory liabilities on discontinued products
Industry Analysis: Conduct industry analysis and identify industry trends
Cross-functional Collaboration: Facilitate and/or participate in cross-functional teams supporting initiatives of assigned business units and projects
Cost Savings Initiatives: Identify and execute cost savings initiatives to support overall savings goals, improving quality, cost, service, and innovation
Innovation Sourcing Support: Support and participate in sourcing Own Brands Innovation projects, including new item sourcing
Supplier Transition Support: Support supplier transitions by monitoring liabilities, enabling supplier set-up, and ensuring accurate, complete documentation
Supplier Relationship Management: Manage supplier relationships with primary responsibility for resolving day-to-day issues related to pricing, product availability, and ongoing projects
SOX Compliance: Adhere to the Sourcing department’s SOX policies and procedures

11. Human Resources Manager Key Accountabilities

Consultancy Support: Work with line managers in a consultancy role, assisting them to understand and implement policies and procedures
HR Team Management: Manage an HR team
HR Support: Providing 5-star HR support to the business, including documentation and the approval process
Regional HR Leadership: Lead the HR agenda for seven countries, supporting, coaching, and advising on HR processes
Job Description & Recruitment: Manage the development of accurate job descriptions and the recruitment approval process
Communication Management: Operate as the communication hub for the HR team, ensuring information flow and sharing of knowledge
Change Management: Implement and lead the HR component of Change and Transformation Programs within six markets
HR Policy Implementation: Implement Human Resources policies such as performance management, disciplinary, and absence management

12. HR Manager General Responsibilities

Performance Support: Provide advice and assistance on the performance evaluation and development planning process
Compensation Advice: Advise on pay and other remuneration issues, including promotions and transfers
Policy Communication: Communicate company policies, procedures, and processes to the business
Training Support: Facilitate and assist with training and coaching on key HR and Management skills to the business
HR Research: Conduct research on Human Resource best practices and make recommendations
Data Analysis: Gather data and statistical reports to make informed and commercial HR decisions
Correspondence Support: Assist with composing correspondence, memoranda, reports, and documents
Employment Advice: Act as the local advisor on Employment legislation
Safety Training: Ensure employees understand work health and safety requirements through induction, instruction, training, and supervision

13. HR Manager Responsibilities and Key Tasks

Change Agent: Act as a change agent to drive a continuous improvement mindset in a culture of high performance and accountability
Leadership Coaching: Advise and coach leaders on implementing strategies and policies for performance management, talent management, employee relations, workforce planning, recruitment, and compensation to support SML's vision and KPI objectives
Employee Relations: Promote positive employee relations through inspirational leadership
Conflict Coaching: Coach leaders through complex employee relations situations/issues
Culture Champion: Ensure management actions align with Volvo Group values and principles
Org Design Support: Assist leaders in organization design, including position profiles, development plans, and organizational planning
Customer Service: Responsible for customer service approach, resolving complaints, investigations, and support requests, ensuring compliance with processes, policies, and laws
HR Team Management: Manage Human Resources, Labor Relations, Payroll, Training, and Health & Safety team functions

14. Human Resources Manager Main Tasks

Stakeholder Partnership: Partner with stakeholders to align HR with the strategic goals of the company
Hiring Coaching: Work closely with business and hiring managers to coach on hiring and managing staff
Employee Relations: Contact for all aspects of employee relations, compensation, and benefits
Training Coordination: Coordinate employee training, such as ISO training, with appropriate stakeholders
Policy Compliance: Ensure all policies and procedures are up to date and in accordance with employment law
Payroll Processing: Process bi-weekly payroll
Vendor Management: Contact with third-party vendors and management on recruiting and hiring additional staff
Onboarding Management: Ensure job postings are correct and up to date and manage onboarding of new employees across the company
Budget & Reviews: Responsible for the annual HR budget and management of the annual employee review process

15. HR Manager Main Duties

People Strategy: Lead the development and execution of the people strategy to achieve short and long-term business objectives
Talent Acquisition: Develop and implement processes for attracting, recruiting, and retaining key talent
Organizational Advisor: Act as a key advisor supporting decision making, initiatives, and strategies
Management Coaching: Provide coaching and mentoring to support talent nurturing within management
Strategic Planning: Participate actively in strategic planning and business decision-making as part of Senior Management Team
Employee Relations: Act as key contact for employee relations across divisions
Policy Implementation: Ensure consistency in HR policy and practice implementation
Communication Management: Establish and monitor communication channels between management and employees
Talent Management: Coordinate development and maintenance of comprehensive Talent Management Programme
People Focus: Maintain a people-focused agenda through various strategies and initiatives
Continuous Improvement: Drive adoption of continuous improvement within the HR function

16. HR Manager Accountabilities

Management Team Member: Management team member within the Veurne plant (Lays brand), one of the biggest providers of crisps and snacks to Western Europe business
HR Integration: Works deep in the business, playing a critical role in linking, translating, and integrating HR tools at the site
Org Design & Talent: Strategic organizational design and creation of talent pipeline to ensure a future-fit organization
HR Services Management: Manage HR services and processes with central HR Teams (Talent Acquisition, Total Rewards, Talent Management, and Ops Services)
HR Representation: Represents HR to client groups, Plant Management Team, Line Managers, and Works Council
Labor Relations: Drive positive local labor relations at union sites and employee engagement
Business Decision Support: Assist managers in making balanced business decisions while advocating for appropriate employee interventions
Employee Advisor: Serve as a trusted employee advisor for all employees within the client groups

17. HR Manager Roles and Details

Regional HR Projects: Active participation in regional HR projects
Leadership Collaboration: Work closely with the Plant Director, Plant Management Team, and HR Supply Chain team
People Objectives: Ensure that people's objectives are implemented optimally
Business Support: Support the achievement of business goals
HR Generalist Service: Provide full HR generalist services including employee relations, staffing, development, compensation, benefits, and performance management
Internal Communications: Support engaging and timely internal communications to the Plant
Workforce Planning: Lead strategic reviews on workforce planning and recruitment processes
HR Relationship Building: Build and develop strong relationships within the broader HR community

18. HR Manager Roles and Responsibilities

Recruitment Operations: Operational tasks of recruiting management, payroll, TMOD, compensation and benefits, labor law, HR policies at the location level
Regional Cooperation: National cooperation with SEE countries to harmonize HR procedures and policies between Adria, Romania, and Hungary
Planning & Control: Planning and controlling KPI scorecard, HC structure, and deriving appropriate measures such as recruiting and retention
HR Reviews & Audits: Participate in HR reviews and audits and implement required actions
Organizational Change: Steer, consult, and communicate organizational changes
HR Initiative Implementation: Drive implementation of corporate HR initiatives such as culture development and diversity
Process Alignment: Ensure alignment and consistent application of HR processes, policies, and resources
Regulatory Compliance: Ensure compliance with local employment regulations

19. HR Manager General Responsibilities

Labor Market Analysis: Follows up with labor market trends and develops and implements appropriate HR measures
Training & Development: Enables human resources training and development
Talent Management: Ensures a strong talent base for the organization
Community Representation: Represents the organization in the local community including employee reps, spokesperson committee, local union, and HR legal actions
Advocacy Balance: Balances responsibility as both a business and employee advocate
Safety & Health: Ensures the safety and health of all employees at the location
Process Quality: Ensures high quality of processes, data management, and tools under local responsibility
HR Development: Develops own HR organization and local HR talents

20. HR Manager Accountabilities

Recruitment Support: Support the recruitment and selection process, including forecasting and budgeting
Onboarding Program: Develop onboarding and offboarding programs to improve efficiency
Performance Guidance: Provide day-to-day performance management guidance to line managers and employees
Payroll Verification: Verify employees’ payroll for accuracy and timeliness, collaborating with shared service team
Budget Monitoring: Monitor Personnel Expense (PEX) budget monthly
Statutory Reporting: Ensure timely submission of all statutory reports to the government
Employee Engagement: Plan and organize employee engagement activities virtually and physically
Cross-team Partnership: Partner with Talent, Rewards, and Talent Acquisition teams to implement global people processes in Thailand
Policy Guidance: Provide HR policy guidance and interpretation
Training Management: Manage training and development process including needs identification and program improvement
Legal Partnership: Partner with legal team to ensure risk-free and compliant environment
Legal Support: Support employees on legal topics and planning
Admin & Procurement: Manage and improve employee-related admin and procurement processes with Facility Management vendor and People Leaders
People Analytics: Plan timely submission of people analytics to regional/global teams
Content Translation: Translate global people content into Thai for local employees

21. Human Resources Manager Responsibilities

Lean Operations: Embrace and actively engage the lean operating model to find more efficient ways to operate
Efficiency & Engagement: Drive efficiency and consistency across site functions to improve culture and employee engagement
Leadership Coaching: Lead and coach site leadership on HR processes including employee advocacy, relations, performance, career development, talent management, and workplace investigations
HR Partnership: Partner with HR Business Partners and HR Solutions teams to execute SBU- and site-specific HR strategies
Employee Relations: Ensure employee relations issues are identified, reported, investigated, and resolved timely
Investigations Management: Conduct investigations by gathering, documenting, analyzing information, and recommending disciplinary actions when necessary
Policy Compliance: Provide advice and counsel to managers and employees to ensure consistent application of policies with 100% compliance
Compensation Leadership: Lead key HR processes including compensation planning and compliance
HR Training: Conduct HR training and support for processes like performance development, people review, salary planning, and new employee orientation
People Leader Development: Drive People Leader excellence through training and development planning
Feedback & Coaching: Seek and provide feedback and coaching to site leaders and teams
Data Confidentiality: Maintain and protect confidential data with utmost care
Priority & Talent Development: Set priorities, develop talent, and provide ongoing coaching and guidance
HR Project Leadership: Lead site-wide HR projects working across multiple client groups

22. Human Resources Manager Accountabilities

Talent Management: Attract, select, and identify talent; direct career management and succession plans with DHR to motivate, retain, and optimize skills within the Group
Payroll Implementation: Implement MAP process and individual payroll revisions with DHR, verifying pay scales, analyzing market differences, and discussing pay decisions
Legal Compliance: Ensure legal security at individual and collective levels and compliance with HR processes in consultation with managers
HR Project Management: Conduct Group HR projects such as the HR masterplan
Strategic HR Support: Outline HR issues and projects for the unit, anticipate operational needs and organizational changes, acting as a business strategic driver
Workplace Environment: Create conditions for a high-quality social environment alongside social partners and strengthen workplace quality of life
KPI Analysis: Consolidate and analyze HR KPIs and annual reports for area of activity according to objectives
Corporate Image & Diversity: Strengthen and promote L’Oréal’s image and diversity, ensuring respect for Group values and code of ethics
Team Management: Manage a team by monitoring the development of expertise and skills

23. HR Manager Additional Details

HR Collaboration: Work in conjunction with Richemont functions and Maisons' HR teams
FTE Management: Ensure quality of FTE management, cost analysis, assumptions, and planning
Budget Management: Manage overall budget, forecast process, and schedule
Headcount Assessment: Provide critical assessment of headcount budgets and people cost projections
Organizational Awareness: Remain aware of organizational trends impacting resource costs
Cost Driver Understanding: Demonstrate comprehensive understanding of cost driver interdependencies
Cost Efficiency: Develop and recommend cost-efficiency ideas to HR teams
Process Improvement: Partner with HR and Finance to improve and streamline HR costing planning processes and tools

24. HR Manager Job Description

Culture Shaping: Actively shape the culture of the New York office, promoting catalysts like ideas, speed, ownership, leadership, and integrity
Manager Support: Serve as a sounding board for managers resolving difficult people issues and improving hiring practices
Leadership Development: Offer practical advice to managers and encourage increased leadership capacity
Investigations: Conduct and resolve investigations related to complaints in the New York office
Employee Onboarding: Onboard all newly hired employees including orientation and 30, 60, 90-day check-ins
Probation Administration: Oversee and administer probationary periods for union-covered new hires
Exit Interviews: Conduct exit interviews, analyze themes, and share insights with managers and CRO
Manager Training: Conduct training for managers and employees on goal-setting, feedback, and appraisals
Appraisal Support: Assist managers in writing and conducting balanced, developmental appraisals
Talent Acquisition Partnership: Partner with DC Talent Acquisition team on recruiting for New York positions

25. HR Manager Overview

Singapore HR Leadership: Leads the Singapore HR team to execute HR policies, practices, and processes
Global & Regional Goals: Execute global and regional HR goals across recruitment, total rewards, employee relations, and talent management
Executive Committee Member: Member of the Henkel Singapore Executive Committee
HR Collaboration: Work with the HR Director to execute HR activities
Strategic Advisory: Provide strategies, insights, and practical solutions to stakeholders
CoE Coordination: Coordinate and execute CoE activities within area of responsibility
Local HR Processes: Steer and coordinate HR processes locally
Team Management: Manage a team of one HR Executive and Intern
HR Business Partner: Serve as HR Business Partner for the Purchasing Team in Singapore

26. HR Manager Essential Functions

Change Ambassador: Change ambassador and an enthusiastic team player with a strong drive to create a positive work environment
Business Understanding: Responsible for understanding the business, goals and objectives, and recommending new approaches, policies and procedures to ensure support for the business objectives, productivity and development of people-related programs
Multitasking: Manage multiple tasks simultaneously in a hands-on manner, adjusting to issues in a dynamic work environment
Data Analysis: Create and build compelling analyses to consult with managers about making data-driven, insights-based people decisions
HR Management: Tackle day-to-day issues across the broad spectrum of HR management
Employee Relations: Oversee and manage complex employee relations issues with managers and employees
Performance Management: Provide guidance and counsel to managers on the performance management process
Training Support: Support training and development initiatives for internal client groups and the larger Grubhub organization
Employee Engagement: Take a hands-on approach to successfully monitor the “pulse” of employees to ensure a high level of employee engagement

27. HR Manager Responsibilities

Collaboration: Collaborate with functional leaders on organizational assessment, leadership planning, structure, workforce planning, and continuous improvement
Employee Relations: Counsel and mentor employees and managers on employee relations issues, performance management, complaint resolution, and accountability
HR Process Alignment: Ensure alignment of HR processes such as HRR, PMD, and QBR with strategic and operating goals
HR Strategy: Drive the HR component of business strategy by planning, developing, and implementing HR initiatives to improve productivity and efficiency
Employee Engagement: Drive employee engagement and satisfaction promoting a positive One Thermo Fisher approach while balancing employee concerns and company goals
Talent Management: Ensure effective talent management including recruitment, assessment, and development for organic growth and acquisitions
Training Support: Assist managers in identifying and meeting employee training needs and supporting skill development
Recruiting Partnership: Partner with recruiting center for staffing coordination and job requisition management
Performance Management: Facilitate annual performance and salary reviews and variable pay programs
Compliance: Stay updated on relevant US and state employment laws and HR compliance issues
Issue Resolution: Handle critical issues from Colleague Services Center to resolve client queries and issues

28. HR Manager Role Purpose

Team Alignment: Align team practices with HR policies and local legislation
HR Operations: Accountable for all HR operations including Internal Regulation review, budgeting, employee compensation, benefits, health insurance, and social insurance
Administrative Duties: Responsible for administrative duties including meal catering, security, and event organization
Payroll Processing: Responsible for payroll processing and payroll-related activities
Disciplinary Coordination: Coordinate with departments to handle disciplinary matters and ensure compliance with laws and company regulations
Local Authority Relations: Establish and maintain relationships with local authorities
Staffing Analysis: Analyze staffing needs and develop recruitment plans for the Factory
Recruitment Management: Ensure recruitment meets quantity, quality, timing commitments with minimum cost within approved budget

29. HR Manager Additional Details

Candidate Assessment: Conduct assessment and selection of candidates in compliance with laws and company standards
Position Descriptions: Develop, review, and update position descriptions for all factory team positions
Training Matrix: Work with departments to define a training matrix for the factory team
Training Implementation: Implement internal and external training plans and establish programs to build internal trainers
Orientation Programs: Coordinate and conduct orientation and induction for newcomers
Culture Communication: Ensure company culture, requirements, and standards are communicated and delivered
Performance Evaluation: Ensure performance evaluations drive business goals through objective setting, development planning, and performance calibration
Employee Relations: Build and maintain good relations among employees, management, and community through various activities such as recreation, sports, social events, and recognition

30. Human Resources Manager Responsibilities

HR Support Management: Manages and delivers comprehensive human resources support to Grifols Canada Therapeutics in Montreal
Leadership Support: Supports executive leadership, exempt, and non-exempt employees within the business unit
Global HR Processes: Responsible for site processes as part of the Global HR team
Consultative Services: Provides consultative services and oversees HR operations for the business
Communication Solutions: Delivers solutions with business leaders via multi-vehicle communication plans including education and process change
Client Group Coverage: Manages HR responsibilities for Manufacturing, Validation, Quality, Finance, and support functions
Talent Management: Leads Talent Management including Talent Review sessions, liaison with functional leaders and Talent Acquisition, Leadership Development, and Performance Management
HR Collaboration: Collaborates with HR Centers of Expertise to support business strategy and goals

31. HR Manager Details and Accountabilities

Data Analysis: Prepares key business data analysis and makes recommendations to effectively communicate HR products, services and programs (benefits, compensation practices, orientation, and executive assimilation)
Goal Alignment: Ensures goals/objectives are set, communicated and are consistent with the business strategy
Performance Partnership: Partners with clients to ensure the performance management process and progressive counseling process proactively address performance issues
Performance Program: Ensures effective application of the annual performance management program through evaluation, analysis, and feedback
Leadership Development: Assists management in providing effective leadership development through coaching
Employee Relations: Manages employee relations issues to effective resolution, ensuring consistent application of the company’s vision, values and beliefs
Career Planning: Ensures career planning and personal development plans are completed and that managers are equipped to deliver development discussions, including proactive follow-up
Capability Building: Identifies organizational capability, strengths and gaps with partners to develop and implement plans to close competency issues with defined action items (staffing changes, development plans)

32. HR Manager Roles

Change Support: Plays a critical role in supporting change management initiatives
Career Path Evaluation: Evaluates the effectiveness of career paths, job ladders and job/role descriptions to ensure validity and consistency of use among client groups
Reward Communication: Communicates the reward and retention philosophy of the organization and for the business units
Promotion Alignment: Ensures promotion and reward decisions are closely correlated with the operating performance of the business unit
Compensation Analysis: Conducts equity and utilization analysis of merit pay, promotional increases, decreases and reward programs
Compensation Resolution: Identifies compensation issues impacting client groups and works with compensation and managers to resolve them
Program Implementation: Works closely with management in implementing company-wide programs and engagement initiatives
Policy Advisory: Advises business leaders to ensure compliance with company policies, procedures and practices
Improvement Solutions: Identifies areas needing improvement, offers solutions aligned with business goals, while advocating for employees

33. HR Manager Overview

Personnel System Management: Create an effective system of personnel and social processes management at the Enterprise
Employee Initiative: Provide conditions for initiative and proactive activities of employees, taking into account their individual characteristics and professional skills, and effectively building of relationships in the team
Candidate Selection: Select candidates who meet the requirements of the vacancy applications, interview candidates, study the business and professional qualities of candidates, and provide staffing of the Enterprise
Organizational Development: Participate in the development of the organizational structure of the Enterprise (staff lists, regulations on structural subdivisions, job descriptions, draft employment agreements (contracts), draft orders and other documents related to the labor activity of employees)
Turnover Analysis: Determine and analyze the causes of employee turnover, the state of labor discipline at the Enterprise, take part in measures to strengthen labor discipline, study social and household needs of personnel and develop proposals for their implementation and protection of the Enterprise's labor resources from staff turnover
Incentive Programs: Develops and implements incentive programs for employees of the Enterprise (development of material and moral incentive systems for employees, development of social security programs for employees, development of proposals for providing material and moral benefits)
Staffing Workflow: Maintain staffing workflow, including employment agreements and additional agreements, staff and personnel orders, shift and vacation schedules, and prepare documents for archiving
Government Reporting: Prepare the necessary government reports, including statistics, on foreign labour and military records
Labor Legislation Compliance: Control over the proper application of labor legislation at the Enterprise, in terms of hiring, moving, dismissing employees, rewarding outstanding employees, imposing penalties on employees who violate the requirements of job descriptions, labor discipline, promotion, and demotion of employees

34. HR Manager Duties

Guideline Preparation: Prepares guidelines for the development and improvement of forms of work with the personnel of divisions, human resources management and brings them to the attention of heads of structural divisions of the Enterprise
HR Communication: Provides information on HR issues and major HR decisions to all employees
Employee Recruitment: Recruits employees of the enterprise on personal issues, and develops individual development programs
Team Development: Participates in the planning of social development of the team, resolution of labor disputes and conflicts
Quality Compliance: Fulfills the requirements of the quality management system and business management system
Activity Relevance: Understands the relevance and importance of the conducted activities and their contribution to achieving the goals of security and the quality of the actions taken
Business Goals Support: Takes an active part in achieving the goals of business, quality, safety, implementation of continuous improvement of the Enterprise
Service Assignments: Fulfills individual service assignments of his line manager

35. HR Manager Responsibilities

Business Partnership: Provides business partnership, advice, and coaching to the peer leadership team and Plant Manager
Bidding Administration: Administers the internal bidding process for salaried and hourly positions
Dispute Resolution: Facilitates the dispute resolution process
Investigations: Conducts investigations to uncover the root cause of people's issues
Workforce Planning: Determines effective strategies for addressing future workforce needs
Performance & Succession: Drives the Performance Management and Succession Planning Processes
Compliance: Ensures compliance with laws, regulations, company values, and Hydro policies and procedures
Change Management: Serves as a driving force and enabler for proactive change management and drives Safety Culture
People Systems: Develops and supports people systems to promote lean manufacturing culture
Organizational Development: Maximizes individual and organizational impact through effective organizational development practices
Employee Relations Consultation: Provides proactive consultation to management on changes affecting employee relations
Employee Recognition: Develops, monitors, and tracks location-wide employee recognition programs
Community Relations: Develops and leads community relations and local corporate social responsibility strategy

36. HR Manager General Responsibilities

Applicant Screening: Interview and screen applicants, recruit prospective team members, and coordinate searches with hiring managers
Employee Relations: Increase team member commitment and maintain positive employee relations by facilitating communication and problem resolution
Performance Partnership: Partner with functional and operational leaders to complete the performance management and talent management cycle
Training Recommendation: Prepare team leaders and members on interaction and interpersonal skills by recommending training programs
Counseling & Advice: Provide one-on-one counseling and advice
Policy Education: Increase understanding and consistent application of company policies, procedures, and practices through training, coaching, and communication
Compliance Monitoring: Review and monitor assigned personnel actions or decisions for compliance with legislation
Ethical Standards: Observe and promote adherence to all ethical standards
Process Improvement: Create efficient HR administrative processes by applying continuous improvement measures and methods
Continuous Improvement: Supports and participates in division's continuous improvement initiatives
Benefits Administration: Communicates and administers employee benefit programs by explaining, resolving questions, and researching information

37. HR Manager Essential Functions

Reporting Analytics: Conduct reporting analytics
Team Leadership: Participate in and/or lead a high-performing team
Legal Compliance: Maintain up-to-date knowledge of legislation and consult legal counsel to ensure compliance and reduce liability, advising management on actions
Confidentiality: Maintain team confidence and prevent disclosure of confidential information
Internal Investigations: Conduct confidential internal investigations into HR or business matters
Professional Development: Maintain professional knowledge through workshops, publications, networking, and associations
Benefit Support: Assist with time management and benefit questions, including open enrollment
Team Supervision: Supervise manager responsibilities, department team members, and assign/prioritize tasks
Team Contribution: Contribute to team efforts by accomplishing related tasks

38. HR Manager Roles and Responsibilities

Business Partnership: Build strong relationships with key business partners, establish clear accountabilities and ensure that value-adding HR activities are delivered, operating as a member of the site leadership team
HR Strategy: Work with other members of the site leadership team to develop and implement HR strategies to support the delivery of the site’s plans
Process Management: Work with and support the site teams to ensure local processes such as sickness absence monitoring, internal recruitment, training processes and payroll are managed efficiently
Union Support: Support the local Leadership teams with their on-site Trade Union and Consultation Forum meetings
Communication: Ensure healthy communication and an ongoing partnership approach between the business and all colleagues
Data Provision: Provide statistical and other information, such as overtime, absence, and headcount, to site stakeholders
Risk Tracking: Ensure risk areas are identified and to track site performance
Talent Management: Ensure the business can attract, motivate, develop and retain great talent, through effective resourcing, training and development, performance management and reward strategies within the operating company

39. HR Manager Role Purpose

Organisational Change Management: Manage organisational change programmes (including re-organisations) in line with best practice (internal/external benchmarks), complying with legal requirements and in line with company values
Employee Transitions: Ensuring that new appointments/movers/leavers are set up and announced in a professional and timely fashion
Culture Champion: Champion the development of a positive high high-performing culture using Open Leadership as the primary tool
HR Team Collaboration: Develop relationships and ways of working with the wider UK HR team to develop a best practice approach towards Resourcing, Engagement, Communication and L&D
HR Service Delivery: Using an agreed external service provider, ensure an added value HR service/agenda is delivered across all client groups on site
Coaching & Advice: Act as a coach and source of advice on performance management and individual/team development
Team Effectiveness: Championing individual and team effectiveness via 121s and team meetings
Initiative Implementation: Implement country-wide initiatives in areas such as organisation development, reward, and talent management to support all of the above

40. HR Manager Job Description

HR Leadership: Provide human resources leadership to the Site Manager and staff to ensure talent development in support of overall plant and corporate HR initiatives
Team Development: Lead and develop the HR Team along with departmental goals to identify and track key measurables
Compliance Reporting: Ensures that all phases of corporate and legal compliance reporting mechanisms (i.e., Affirmative Action Plan, corporate policy requirements, ADA, FMLA) are strictly adhered to and completed in a timely and complete manner
Diversity Initiatives: Supports local diversity initiatives
Employee Engagement: Drive employee engagement and continuous improvement activities within the site
Employee Relations: Lead Positive Employee Relations strategy
Wage & Benefits Administration: Administers local hourly wage and benefit programs, including annual wage survey
Compensation Process: Leads local salaried compensation process for annual merit and performance incentive programs
Job Elements Development: Initiates, instructs, and oversees yearly development of key job elements for the facility’s hourly group and annual hourly performance evaluation
Talent Acquisition: Works with the HR Team to manage and execute the hourly talent acquisition process for the location
Training Needs Assessment: Assess overall hourly training needs of the plant and generate creative and effective training solutions with corporate and external resources
Community Relations: Partner with corporate communications and the site manager on community relations and support of corporate and local charitable contributions
Safety Partnership: Partner with local leadership to ensure a safety-first mentality among all employees

41. Human Resources Manager Responsibilities

CBA Administration: Responsible for Collective Bargaining Agreement administration, including facilitating the grievance process and participating in CBA negotiations
Talent Management Support: Partners with the Site Director to support the site’s vision, mission, and execution of talent management strategy
Compliance: Ensures the company remains in compliance with all federal, state, and local employment laws and regulations
Policy Guidance: Provides HR policy and CBA guidance and interpretation to management, employees, and the union
Total Rewards: Executes talent management and total rewards programs such as performance dialog, benefits enrollment, succession planning, and career development planning for the Kalama site
Investigations & Resolution: Conducts investigations and facilitates resolution, including coaching, counseling, and disciplinary actions
Leave Administration: Oversees and assists with the leave of absence administration process
Employee Engagement: Plans and coordinates employee engagement activities
Community Liaison: Acts as a liaison to the community on the company’s behalf
Charitable Giving: Manages the local charitable giving budget
Team Supervision: Supervises the Senior HR Representative responsible for union timekeeping and leave administration

42. HR Manager Details and Accountabilities

Strategy Development: Lead the development and implementation of strategy for the Residential Power - Hattiesburg team, anticipating complex issues, challenges, and opportunities, and ensuring integration with wider functional strategy
HR Frameworks: Identify requirements for HR frameworks and tools within an important area of responsibility to meet business needs
Design & Compliance: Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader HR policy framework
Specialist Advice: Provide authoritative specialist advice to senior managers at the business unit or regional level to enable policy, project, and change initiative implementation
Data Analysis: Develop and investigate multiple hypotheses, using HR data to diagnose causes of business issues and identify opportunities to enhance engagement and performance
Action Planning: Identify and communicate actions needed to implement the function’s strategy and business plan within the business area or department
Organizational Alignment: Explain the relationship to the broader organization’s mission, vision, and values
Motivation: Motivate people to commit to these and to do extraordinary things to achieve local business goals

43. HR Manager Job Description

Budget Planning: Develop and/or deliver budget plans with guidance from senior colleagues
Project Management: Manage projects or substantial workstreams within a transformational change program, ensuring integration with related projects
Change Management: Use structured change management methodologies to build acceptance of change and embed desired culture and behaviors
Data Procedures: Specify, develop, and test HR data collection procedures and tools within an area of HR practice to meet key principles and ensure compliance
Development Needs: Use the organization's formal development framework to identify the team's individual development needs
Professional Development: Plan and implement actions, including continuing professional development, to build professional capabilities
Training & Coaching: Provide informal training or coaching to others to improve performance and fulfill personal potential
Team Performance: Manage and report on the performance of a substantial, diverse team
Performance Objectives: Set appropriate performance objectives for direct reports or project/account team members and hold them accountable
Corrective Actions: Take appropriate corrective action to ensure achievement of team/personal objectives
Compliance: Ensure adherence to applicable product compliance requirements, including Clean Air Act, California Code of Regulations, and California Health and Safety Code

44. HR Manager Functions

Staffing Alignment: Ensure that Keter has the right and motivated staff, in the right job, fulfilling business requirements and Group Strategy/Mission
HR Sparring Partner: Partner to senior management in the Netherlands
HR Team Leadership: Lead the HR team in the Netherlands and is part of the management team
Budget Support: Support the HR budget process in all aspects, following guidelines from the HR VP in Luxembourg
Bonus Process Support: Support the Bonus process in all aspects, following guidelines from the HR VP
Policy Adaptation: Ensure local policies are adapted to the legal and economic local context
HR Monitoring: Responsible for monitoring HR indicators
Process Improvement: Improve processes, mindset, skills, and policies; harmonize Compensation & Benefits in the Netherlands
Tactical Guidance: Provide tactical guidance and expertise on personnel and organizational matters to senior management

45. HR Manager Job Summary

Business Project Participation: Participates in (multi-disciplinary) business projects requiring HR representation or HR expertise
Stakeholder Communication: Presents and shares information with business stakeholders on the full scope of HR activities
Employee Coaching: Acts as a coach on complex employee cases including non-performance, career development, health, and absence guidance
Organizational Support: Supports organizational design and business innovations, including maintenance of job descriptions and job ratings (HAY)
People Management: Guides recurrent people management processes including performance and people reviews (KPMP) and engagement surveys
Communication Support: Supports employee communication activities and deployment of corporate HR initiatives
HR Team Leadership: Leads, develops, and coaches the HR team in the Netherlands
HR Roadmap Management: Manages parts of the HR roadmap and leads HR improvement projects with guidelines from HR VP
Policy Development: Sets up and optimizes relevant HR policies, procedures, and instructions
Team Delegation: Delegates tasks to NL HR team, manages deadlines, and steers recurrent team meetings
Policy Presentation: Presents and explains new policies, initiatives, labor law implications, and changes requiring knowledge sharing
HR Strategy Support: Supports the establishment of the HR strategy

46. HR Manager Essential Functions

Regional HR Support: Provide regional HR support for Japan, South Korea, and other regions
Employee Lifecycle: Work with all key areas in the employee lifecycle to ensure good regional practices
HR Team Collaboration: Work closely with other HR teams such as HR Business Partners, Benefits, Compensation, and Payroll
Program Implementation: Support the roll-out and implementation of relevant HR programs in support of the business needs of the organization
Resource Optimization: Oversee optimization of resources and activities to provide high-quality support across Expedia Inc
HR Generalist: Function as a generalist in a variety of Human Resources activities, including processing, administrative, employee relations, and management of issues
Employee Relations Resolution: Resolve employee relations issues through a systematic approach
Program Coordination: Design and coordinate proactive programs, procedures, and plans relating to employee relations activities
Guidance & Investigation: Provide guidance to managers and employees on employee relations issues, investigate formal employee complaints, and make recommendations on the company's response to the employee
Legal Compliance: Ensure that legal requirements are met in terms of employee relations to minimize liability exposure
Partnership: Partner at all levels of the country, from General Manager, Country Manager, and leadership team to agent-level employees
Process Improvement: Develop process improvement and optimize HR procedures, practices, and process flows
Network Collaboration: Partner across Expedia locations to drive consistency, best practice sharing, and program implementation across the network

47. HR Manager Tasks

HRBP Collaboration: Collaborate with HR Business Partner(s) (HRBP) to support key business initiatives and strategies
Customer Service: Provide excellent customer service to the UK and other European managers who have employees in Poland
Generalist HR Services: Offer excellent generalist HR services to the Country Director, Management, and all local employees in Poland (including Warsaw)
Policy Advisory: Advise on all HR queries regarding policy and procedures in compliance with local laws
Administration Processing: Process all administration relevant to the department and activities with the support of the HR Shared Services
Record Maintenance: Ensure that accurate records (paper-based and electronic) are maintained and procedures followed per local legislation
Audit Support: Provide required input/documents for local audits or ISO Certifications/Reviews
Shared Services Collaboration: Work closely with the HR Shared Services team to ensure consistency and a high-level customer and employee experience
Legislation Updates: Update with local legislations and procedures for implementation and advise HRBPs on suggested or required changes

48. Human Resources Manager Role Purpose

Business Understanding: Based on a deep understanding of the business profile, goals and priorities, develop, agree and deliver
Business Insight: Leveraging strong business acumen, provide insight and plans
People Strategy Support: Support the business agenda and strategy from a people perspective
HR Change Leadership: Lead a range of HR change projects to improve and transform HR operations
HR Team Management: Effectively manage and motivate the local HR team
HR Strategy Implementation: Lead the implementation and execution of an HR strategy, plan and policy at all locations in the region
Improvement Recommendations: Identify deviations and make recommendations for improvements to the board and management
Workforce Optimization: Work alongside business leaders and managers to ensure the optimal workforce structure and reporting relationships

49. HR Manager Essential Functions

Business Objectives: Deliver business objectives (right structure and right people in the right roles)
Employee Relations Advice: Advise managers on employee relations cases, including Employment Tribunal management and company representation
Union Consultation: Lead consultation with local/national trade unions and employee participation in various countries
HR Project Leadership: Act as HR lead on key business projects and potential acquisitions/legal transfers to XPO
Performance & Succession: Work with stakeholders to ensure strong performance management, talent, and succession planning
HR Updates: Keep management and Operations leaders informed about HR developments affecting policies and priorities
Culture & Inclusion: Drive a culture of a ‘great place to work’ and contribute to Inclusion and Diversity to boost retention and advocacy
Process Improvement: Facilitate business success by improving effectiveness, removing obstacles, and streamlining HR policies and processes

50. HR Manager Roles and Details

Policy Implementation: Implement human resources policies and procedures at the local and European levels
Works Council Support: Support management in relation to works council issues
Regulatory Compliance: Guarantee timely and appropriate fulfillment of HR administration and labor regulations requirements
Team Management: Direct management of a local HR representative
Training Implementation: Implement training plans supporting employees’ professional development and improvement
Recruitment Management: Manage recruitment and hiring activities with HR Europe consultation and compliance
Budget Management: Work on the annual definition of the local HR budget
Payroll Support: Manage the payroll process by providing support to the HR representative
Reporting: Complete reporting for recruitment, compensation proposals, headcount, and budget
Talent Management: Support talent management initiatives including recruitment, assessment, and development
Staffing Objectives: Work with management to meet staffing objectives locally and nationwide
Metric Improvement: Drive positive improvements in key metrics such as retention and employee engagement in line with business/divisional people plan

51. Human Resources (HR) Manager Key Accountabilities

Needs Assessment: Process such as assessment of needs and candidates’ profiles for office positions (CDI, CDD, Temp) in assigned LVMH Cosmetics brands
Internal Mobility: Support internal mobility processes, including expat movement from package proposal to settlement
Graduate Recruitment: Organize new grads recruitment for LVMH Cosmetics
Vendor Management: Select and manage external recruitment vendors through strong relationship building
Consultation & Advice: Partner with key people to consult and advise regarding teams and staff
HR Collaboration: Collaborate with HRthe team to execute projects and initiatives
Employee Relations: Manage employee relations and labor management
Labor Issues Management: Manage labor-related issues with line management
Preventive Support: Support HRVP for labor-related preventive actions and guidelines
Stakeholder Actions: Take necessary actions in cooperation with stakeholders

52. HR Manager Roles and Details

HR Partnership: Build and develop a trusted HR business partner and advisor relationship with leaders
HR Strategy: Develop and implement HR strategies and initiatives aligned with the overall business strategy
HR Advice: Provide advice and counsel to managers and team members regarding HR practices, policies, disciplinary and labor law
Leadership Coaching: Coach leaders/managers on developing their teams, building capability, and identifying talents
Team Collaboration: Build rapport with other HR members to ensure teamwork and synergy of resources (Learning and Development and C&B teams)
HR Metrics Support: Provide support to management through HR metrics
Benefits Administration: Participate and contribute to packaging review and benefits administration, including budget exercises
People Management: Manage team members' life cycle and people routine, acting as a single point of contact for internal clients
Project Management: Manage special projects and initiatives
Specialist Search: Search for specialists for official work in Europe
Recruiting Process: Maintain a stable and continuous recruiting process
Database Management: Work with and maintain a database of potential candidates in English
Cross-Branch Collaboration: Work in collaboration with other head offices and branches

53. Human Resources Manager General Responsibilities

Management Partnership: Partner with the Management team and global HR function to drive business results that optimize talent, structure, process, and culture
Employee Relations: Collaborate with the Site Leadership team to nurture and develop a world-class Employee Relations environment
HR Strategy: Develop short and long-term HR strategies and solutions to increase operational performance and efficiency
Policy Compliance: Ensure localized HR policies and practices satisfy corporate, federal, and state requirements
HR Advice: Provide advice and counsel to internal customers on human capital issues for fair and consistent treatment
HR Analytics: Utilize HR analytics tools to provide data such as headcount, absenteeism, and turnover to business partners
Ethics Promotion: Promote and model business ethics and core values
Training Development: Develop and conduct training and presentations
Continuous Improvement: Develop and recommend continuous improvement initiatives to increase engagement and work team effectiveness
Coaching & Partnership: Function as a coach and business partner
Issue Resolution: Resolve employee relations issues

54. HR Manager Duties and Roles

HR Systems Management: Manage the relationship with the outsourced HR systems provider (Trinet), ensuring accurate maintenance of employment records as the business expands
Recruitment Management: Work with the ATS provider to post compelling job adverts and proactively manage recruitment and selection for all vacancies up to VP level
Compensation Frameworks: Develop compensation frameworks benchmarked to industry standards for all job vacancies
Onboarding Process: Develop and manage processes to welcome and safely onboard new starters, including key information, health and safety, equipment, and induction
Policy Development: Develop and implement key HR policies in line with federal and state employment regulations
Offer & Background Checks: Develop and manage a consistent process for issuing offer documentation and conducting background checks and verifications
Employee Relations: Handle employee queries and develop processes for complaints and disciplinary matters
Internal Communication: Work with the CEO to internally communicate key HR messages and initiatives

55. HR Manager Roles and Responsibilities

Training Development: Develop training and guidance for employees and explore requirements for a scalable LMS
Data Capture: Begin to capture people's data and metrics to inform future people plans
Interim HR Management: Career Interim HR Manager comfortable working independently in a stand-alone capacity
Generalist Experience: Generalist experience in a start-up/high-growth environment covering recruitment, HR systems, policies, labor law, learning and development, employee engagement
Labor Law Knowledge: Excellent knowledge of federal and state labor law and HR best practices
Integrity & Confidentiality: Maintain confidentiality and discretion
Judgment & Independence: Uses sound judgment and performs independently
Task Diligence: Responsible for a diligent approach, completing tasks with strong attention to detail

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