WHAT DOES A HUMAN RESOURCES DO?

Published: Jun 18, 2025 - The Human Resources Professional plays a vital role in managing employee relations, recruitment, and organizational development. This role ensures compliance with labor laws, supports performance management systems, and fosters a positive workplace culture. The individual contributes to talent retention, operational efficiency, and long-term business success through strategic and people-focused initiatives.

A Review of Professional Skills and Functions for Human Resources

1. Human Resources Admin Assistant Duties

  • Clerical Support: Provides clerical support to assigned management and business unit and/or functional department personnel
  • Document Formatting: Formats various business correspondence, reports, etc., from handwritten notes, rough drafts, transcribing machines, or general instructions
  • Content Editing: Reviews and edits for sufficiency
  • Signature Routing: Obtains necessary signatures and routes accordingly
  • Meeting Coordination: Arranges and publishes meeting schedules, secures location, and prepares agendas, presentation materials, etc.
  • File Management: Develops a filing system and a follow-up system
  • Inventory Coordination: Coordinates and maintains office supply inventory and associated records
  • Safety Compliance: Understands and complies with company safety policies and procedures as related to this position, including reading all relevant safety literature, using protective equipment and practicing good housekeeping

2. Human Resources Administrative Assistant Details

  • Office Management: Managing the physical infrastructure of the office, including the kitchen (all non-lab space)
  • Record Handling: Office record keeping and handling of mail and shipping requests
  • Call Management: Handling all inbound calls, including acting as liaison with building management and support staff
  • Meeting Support: Organizing and assisting employees with meetings, conferences and direct calls
  • Visitor Reception: Welcoming non-employees to the office
  • System Maintenance: Assisting in managing and maintaining the information systems
  • Supply Ordering: Ordering of equipment, office supplies and other inventory
  • Data Management: Inputting, filing and managing the data that is stored within the organization's office system
  • Document Preparation: Ensuring that documents, reports and presentations are set up before any meetings
  • Reservation Management: Managing the room and desk reservation system
  • Event Coordination: Assisting in periodic event management, including hosted seminars, happy hours and team events

3. Human Resources Administrator Responsibilities

  • HR Processes: Managing end-to-end HR processes such as starters, leavers, and employee life-cycle changes
  • Record Amendment: Amendment to the employee records on HR Workday for payroll submission
  • Information Maintenance: Maintaining all employee information and records on HR Workday
  • Letter Production: Production of changes to terms and conditions letters
  • Reference Coordination: Coordinate and provide reference requests for current and ex-employees and regulatory references
  • Contract Oversight: Oversight and control of new employees from the contract agreement stage which involves collaboration with Talent Acquisition Partners
  • Pre-employment Checks: Processing of pre-employment checks for new employees
  • Regulatory Processing: Processing and oversight of SMCR and certified regulatory role-specific checks
  • Reward Collaboration: Collaboration with Reward on Career Framework and Compensation and Benefit queries

4. Human Resources Analyst Job Summary

  • Client Communication: Communicating with the Client to obtain information and provide updates
  • Document Preparation: Review, analyse and prepare documents, reports, spreadsheets
  • Process Improvement: Identify process simplification, standardization, and digitalization opportunities
  • Process Understanding: Deeply understand processes, end-to-end systems, and procedures
  • System Management: Manage, update, and use digital systems, platforms, and tools
  • Query Response: Provide timely responses to client queries
  • Data Analytics: Manage program reporting and analytics, deal with a great amount of data, and work with Excel
  • Research Generation: Conduct data research, generate internal and Client-related documents such as presentations, materials, and plans
  • Session Participation: Participate in Client sessions, calls, and provide proper outputs
  • File Administration: Maintain and administer quality and Client project-related files
  • Team Collaboration: Collaborate with project teams and Clients, reach out to the Supervisor to solve issues, questions, and tasks to be performed

5. Human Resources Assistant Accountabilities

  • Records Maintenance: Maintain employee records
  • Recruitment Assistance: Assist with the recruitment process of hourly manufacturing positions
  • Documentation Oversight: Oversee the completion of new hire documentation, including compensation and benefits
  • Employee Orientation: Perform employee orientations
  • Payroll Processing: Process payroll and resolve any payroll errors
  • Exit Management: Complete termination paperwork and exit interviews
  • HR Trends: Keep up to date with the latest HR trends and best practices
  • Safety Participation: Participates in regular safety meetings, safety training and hazard assessments
  • Accident Reporting: Report all accidents and injuries promptly

6. Human Resources Assistant Manager Functions

  • HR Operations: Handle the full spectrum of HR duties
  • Work Pass Management: Handle all work pass applications, renewals under the Employment Act
  • Document Preparation: Preparation of relevant documents such as a letter of appointment, employment verification etc.
  • Employee Records: Maintain and update all employee records in the system, handle the employee enrollment and resignation process
  • Complaint Handling: Investigate and/or escalate complaints brought forward by employees
  • Project Planning: Assist the business in terms of HR Projects Planning
  • Policy Support: Provides support on HR Policies formulation, government grants/surveys, claims, budgeting, and employee benefits
  • Event Coordination: Coordinate with teams for company events or projects
  • Dormitory Oversight: Overseeing foreign workers' dormitory matters
  • Review Management: Managing the annual performance review exercise

7. Human Resources Associate Job Description

  • Process Administration: Provide excellent quality administration for People processes across the full employee lifecycle
  • Contract Management: Sending contracts and offer letters, changes to employee terms and conditions
  • Query Response: Respond to all queries timely and in a way that aligns with values
  • Case Support: Manage all administration, coaching and low-level decisions associated with employee relations cases (including note taking)
  • Data Analysis: Manage and analyse people data to ensure accuracy and provide key people information to other teams in the business (e.g. Finance)
  • Procedure Updates: Update procedure and process flow chart documentation and checklists
  • Data Maintenance: Responsible for the accurate filing and maintenance of employee data via the People Information System - Workday
  • Communication Management: Responsible for the People operations communication channels both internally and externally (e.g. background checks and referencing)
  • Project Support: Assisting with ad hoc projects and opportunities to take the lead in team meetings
  • HR Induction: Responsible for the delivery of HR inductions and presenting to new joiners

8. Human Resources Business Analyst Overview

  • Process Workshops: Set up and run process workshops with the relevant workstream stakeholders to define As Is and To Be processes
  • Policy Documentation: Identify and document rules, policies and local laws that impact processes
  • Risk Management: Identify and document risks, issues and mitigation
  • Variation Approval: Identify essential regional and country variations and present HRLT for approval
  • Requirement Management: Manage requirements through the sign-off process
  • Scenario Definition: Define the business scenarios to be used for writing system test scripts
  • Test Participation: Contribute and participate in testing cycles
  • Change Support: Work with the Change, Communications and Learning workstream to identify change impacts

9. Human Resources Business Partner Details and Accountabilities

  • HR Expertise: Provide expertise covering a wide range of HR areas to drive the company's strategic initiatives
  • Issue Resolution: Proactively help resolve issues and offer advice to enable a rapidly growing team and ensure maximum effectiveness for partners
  • Strategy Leadership: Lead on core HR strategies including talent acquisition, reward and recognition, culture projects, regulation and compliance, and process improvement
  • Case Administration: Providing guidance, support and administration of case work, including absence, conduct, probation and performance management
  • Employee Development: Overseeing programmes that invest in current employees and help develop them in their chosen careers in line with business needs
  • Feedback Engagement: Ensuring team members feel heard, valued and appreciated, and developing a feedback loop where they own the actions created
  • Lifecycle Oversight: Overseeing a world-class onboarding and employee lifecycle process
  • Welfare Support: Ensure that employee welfare and support is provided by Team Leads by educating and supporting their understanding of employment legislation, best practice and company policies

10. Human Resources Coordinator Tasks

  • Resume Screening: Assist in recruitment efforts for all personnel by reviewing and pre-screening resumes
  • Tech Recruitment: Utilize all manner of technology and available resources and tools including social media, for recruitment
  • Training Coordination: Coordinate and conduct employee training and development
  • Process Research: Research industry trends and best practices to improve HR processes and policies that enhance employee satisfaction
  • Benefits Administration: Perform benefits administration including reporting changes, reconciling invoices, communicating benefits information to employees, and assisting with open enrollment
  • Orientation Support: Assist with new hire orientation and onboarding processes, including guiding new staff through the completion of employee paperwork, review of employee handbook, policy discussion, and timekeeping instructions
  • Regulatory Compliance: Maintain compliance with federal, state, and local employment and benefits regulations, including ensuring legal postings are current

11. Human Resources Executive Roles

  • HR Operations: Assist the Human Resource department in day-to-day functional operations
  • Recruitment Coordination: Assisting in the coordination of recruitments, interviews, salary negotiation, etc.
  • Record Maintenance: Maintaining HR records, such as compensation, attendance, leave records, travel, joining and exit details, etc
  • Document Preparation: Preparing and submitting all relevant HR letters/documents/certificates as per the requirements of employees in consultation with the management
  • Statutory Compliance: Ensuring statutory compliances for PF withdrawal, annual returns, travel record maintenance, labour law and record information on a timely basis
  • Candidate Screening: Assisting and coordinating with the recruitment department in sourcing, screening, scheduling and interviewing
  • File Management: Maintain employee files and keep records up to date
  • Database Updating: Maintaining and regularly updating the master database (personal file, personal database, etc.) of each employee
  • Grievance Handling: Resolving grievances or queries that any of the employees have
  • Issue Escalation: Escalating to the right level depending on the nature of the grievance or issue
  • Confidential Communication: Keeping all official communications confidential at all levels

12. Human Resources Generalist Additional Details

  • Task Management: Manage multiple administrative tasks and recruiting processes
  • Recruiting Strategy: Collaborate with leads to define recruiting strategies and plans
  • Onboarding Process: Manage the end-to-end onboarding process for new hires
  • Visa Coordination: Cooperate with the legal department to prepare and complete documents to obtain a visa and work permit
  • Project Participation: Lead and/or actively participate in HR projects (e.g. creation of the feedback standards in the organisation)
  • HR Support: Take on various HR roles to support the employees (as a recruiter, coach, mediator or business partner)
  • Benefits Management: Manage employees' benefits (medical care, sports cards etc.)

13. Human Resources Intern Essential Functions

  • Benefits Support: Assist with day-to-day Compensation, Benefits, Health and Wellbeing work
  • Task Management: Keep up with the overall daily Total Rewards task
  • Meeting Participation: Participate in daily/weekly meetings
  • Data Analytics: Data creation and analytics for Total Rewards metrics
  • Form Creation: Electronic form creation and the collection of information from various groups
  • Work Planning: Develop a structured work plan to assist Total Rewards Leaders in shorter-term and longer-term projects and tasks
  • Data Coordination: Compile and coordinate data to research potential Total Rewards-related projects
  • Process Development: Develop processes/flow chart or action plan to be able to explain the work order process

14. Human Resources Operations Coordinator Role Purpose

  • Query Response: Respond to HR queries
  • Employee Induction: Conduct employee inductions
  • Lifecycle Management: Full employee lifecycle process
  • Information Sharing: Providing HR information to line managers
  • Process Improvement: Participates in continuous improvement workshops and projects
  • Knowledge Sharing: Shares knowledge with peers
  • Team Collaboration: Collaborate and build relationships across teams
  • Project Assistance: Assist with HRSS special projects, training

15. Human Resources Operations Specialist General Responsibilities

  • Policy Development: Lead the development and management of thoughtful and scalable HR policies and procedures that balance employee experience with legal requirements
  • Data Reporting: Own all HR data and reporting including monthly and quarterly reports as well as custom dashboards and metrics
  • System Optimization: Optimize and maintain current people, systems and tools with employee user experience and data integrity in mind
  • Process Analysis: Analyze current processes, policies, and workflows across the full employee lifecycle, identify opportunities for improvement, and implement solutions
  • Cross-functional Collaboration: Collaborate cross-functionally with key stakeholders, Talent Acquisition, Finance, and Operations to create a seamless onboarding experience for new hires
  • Vendor Coordination: Coordinate with vendors for leaves of absence (LOA), benefits administration, and open enrollment
  • Inquiry Management: Be the main point of contact for general employee inquiries and requests, managing the HR ticketing system
  • Partner Support: Support HR Business Partners with various projects and functions, including benefits programs, compliance and reporting, compensation planning, and immigration
  • Project Delivery: Drive projects from end to end including discovery, project planning, and implementation

16. Human Resources Administrator Key Accountabilities

  • Meeting Notes: Taking notes for HR Meetings
  • Project Support: Providing support with HR projects
  • Inbox Monitoring: Monitoring the HR inbox, ticketing system and other channels
  • System Administration: Administering and maintaining the HR information system
  • Recruitment Assistance: Assisting the HRBP with recruitment (new starter process, right to work and security checks and interview co-ordination)
  • Rota Management: Administering and maintaining the rota planning system
  • Benefits Administration: Managing the administration of company benefit schemes, health insurance, pension, life assurance etc
  • Reference Response: Responding to reference requests
  • Budget Invoicing: Managing invoicing/PO for the HR Team budget
  • Payroll Liaison: Liaising with department heads for information affecting payroll

17. Human Resources Program Manager Roles and Details

  • Issue Management: Works on complex issues, ensures budgets and schedules meet requirements and undertakes actions that impact business goals and objectives
  • Strategy Oversight: Oversees implementation of human resource strategies designed to meet employee needs while aligning with the organization’s goals and mission
  • Organizational Alignment: Works closely with managers to align organizations properly
  • Work Outsourcing: Drives to outsource work to meet strategic initiatives and goals
  • Employee Relations: Expert in employee relations and HCL outsourced support
  • HR Consulting: Provides human resource consulting to managers and employees in the areas of resource planning and staffing, employee development, compensation, diversity awareness and balanced workforce
  • Process Simplification: Recommends and implements process simplification routinely within the functions and HCL
  • Challenge Resolution: Anticipates internal and/or external business challenges, addresses promptly and works to identify and deliver solutions
  • Change Support: Drive and support change measures
  • Program Delivery: Uses best practices and knowledge of internal and external business issues to deliver programs that facilitate the execution of business priorities
  • SME Resource: Acts as a resource for colleagues and partners as an SME
  • Policy Guidance: Decisions guided by policies, procedures and business objectives and the annual plan

18. Human Resources Project Manager Responsibilities and Key Tasks

  • Organizational Consulting: Consult with HR Business Partners and senior management on a variety of organization effectiveness issues for both the current state and future growth and development
  • Change Support: Support PT Business Partners in organizational changes, providing process support and tools that facilitate the proactive development of organizational capabilities
  • Culture Strategy: Develop and manage culture and engagement strategic plans and tactics (Culture Engagement Survey)
  • Project Management: Prepare, manage, and complete project plans
  • Problem Resolution: Identify problems, provide recommendations, and initiate resolutions
  • Culture Initiatives: Identify and execute enterprise culture initiatives
  • DEI Programs: Translate best practices in DEI into readily consumable resources and programs aligned to business needs
  • Resource Development: Create, maintain, and disseminate resources in a variety of formats across all levels of the organization
  • Advisor Trust: Earn trust across a range of levels and disciplines to establish yourself and the team as a trusted Subject-Matter Advisor
  • Team Collaboration: Connect and inspire people to drive effective teamwork, communication, collaboration and commitment across multiple groups with competing priorities
  • Risk Mitigation: Identify, assess, track and mitigate issues and risks at multiple levels

19. Human Resources Reporting Analyst Duties and Roles

  • Talent Reporting: Production of monthly talent reports and dashboards
  • Reporting Improvement: Ongoing continuous improvement of HR reporting capabilities
  • Metric Ownership: Be an owner and a guide for the talent team for the commercial transfer of people metrics across the firm
  • Ad Hoc Reporting: Develop and produce ad-hoc reports using analytical reporting tools
  • Process Documentation: Maintain documentation of reporting processes and training guides for end users
  • Survey Analysis: Support HR Business Partners in survey collection and analysis of exit / stay interview information and reviewing trends and retention strategies
  • Data Analysis: Support HR team in conducting ad-hoc analysis for various business needs
  • Project Assistance: Assist in various HR projects and continuous improvement initiatives

20. Human Resources Representative Roles and Responsibilities

  • Employee Relations: Responsible for fostering positive employee relations and assisting employees with HR related issues across HEM Central functions
  • HR Initiatives: Responsible for driving key Human Resources initiatives to include Diversity and Inclusion and Employee Engagement, for assigned functions
  • Recruiting Support: Assist in the Recruiting of all HEM Central roles
  • Session Participation: Participate in annual calibration sessions
  • Training Development: Contribute to the development of training programs and participate in facilitating training sessions
  • Employee Coaching: Coach, counsel and guide managers and employees
  • HR Alignment: Maintain close partnership with the HR team in the administrative office and at the sites to ensure alignment with HEM and Corporate initiatives
  • Feedback Promotion: Develop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes
  • Project Management: Leads, manages or assists with special projects

21. Human Resources Services Specialist Duties

  • Knowledge Management: Utilizes a knowledge management system to respond to requests from HR staff, managers and employees on HR or Payroll policies, procedures, and tools
  • System Navigation: Navigates on the company’s systems and tools and explains their functionality
  • Data Processing: Processes information, data, transactions, and letters related to HR or Payroll data
  • Case Tracking: Tracks customer contacts and inquiries in the case management system
  • Task Reassignment: Monitors the case management system and reassigns tasks to appropriate teams
  • Issue Escalation: Escalates necessary matters to policy owners for resolution
  • Relationship Building: Possesses strong interpersonal skills to successfully build productive relationships at all levels of the enterprise
  • Professional Conduct: Conveys a professional, knowledgeable, helpful and confidential approach

22. Logistics Human Resources Specialist Details

  • Candidate Interviewing: Conducts interviews for potential candidates for the Nagareyama Logistics Centre
  • Employee Supervision: Manage temporary employees via the Temporary Employee Agencies
  • Attendance Tracking: Manage employees’ attendance management
  • Workforce Planning: Planning of manpower/headcount strategies
  • Newcomer Orientation: Conduct induction and orientation for new joiners
  • Department Liaison: Liaise with other departments regarding manpower issues
  • Cost Management: Cost management of manpower costs
  • Performance Support: Support the Site Manager for employee performance reviews
  • Policy Alignment: Communicate with the HR team in Tokyo/Osaka to align HR policies
  • Wellbeing Management: Manage the mental/emotional well-being of Nagareyama Logistics Centre employees

23. Human Resources Supervisor Responsibilities

  • Record Maintenance: Maintain employment records using HR management systems
  • Policy Communication: Communicate human resource policies, procedures, laws, standards and other government regulations
  • HR Advising: Serve as an effective and dedicated HR adviser to employees and management
  • Issue Investigation: Investigate employee relations issues, such as harassment allegations, work complaints, or other employee concerns and provide recommendations
  • Onboarding Facilitation: Facilitate a smooth new hire onboarding process
  • Program Implementation: Promote and implement various HR programs and site events
  • Benefits Administration: Responsible for the administration of site benefits
  • Team Supervision: Supervise HR Generalist
  • Policy Updating: Policy/procedure/handbook updates
  • Compliance Management: Compliance posting requirements
Relevant Information
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