WHAT DOES A HUMAN RESOURCES LEAD DO?

Updated: Oct 14, 2025 - The Human Resources Lead drives people strategies aligned with business goals, balancing global consistency with local needs across the employee lifecycle. This role uses data to influence leadership, boost engagement, and foster a high-performance culture across time zones. The lead also sets the HR agenda with credibility and autonomy, ensuring scalable, action-driven solutions in a dynamic environment.

A Review of Professional Skills and Functions for Human Resources Lead

1. Human Resources Lead Duties

  • Recruitment Management: Collaborate with leadership to construct and manage the recruiting, hiring, and onboarding process flows
  • Candidate Pipeline: Build, manage, and serve as the primary touchpoint for the pipeline of candidates for each current and projected job opening within the family of brands
  • Intranet Oversight: Oversee the internal company intranet and shared resources center
  • HR Operations: Establish the internal People Operations department and build internal processes for routine HR operations such as performance reviews and exit interviews
  • Employee Support: Support employees on a day-to-day basis and answer questions about benefits and company policies
  • Data Management: Maintain records of personnel-related data, including payroll, personal information, leaves, and turnover rates in the database, and ensure all employment requirements are met
  • HR Analytics: Track and analyze HR metrics
  • Team Building: Prioritize and lead the coordination of team-strengthening and morale-building exercises
  • Project Management: Create and complete ad-hoc HR projects, such as collecting employee feedback
  • Continuous Improvement: Ensure that leadership and the company evolve, adapt, and incorporate feedback and lessons learned from all team members' experiences
  • Team Growth: Grow the People Operations Team as the company continues to expand and scale

2. Human Resources Lead Job Summary

  • Business Partnership: Act as a business partner to the site leadership team
  • Employee Advocacy: Advocate for people by seeking fairness and win-win results
  • Policy Expertise: Develop and interpret Braskem People and Organization policies and procedures and serve as the subject matter expert
  • Culture Champion: Champion the Braskem culture, fostering collaboration, meritocracy, and trust
  • Manager Coaching: Coach and counsel managers on employee relations matters, including performance, discipline, personal development, recruiting, and retention
  • Workforce Analytics: Use analytics for workforce planning, demographic strategizing, compensation benchmarking, and organization structure
  • Compliance Monitoring: Ensure legal compliance by monitoring and implementing applicable federal and state human resource requirements
  • Employee Experience: Create a unique experience throughout the entire team member life cycle, including new employee orientation
  • Succession Planning: Develop succession planning for key positions
  • Community Support: Support community activities and coordinate employee activities, including the Wellness Program, Family Day, and Year-End Celebration

3. Human Resources Lead Accountabilities

  • HR Support: Support the Country HR Director on both operational and strategic levels in a fast-moving, dynamic organization
  • Client Support: Act as first tier HR support to client groups of technology and business process professionals based in Ireland
  • Employee Life Cycle: Support employee life cycle events for employees including recruitment, onboarding, and development
  • Relationship Building: Build effective relationships within the business, providing managers and associates with professional and proactive support
  • Compliance Advice: Advise managers and associates on statutory compliance and HR best practices, such as disciplinary, grievance, and maternity
  • Employee Relations: Support a high volume of employee relations cases
  • Data Analysis: Analyze employee relations data, identify trends, and make recommendations to improve processes and practices
  • Strategy Development: Design, develop, and implement strategies, policies, and training in line with organizational requirements
  • HR Administration: Work with offshore administration teams to ensure a robust and smooth HR administration service is delivered to associates
  • Implementation Support: Contribute to the delivery of HR implementation plans with a focus on employee engagement
  • Project Support: Support HR related projects such as induction, performance management, and talent management
  • People Projects: Support business unit-related projects and implementation from a people perspective
  • Reporting: Prepare weekly and monthly HR reports, including attrition and absence management

4. Human Resources Lead Job Description

  • HR Leadership: Lead the end-to-end HR function for Thailand for all employee segments including office and retail stores
  • Organizational Partnership: Partner closely with the GM and leadership team in Thailand to ensure organizational readiness and capability to deliver business results
  • Team Development: Support and provide advice in structuring and developing teams to maximize performance and employee engagement
  • HR Planning: Develop and execute the overall HR plan for Thailand, considering both global initiatives and local business needs
  • Employee Experience: Drive programs and initiatives that elevate the company experience and employee value proposition for employees, including initiatives related to team engagement and wellness programs
  • Talent Coaching: Coach leaders and managers on talent management and performance management
  • Performance Management: Work with managers to identify ways to motivate and challenge teams to ensure employee performance, engagement, and accountability, including facilitating and delivering training programs for corporate and retail employees
  • Employee Relations: Establish trust with employees to help them navigate job issues, provide counsel on career development, and answer general questions regarding HR programs and policies
  • Contract Negotiation: Facilitate the negotiation and preparation of contracts and salary calculations, as well as the relocation process

5. Human Resources Lead Overview

  • Rewards Management: Work with the regional rewards team to ensure rewards programs are competitive and build business cases for proposed changes in benefits
  • Policy Review: Continually review HR policies, procedures, and documentation to ensure employment and work practices follow applicable laws and regulations
  • Payroll Collaboration: Collaborate with the payroll team to ensure precision in salary payments and accurate and timely accounting entries
  • HR Systems Management: Ensure Workday is up to date with employee personnel data, compensation details, and organizational structure changes
  • Budget Preparation: Work with various stakeholders and finance to prepare yearly HR budgets and quarterly forecasts of people costs
  • Project Participation: Participate as a team member on multi-disciplinary projects that utilize various parts of the HR organization to achieve project objectives
  • Employee Relations: Manage all employee relations matters for Thailand in full compliance with company policies and local regulations
  • Manager Training: Train people managers in both office and store settings on employee relations processes
  • Team Development: Hire and develop the HR team in Thailand and keep them engaged and motivated

6. Human Resources Lead Details and Accountabilities

  • HR Strategy Deployment: Deploy global and standardized HR strategy in partnership with business leaders to drive the achievement of business objectives in areas such as organizational design, succession planning, career management, performance management, and workforce planning
  • Culture Development: Drive a strong culture through organizational development interventions, coaching, and business partnership with leadership
  • Team Leadership: Lead the HR team through a matrix structure
  • Talent Analytics: Access and derive insights from the HR dashboard of talent analytics to inform talent strategies in developing diverse leadership talent and technical capability across the business
  • Cross-Functional Partnership: Partner with global or cross-sector function leaders to shape and define culture, credo, employee engagement, and change initiatives and implementation plans
  • Capability Management: Identify key capabilities aligned with business goals, conduct gap analysis, and develop and implement buy or build strategies in partnership with business leaders
  • Portfolio Management: Manage the portfolio of HR work for a region and sector in support of business goals and enterprise and sector HR strategies
  • HR Team Management: Manage the HR team, either through direct reporting or through the matrix
  • Employee Communication: Play a consultative role in employee communication during change initiatives within client groups
  • Cultural Discipline: Instill cultural discipline to ensure global deployment of core processes and programs across the sector and region

7. Human Resources Lead Additional Details

  • Business Improvement: Understand business goals and design and implement new approaches, policies, and procedures to drive continual improvements for leaders and employees
  • Senior Leadership: Demonstrate the desire and ability to be an influential and credible senior HR leader within the team, setting the tone, agenda, and direction for the full people plan
  • Talent Management: Understand the entire talent system and each stage of the employee lifecycle while balancing local processes and practices to create a consistent experience for all Studio employees
  • Solution Identification: Identify when local solutions and approaches are needed versus broader and scalable approaches
  • Results Focus: Focus on solutions and work comfortably in an environment that demands strong deliverables
  • Operational Excellence: Demonstrate a bias for action with operational excellence
  • Autonomous Operation: Operate with autonomy, discretion, and a true hands-on approach
  • Engagement Monitoring: Monitor the pulse of a broad group of employees to ensure a high level of employee engagement
  • Data-Driven Decisions: Use data and organizational health metrics to make decisions and keep leadership informed
  • Change Adaptation: Demonstrate experience in a rapidly changing and complex work environment
  • Flexible Work Support: Support a flexible work environment and schedule across multiple time zones

8. Human Resources Lead Essential Functions

  • Legal Operations: Oversee Legal Support operations to ensure quality service levels are maintained and lawyers have the optimal level of support to service clients
  • Employee Relations: Manage employee relations matters confidentially and respectfully, escalating issues to the Regional Manager, Talent
  • Executive Support: Support C-Suite leaders on all talent matters related to the Edmonton office
  • Milestone Monitoring: Monitor employment milestones
  • Correspondence Preparation: Prepare correspondence for various employee lifecycle events
  • Leave Management: Manage employee leave and absence, including preparing documentation and initiating procedures
  • Payroll Preparation: Prepare bi-weekly payroll for submission
  • New Hire Processing: Review new hire documents for completion and follow up
  • Payroll Adjustments: Provide instructions for pay changes and amendments and review overtime reports
  • Disability Claims: Oversee short-term disability and long-term disability claims in conjunction with the Disability Specialist

9. Human Resources Lead General Responsibilities

  • Disability Reporting: Provide status reports and track short-term disability and long-term disability claims
  • Performance Coordination: Coordinate the performance cycle for the Edmonton office
  • Review Reporting: Prepare performance review-related reports and documentation
  • Stakeholder Liaison: Liaise with stakeholders to ensure the timely completion of reviews through continuous monitoring and follow-up
  • Data Collection: Collect post-review data and prepare reports for directors and managers
  • Exit Interview Reporting: Collect exit interview data monthly and prepare semi-annual reports for the Director, Talent Services
  • Time-off Management: Approve and maintain the vacation and paid time-off database, initiate new employee access and approvals, make changes, and audit the system for accuracy
  • Backup Arrangement: Arrange backup support for absences and vacations
  • Absence Tracking: Track all absences in the HRIS
  • Expense Processing: Process department and individual expenses and track against the budget
  • Project Participation: Participate in national talent-related projects

10. Human Resources Lead Key Accountabilities

  • Leadership Collaboration: Interface with functional and operational leaders on openings
  • Resume Review: Review resumes and create candidate pools
  • Interview Development: Develop the interview and selection process
  • Offer Recommendations: Create recommendations for offers
  • Performance Partnership: Partner with functional and operational leaders to complete the performance management and talent management cycle
  • Practice Consistency: Ensure consistent application of practices
  • Training Administration: Develop and administer local training
  • Training Utilization: Work with managers to identify the best utilization of corporate-sponsored training
  • Development Oversight: Ensure managers and employees complete development plans
  • Issue Resolution: Address complex and varied questions and concerns from managers and employees
  • Grievance Handling: Address employee grievances
  • Union Liaison: Liaise with unions or works councils
  • Merit Administration: Administer the annual merit process

11. Human Resources Lead Roles and Details

  • Manager Support: Support people managers on policies, procedures, and employee relations issues at all stages of the employee experience cycle
  • HR Function Building: Build an HR function that delivers best-in-class service to employees
  • Process Improvement: Embed new processes, drive team capability, and ensure high-quality service delivery in payroll, operations, and administration
  • Employee Relations: Manage employee relations activities and maintain a positive relationship
  • Culture Change: Drive culture change initiatives to energize, excite, and engage employees
  • Talent Management: Participate in and embed a culture of talent reviews, compensation, development, and succession planning across the Iberian organization
  • Resourcing Strategy: Oversee the resourcing plan and strategy, driving diversity and inclusion in all talent activities
  • Onboarding Management: Manage and deliver best-in-class inductions and onboarding activities across the team
  • Collaboration: Collaborate and engage with the wider HR and business community to provide a responsive, consistent, and forward-thinking HR service
  • HR Initiatives: Identify and deliver HR initiatives that support business priorities and targets

12. Human Resources Lead Responsibilities and Key Tasks

  • Recruitment Support: Support the full recruitment process from sourcing to interview and onboarding
  • Engagement Activities: Support the development and implementation of engagement activities
  • Legal Documentation: Prepare legal documents such as hiring letters and changes of contracts
  • Leave Management: Track probation, temporary staff dates, and manage sickness, maternity leave, holidays, time and attendance
  • Payroll Processing: Collect and process all input, including salary changes, starters, leavers, payments, and deductions for the payroll cycle to ensure correct and timely payment of wages in cooperation with the payroll team
  • Benefits Management: Manage employees’ benefit package including insurances
  • Database Compliance: Ensure the relevant HR database is up to date, accurate, and compliant with legislation
  • Values Promotion: Promote and embed Mattel values in all aspects of the people agenda
  • Communications Management: Manage the internal communications strategy across the team on all people-related topics, driving solutions that enable open communication

13. Human Resources Lead Duties and Roles

  • Strategy Facilitation: Support and facilitate the development and implementation of a clear strategy to deliver business results and improvement
  • Stakeholder Partnership: Partner with stakeholders including the plant leader, leadership team, employees, union, and divisional team to ensure consistency with Owens Corning policies, programs, and standards for both primary and salaried employees, including performance management and rewards and recognition programs
  • Talent Acquisition: Lead talent acquisition processes by working with staffing partners internally and externally for all salaried, primary, and contract employees
  • Productivity Partnership: Partner with the controller and site leadership to drive productivity and cost-out initiatives
  • Labor Relations: Develop and lead the labor relations strategy for all labor relations matters
  • Leadership Coaching: Provide effective leadership coaching to ensure constructive and consistent leadership compliant with the collective agreement
  • Contract Administration: Lead contract administration and grievance resolution processes
  • Negotiation Facilitation: Facilitate contract negotiations and arbitrations in partnership with labor relations counsel
  • Recruitment Activities: Perform recruitment activities for hourly and salaried roles
  • Leadership Development: Lead, coach, and teach leaders to create an environment where talent is developed through effective performance management and talent evaluation systems
  • Training Oversight: Oversee and drive the training and development pillar and ensure alignment with functional leadership on training, performance management, and talent development to reduce skill gaps and increase the efficiency and effectiveness of knowledge transfer strategies

14. Human Resources Lead Roles and Responsibilities

  • Training Leadership: Perform as the TPM Training and Development Pillar Leader at the site, responsible for executing TPM progress through skills matrices, loss analysis, and training center improvements
  • Gap Analysis: Perform gap analysis and training needs analysis and enable operator certification and credentials for job tasks in the area
  • Engagement Strategy: Own and drive the Guelph site employee engagement and communication strategy and execution
  • Survey Leadership: Lead the bi-annual Value of Employment and Operations Excellence survey, including data collection, communication, development, and implementation of resulting action plans
  • Recognition Management: Manage employee engagement and recognition management and events
  • Community Management: Manage community fundraising events and outreach
  • HRIS Management: Manage HRIS and payroll systems, ensuring accurate and timely transactions
  • Benefits Administration: Support pension and benefit administration
  • Disability Management: Manage short-term disability and WSIB cases
  • Documentation Maintenance: Maintain employee and human resources documentation consistent with Owens Corning’s record retention programs
  • Data Management: Ensure data management is consistent with Owens Corning programs and standards
  • HR Analytics: Leverage HR analytics to drive improvements

15. Human Resources Lead Duties

  • Recruitment Strategy: Implement and monitor recruitment, development, and retention strategies, programs, and initiatives aligned with the overall business and HR strategy
  • Culture Promotion: Promote corporate values and shape a positive culture
  • Employee Relations: Bridge management and employee relations by addressing demands, grievances, or other issues
  • Recruitment Coordination: Coordinate the recruitment and selection processes
  • Performance Management: Oversee the performance appraisal system that drives high performance
  • Succession Planning: Develop and implement career and succession planning for key staff
  • Training Assessment: Assess training needs to apply and monitor learning and development programs
  • Compliance Assurance: Ensure legal compliance throughout human resource management
  • HR Reporting: Report to the HR Director and provide decision support through HR metrics in the area of activity

16. Human Resources Lead Job Summary

  • Safety Leadership: Lead and support safety initiatives and processes to drive toward zero recordable injuries
  • Safety Communication: Effectively communicate safety strategy and performance to employees and engage them in system and process leadership
  • Role Modeling: Serve as a role model for the growth, development, and fair treatment of employees at Owens Corning
  • Leadership Coaching: Lead, coach, and teach leaders to create an environment where talent is developed through effective performance management and talent evaluation systems
  • Talent Acquisition: Fill openings with highly competent people using the appropriate mix of internal promotions and external recruitment to satisfy near-term performance and longer-term succession needs, ensuring the organization has outstanding talent
  • Talent Development: Invest in the growth and development of direct reports, partner groups, and self
  • Training Leadership: Lead the Training and Development Pillar within the plant
  • Strategy Contribution: Contribute to the development and execution of the plant and human resources strategy

17. Human Resources Lead Functions

  • Performance Improvement: Improve plant organizational results by measuring and assessing performance, diagnosing problems, and implementing highly effective solutions
  • Trusted Partnership: Develop a reputation and operate as a trusted advisor and business partner to the Plant Leader and Plant NLT members, contributing to plant strategy discussions beyond the HR area
  • Leadership Coaching: Coach all leaders in the organization with confidence and candor
  • Talent Optimization: Continuously improve assessment, selection, development, and retention of top talent
  • Work Environment: Continuously improve the work environment through engagement in TPM to ensure a safe, engaged, and productive employee base
  • Change Management: Lead change, action, and results through effective change management practices
  • Team Assessment: Assess team performance and facilitate interventions proactively
  • Organization Design: Create and implement optimal organization design and structure to enable the strategy
  • Compliance Management: Ensure compliance with relevant regulations and requirements pertaining to HR management to minimize risk and exposure to the company

18. Human Resources Lead Job Description

  • Leadership Counseling: Consult and counsel leaders on performance management, talent development, salary administration, succession planning, recognition, training gaps, employee relations, and employee conduct
  • Disciplinary Guidance: Guide and coach leaders through actions related to formal disciplinary procedures, jointly determine appropriate courses of action, review and provide suggestions for performance improvement plans, and ensure legal compliance with legal counsel
  • Process Improvement: Proactively identify areas for process improvement, innovation, and opportunities for efficiency and synergy
  • Engagement Partnership: Partner with management to improve employee engagement and increase productivity and retention, including the coordination of community or company events
  • Staffing Consultation: Confer with leaders to identify staffing needs, job specifications, job duties, qualifications, skills, and competencies
  • Recruitment Partnership: Partner with recruiting on internal and external recruitment efforts for all positions
  • Onboarding Coordination: Partner with hiring managers to ensure proper department onboarding tasks
  • I-9 Compliance: Ensure timely completion of new hire I-9s in partnership with hiring managers and find alternative sources to complete new hire I-9s for off-site or remote employees
  • Verification Update: Update I-9 verifications in HireRight

19. Human Resources Lead Overview

  • Training Delivery: Assist in the development and delivery of management and employee training sessions related to strategic initiatives, performance management, employee engagement, and succession planning
  • Program Development: Actively research, creatively design, and implement effective methods to educate, enhance performance, and recognize achievement, advising and collaborating on the development and administration of recognition programs with Group HR
  • Project Participation: Lead or participate in special or cross-functional project teams related to the company and TCR strategic initiatives
  • Employee Relations: Identify, evaluate, and resolve employee relations issues such as employee complaints, harassment allegations, and civil rights complaints
  • Trend Analysis: Conduct, analyze, and report on trends related to employee relations activities
  • Exit Interview Review: Review exit interviews to analyze reasons for separation and identify trends
  • Employee Coaching: Assist employees with developing personal strategies or action plans related to the workplace, including career development, performance improvement, peer or manager conflict, and communication
  • Visa Administration: Administer initial and ongoing visa and immigration requirements
  • Payment Administration: Administer one-time payments in Workday, including sign-on bonuses, severance, and tuition reimbursements

20. Human Resources Lead Details and Accountabilities

  • HR Structure: Build a world-class, practical, and agile human resources structure to support the scaling journey
  • Thought Leadership: Distill the best international thought leadership on the future of HR to guide thinking and approach
  • Culture Contribution: Contribute to people and culture through thought leadership and best practices
  • Culture Implementation: Inspire and drive the implementation of the internal people and culture roadmap and help build an amazing place to work
  • Culture Nurturing: Nurture, protect, and grow a strong company culture that values great human beings, excellent technical performance, and strong collaboration
  • Business Solutions: Solve business challenges through a structure of trust and accountability
  • Operations Execution: Execute people and culture operations with passion, balancing strategic planning and operational tasks
  • Corporate Planning: Develop corporate plans for a variety of HR matters, including compensation, benefits, health, and safety
  • Compliance Management: Ensure compliance with laws and regulations
  • Employee Relations: Serve as the point of contact for employee relations
  • Business Support: Support current and future business needs through an HR perspective
  • HR Oversight: Oversee all HR initiatives, systems, and tactics
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