WHAT DOES A HUMAN RESOURCES MANAGER DO?

Published: Aug 13, 2025 - The Human Resources Manager partners with leadership to align talent strategies with business goals, overseeing recruitment, retention, and leadership development. This role drives cultural and organizational development while fostering cross-functional collaboration and a values-based workplace. The manager also leads HR processes and talent programs across the employee lifecycle, serving as a trusted advisor to managers and employees.

A Review of Professional Skills and Functions for Human Resources Manager

1. Human Resources Manager Duties

  • Culture Building: Build and maintain the desired culture and employee engagement
  • Policy Development: Develop and implement HR policies, including reward programs
  • Change Management: Manage and deliver organizational change projects
  • Leadership Development: Increase personal leadership at all levels within the company
  • Council Collaboration: Work closely and effectively with the staff council
  • Facility Management: Professionalize facility management, including reception, office management, and canteen
  • Internal Communication: Manage internal communications
  • Team Development: Support the management team's development
  • Committee Coordination: Coordinate the supervisory board human capital select committee
  • Policy Review: Review, revise, and create employee policies and procedures
  • Project Flexibility: Remain flexible and adaptable to changing priorities with good project management skills

2. Human Resources Manager Details

  • Employee Relations: Enhance employee relations and employee engagement through onboarding of new employees, internal communications, community involvement, and employment risk management
  • Regulatory Compliance: Ensure organization-wide compliance with federal, state, and local employment laws and regulations
  • HRIS Management: Manage the organization’s HRIS and other platforms to ensure accurate, up-to-date, and appropriately accessible records
  • Inclusive Recruiting: Lead inclusive and equitable recruiting and onboarding processes
  • Hiring Coordination: Work closely with hiring managers to execute departmental hiring plans
  • Job Documentation: Create, review, and update job descriptions and job postings for new and existing positions
  • Onboarding Management: Manage and create onboarding and orientation processes
  • Benefits Administration: Administer all employee benefit programs such as health, dental, and retirement
  • Policy Implementation: Ensure consistent implementation and application throughout the organization
  • Compensation Programs: Manage workers’ compensation and unemployment compensation programs and maintain accident reports

3. Human Resources Manager Responsibilities

  • Customer Service: Ensure that superior customer service is provided to all employees and managers
  • Employee Engagement: Drive and participate in employee engagement and culture activities
  • Onboarding Management: Conduct employee onboarding and new hire orientation, manage the employee off-boarding process, termination, and exit processes
  • Initiative Execution: Oversee and execute the rollout of company-wide initiatives, including employee communications, professional development, on-the-job training, and compliance topics
  • Program Communication: Assist with the communication and rollout of HR programs and policies
  • Record Management: Maintain employee files and records in electronic and paper form
  • HR Technology: Stay current on HR technologies and seek ways to improve employee experience and administrative efficiency via technology
  • Recruitment Support: Provide support to the recruiting team, including posting position openings, pre-screening candidates, scheduling video and onsite interviews, arranging candidate travel for onsite interviews, and creating offer documents
  • Candidate Tracking: Enter, maintain, and update screening data, including shortlisting candidates, interview process, tracking of process steps, and completion of all pre-hire requirements
  • Recruitment Coordination: Provide ongoing support to recruiting team members, progressing all aspects of recruiting-related activity and other special projects

4. Human Resources Manager Job Summary

  • HR Management: Manage and oversee all HR functions to ensure that all activities are on track and align with company strategy, budget, legal, and customer requirements
  • Employee Development: Plan and host employee development programs to cultivate potential
  • Team Performance: Drive HR team performance and maximize team effectiveness by leveraging the strengths and potential of team members to meet HR KPI targets
  • Team Training: Develop the HR team and promote quality through continuous training, coaching, and project exposure
  • Performance Management: Assist with the performance management process, including evaluation cycles, manager coaching, and issue resolution
  • Conflict Resolution: Investigate, coach, recommend, and guide resolutions with employees and people leaders
  • Policy Compliance: Ensure that all company policies and procedures are up to date and aligned with current employment laws
  • Supply Management: Manage supply management, such as laptops
  • Career Coordination: Coordinate team career growth and training

5. Human Resources Manager Accountabilities

  • Candidate Management: Own the entire candidate life cycle, including upstream workforce planning with management
  • Job Administration: Manage job descriptions, postings, applicants, interviews, and candidate tracking on various job search engines and applicant tracking systems
  • Candidate Communication: Communicate thoroughly and compliantly with candidates and handle internal and external documentation from initial contact through job acceptance, including offer letters, background checks, drug screens, and payroll setup
  • Onboarding Oversight: In coordination with store general and plant managers, develop and track new hire onboarding during the 90-day probation period, including development, training, and performance
  • Organizational Effectiveness: Partner with CHRO and site leadership for organizational effectiveness and employee engagement
  • HR Systems: Manage core HR systems and processes for corporate store teams, including employee communication, pay and progression, and compliance documentation
  • Personnel Coaching: Assist with the development and management of personnel via proactive coaching, such as start-stop-continue feedback, workplace professionalism and etiquette, and disciplinary actions, including verbal and written warnings
  • Employee Investigation: Investigate employee complaints and concerns in line with company policy and legal requirements
  • Change Agility: Demonstrate agility during pressure and change in a fast-changing, iterative organization to adapt to new store processes, systems, and technologies
  • Pay System Implementation: Co-lead the introduction of a new pay and progression system for total field operations
  • Training Supervision: Supervise training and qualification of new and existing employees on equipment and procedures to enable employee success and operational efficiency at brand standards
  • Process Rollout: Partner with store management and operations for the rollout of a site's daily direction-setting process
  • Metrics Management: Own key metrics of the daily direction setting process, including daily PM completion tracking, incident reporting, and attendance and absenteeism tracking

6. Human Resources Manager Functions

  • Policy Implementation: Be responsible for the efficient implementation of HR policies and procedures and ensure the department’s strict compliance with all internal and external regulations
  • Performance Oversight: Monitor and oversee the employee performance evaluation process including recommendations for process improvement and implementation
  • Training Management: Manage training programs for employee growth implemented in-house or sourced from third-party providers
  • Recruitment Management: Manage all recruitment platforms, screen and schedule applicants, create and lead the hiring program
  • Professional Conduct: Conduct all duties with the highest degree of responsibility, commitment, integrity, and customer service orientation
  • HR Initiatives: Work with HR associates in crafting and implementing HR initiatives to improve employee engagement, staff development, and retention
  • Campaign Management: Run recruitment campaigns and contact potential candidates
  • Job Posting: Post jobs on the job portal website
  • Office Management: Manage the office and people
  • Interview Participation: Participate in interviews with candidates and write reports for the interviews
  • Professional Hiring: Hire professionals in various locations
  • Cross-Country Coordination: Cooperate with HR managers in multiple countries
  • Candidate Headhunting: Actively headhunt candidates

7. Human Resources Manager Job Description

  • Partnership Development: Develop and maintain strong partnerships with management to ensure HR strategies, processes, and practices are implemented
  • Employee Coaching: Provide purposeful and futuristic coaching and feedback to all levels of employees, addressing various employee-related issues and business needs
  • Regulatory Compliance: Ensure company compliance with all existing governmental and labor reporting requirements
  • Documentation Preparation: Partner in the preparation of required documentation for compliance with all state and federal laws
  • Employee Relations: Lead employee relations functions, including organizing and executing investigations into policy and law violations, and handling general grievances or concerns
  • Benefits Administration: Partner in the processing of workers’ compensation claims, leaves of absence, and benefits administration
  • Talent Development: Develop and facilitate talent development materials and initiatives
  • Operational Knowledge: Exhibit an active interest in company and venue-specific operational knowledge as it relates to providing value-added HR business partnership
  • Thought Leadership: Demonstrate thought leadership and suitable judgment in making HR-related business decisions
  • Staffing Management: Ensure optimum staffing levels exist throughout the unit at all times for operational success
  • Lifecycle Administration: Lead and administer a full employee lifecycle process throughout the region

8. Human Resources Manager Overview

  • Strategic Partnership: Actively participate as a functional manager and strategic partner on assigned teams, ensuring HR is an integral part of the business strategy
  • Policy Guidance: Provide direction to management in the interpretation and application of employee-related policies, practices, and procedures, as well as international laws, governmental regulations, and internal reviews to enhance consistency and improve the work environment
  • People Metrics: Manage and report on people metrics, including headcount, promotions, international service employees, and turnover
  • HR Initiatives: Lead a variety of HR initiatives at a divisional level, such as strategic workforce planning, compensation administration, and performance management calibration
  • Cultural Integration: Play an integral part in the employee insights survey results by integrating cultural values into day-to-day business activities
  • Decision Directives: Provide directives considering the impact upon the company’s financials, employee engagement, and future considerations, including new practices, policies, and procedures
  • Strategic Improvement: Research, benchmark, create strategic initiatives, and design implementation strategies to improve business unit results
  • Program Coordination: Coordinate programs for management recruiting, training, selection, reward, and recognition
  • Effectiveness Support: Assist managers in addressing individual and organizational effectiveness matters

9. Human Resources Manager Details and Accountabilities

  • Team Supervision: Directly supervise human resources coordinators by managing their administrative support for recruiting, placement, new employee onboarding, and training, such as new hire orientation
  • Personnel Advising: Advise and assist employees and management on a variety of personnel matters, including interpretation and application of human resources policies and processing of employee grievances
  • Training Coordination: Oversee the coordination of training initiatives for hourly and management personnel
  • Needs Assessment: Conduct needs assessments and may facilitate various training sessions
  • Course Research: Research courses and facilitators to meet staff development needs
  • Training Documentation: Ensure that training and other information are documented in the HRIS system
  • Program Communication: Communicate human resources programs, benefits marketing, and information dissemination, and contribute to employee training, recognition, and orientation programs
  • Information Dissemination: Frequently utilize company employee publications to communicate information
  • Audit Management: Conduct audits such as HRIS system information accuracy, I-9, and personnel files
  • Policy Development: Recommend and prepare new and revised policies for review by the HR director and approval by the managing director and the board of directors
  • Seasonal Recruiting: Assist with seasonal recruiting efforts by performing various tasks
  • Safety Administration: Assist with health and safety administration company-wide
  • IIPP Management: Maintain Injury and Illness Prevention Program (IIPP) and co-lead the safety team
  • Law Compliance: Remain current regarding changes in federal, state, and city employment laws
  • Compliance Assistance: Assist in ensuring the company is compliant with relevant laws
  • Event Supervision: Supervise employee events and activities

10. Human Resources Manager Tasks

  • HR Supervision: Supervise all HR activities and the HR team
  • Development Support: Partner with the SVP of HR to build plans, projects, training, and other initiatives to support development opportunities
  • Workplace Relations: Partner with leaders and employees to identify, establish, and maintain a positive work environment
  • Change Management: Help lead and support change management initiatives, as well as acquisition integration
  • Diversity Programs: Help lead and support diversity and inclusion programs that involve and engage employees and champion the initiatives
  • Onboarding Framework: Support the onboarding framework for new hires to ensure productivity and a strong employee experience
  • Performance Support: Work with leadership in performance-related discussions and plans
  • Business Engagement: Attend meetings to understand the business, the people, and stay abreast of changes on projects, teams, and their effect on the business and people
  • Office Oversight: Eventually oversee the office management and administration team
  • Employee Relations: Manage complex and sensitive employment and employee relations issues
  • Investigation Management: Conduct investigations regarding discipline and complaints, prepare reports with findings, and consult with department managers
  • Employee Counseling: Counsel employees on job-related issues and conduct exit interviews to determine reasons behind separations

11. Human Resources Manager Roles

  • HR Operations: Manage day-to-day HR operational services across the employee lifecycle and ensure service delivery meets agreed service level standards
  • HR Advising: Serve as the key point of contact, partnering with and advising managers at the unit level on a broad variety of HR matters, including recruitment and staffing plans, performance, compensation, talent development, training, recognition, diversity, engagement, terminations, and well-being
  • HR Solutions: Drive a broad range of HR solutions and processes to meet the evolving needs of a growing business
  • Database Management: Manage and maintain employee databases on HRIS and manually
  • Policy Management: Maintain and implement HR policies and procedures
  • Document Management: Manage and create all documents related to HR, such as employee contract agreements, promotions, demotions, and job rotations
  • Data Analytics: Manage employee information, analytics, and continuous improvement
  • Compensation Communication: Develop and deliver employee communication related to compensation and benefits programs, such as leaves of absence, sick days, and work schedules
  • HR Strategy: Plan, direct, manage, and implement all human resource initiatives and strategies through departmental accountabilities, including manpower planning, talent acquisition, talent development, compensation and benefits, employee retention, employee relations, employee engagement, employee review, and KPIs
  • Training Collaboration: Collaborate with other department leaders to deliver employee training programs, gather employee feedback, ensure compliance, and facilitate performance management

12. Human Resources Manager Additional Details

  • Business Partnership: Serve as a strategic business partner to the managing director and people managers to develop the talent management strategy, identify current and future business and organizational capability needs, and develop and implement business solutions and initiatives to support business goals
  • Cultural Development: Drive the development of local cultural capabilities to support the implementation of the business center strategy, together with the functional talent strategy
  • Recruitment Strategy: Oversee the development of recruitment, attraction, and retention strategy
  • Culture Building: Drive the development of the right culture at the location, ensuring the company culture is a living part of the office and creating the right environment for cross-functional collaboration
  • Process Implementation: Drive the implementation of all HR processes to support the organizational development strategy
  • HR Ecosystem: Create the HR ecosystem including strategy, policies, and processes to support talent management throughout the employee lifecycle
  • Headcount Planning: Drive headcount planning activities, mainly working closely with HRBPs, functional, and local managers
  • Talent Programs: Implement and support talent management programs, including leadership development programs, compensation, succession planning, career paths, employee attraction, engagement, and retention, new policies, programs, and change management
  • Talent Liaison: Act as a liaison between the talent acquisition team and leaders
  • Culture Coaching: Demonstrate expertise in the company’s cultural aspirations and advise and coach leaders and employees on culture guiding principles
  • HR Support: Serve as the primary contact and resource for employees and leaders in their area of support to address HR issues, questions, and concerns, and act as a coach for HR business partners on aspects related to employee relations
  • Issue Resolution: Get involved in escalations and work closely with other HR teams and centers of expertise to resolve issues and improve business standards

13. Human Resources Manager Essential Functions

  • Leader Communication: Maintain frequent contact with remote leaders to inform them of legal requirements, individual and collective agreements, and related matters
  • Conflict Mediation: Support as a mediator or coach in conflict management situations
  • Representative Relations: Maintain and enhance relationships with employee representatives and participate in negotiation discussions
  • Project Coordination: Coordinate or lead local HR projects and programs specific to the business center or designated functions
  • Process Improvement: Maintain a strong focus on continuous improvement and workflow optimization
  • Law Compliance: Ensure compliance with employment law provisions, company policies, and guidelines
  • Data Reporting: Prepare reports and analytics by collecting, analyzing, and summarizing data and trends
  • Recruitment Management: Manage recruitment, hiring, and compensation processes
  • Onboarding Oversight: Oversee new team onboarding
  • Incentive Management: Manage incentives and retention programs
  • Discipline Handling: Handle mediation, discipline, and termination processes
  • Procedure Organization: Organize by creating and updating standard operating procedures and job descriptions

14. Human Resources Manager Role Purpose

  • Strategic Support: Support the success of the organization’s strategic plan
  • Leadership Counseling: Lead and counsel leaders to optimize their human capital through employee engagement, organizational efficiency, employee relations, change management, learning and development, and performance management efforts
  • Talent Review: Work side by side with driven business leaders who embrace people and partner in leading the functional talent review process to identify high-potential talent, ensure their continued development, and craft solid succession plans for key roles
  • Culture Engagement: Keep a pulse on the culture and partner with associates to develop action plans to drive engagement
  • Diversity Recruitment: Partner with recruiting to brand, source, and attract a diverse team and drive effective onboarding practices, including leading new leader assimilations
  • Employee Relations: Help facilitate investigations and assist with decision-making on various employee relations matters
  • Process Improvement: Recommend process improvements or changes to improve the effectiveness and efficiency of operations within the business and HR team
  • Project Management: Project manage key initiatives and projects across the broader payment and risk solutions team
  • Change Leadership: Partner with senior leaders to act as a change agent on transformational business initiatives

15. Human Resources Manager General Responsibilities

  • Partnership Development: Develop and maintain strong partnerships with management to ensure HR strategies, processes, and practices are implemented
  • Staffing Management: Ensure optimum staffing levels exist throughout the unit at all times for operational success
  • Employee Coaching: Provide purposeful and futuristic coaching and feedback to all levels of employees, addressing various employee-related issues and business needs
  • Regulatory Compliance: Ensure company compliance with all existing governmental and labor reporting requirements
  • Documentation Preparation: Partner in the preparation of required documentation for compliance with all state and federal laws
  • Employee Relations: Lead employee relations functions, including organizing and executing investigations into policy and law violations, and handling general grievances or concerns
  • Benefits Administration: Partner in the processing of workers’ compensation claims, leaves of absence, and benefits administration
  • Talent Development: Develop and facilitate talent development materials and initiatives
  • Operational Knowledge: Exhibit an active interest in company and venue-specific operational knowledge as it relates to providing value-added HR business partnership
  • Thought Leadership: Demonstrate thought leadership and suitable judgment in making HR-related business decisions
  • Lifecycle Administration: Lead and administer the full employee lifecycle process throughout the region

16. Human Resources Manager Roles and Details

  • Ethics Commitment: Uphold the highest standards of ethics and personal responsibility at all times
  • Employee Recruitment: Recruit new employees, coordinate and execute interviews, and manage a candidate pipeline to support desired staffing levels
  • Onboarding Management: Lead employee onboarding, training, and continuing education programs
  • Training Coordination: Assist the executive team with the selection and contracting of external training programs and consultants
  • Time Tracking: Serve as administrator for time tracking software, design and implement time tracking policies and procedures
  • Payroll Verification: Verify time tracking approvals by the weekly payroll deadline
  • Performance Management: Direct performance management and improvement programs
  • Retention Strategy: Design and implement employee retention and compensation strategies
  • Benefits Administration: Design and administer benefits plans aimed at employee satisfaction, lead benefits training for employees and their families
  • Policy Development: Develop and document human resources policies, programs, and best practices, including the employee handbook
  • Safety Promotion: Champion employee safety, wellness, and health
  • OSHA Compliance: Track OSHA-required data
  • Engagement Measurement: Measure employee satisfaction and engagement, make recommendations to leadership on practices necessary to promote exceptional employee morale and motivation
  • Regulatory Compliance: Ensure compliance with local, state, and federal employment regulations and reporting requirements, including verifying legal documentation of employees
  • Risk Mitigation: Minimize company exposure to lawsuits
  • Legal Liaison: Serve as the primary contact with the employment law attorney and outside government agencies
  • Event Organization: Organize company and departmental events and team-building activities
  • Executive Communication: Keep the executive team informed of issues that could jeopardize the achievement of company goals and problems not being addressed adequately at the line management level

17. Human Resources Manager Responsibilities and Key Tasks

  • Onboarding Management: Refine the onboarding and offboarding processes
  • Legal Compliance: Ensure legal compliance
  • Handbook Development: Spearhead the development of an employee handbook
  • Relations Mediation: Bridge management and employee relations by addressing requests, grievances, or other issues
  • Recruitment Management: Manage the recruitment and selection process, including helping to develop a social media strategy to attract top talent to the company
  • Incentive Programs: Create employee incentive programs
  • Performance Appraisal: Develop performance appraisal programs
  • HR Assistance: Handle questions related to leaves of absence, benefits, payroll, and other HR matters
  • HR Reporting: Report to the CEO and provide decision support through HR metrics
  • Employee Contact: Serve as the main point of contact for all employee questions
  • Communication Management: Manage employee communication and feedback through company meetings, suggestion programs, newsletters, focus groups, and one-on-one meetings
  • Budget Collaboration: Collaborate with the controller to build personnel budgets and manage independent contractor relations
  • Record Management: Maintain detailed, accurate, and secure records of employee data
  • Dispute Resolution: Resolve disputes and investigate complaints
  • Disciplinary Support: Support managers in addressing and documenting disciplinary issues up to and including terminations

18. Human Resources Manager Duties and Roles

  • Policy Coaching: Write directives and provide coaching regarding human resources policies and practices
  • Employee Selection: Interview and help select employees to fill new or vacant jobs
  • Performance Administration: Administer performance review program to ensure timeliness, effectiveness, compliance, and equity within the organization
  • Compensation Assistance: Assist with the workers' compensation program
  • Legal Liaison: Serve as legal liaison for company litigation
  • Employee Relations: Promote positive employee relationships through fair and equitable treatment of employees and ensure consistent, impartial application of established company policies
  • Issue Investigation: Investigate and partner on employee relations issues
  • Objective Administration: Administer the development and execution of short- and long-term operational objectives for the human resources department aligned with strategic and operational plans
  • Payroll Management: Manage time, attendance, and payroll systems, processes, and procedures, ensuring compliance
  • Unemployment Management: Manage unemployment cases
  • HR Administration: Manage HR administration and ensure compliance with all record-keeping
  • Metrics Reporting: Provide company metrics and reporting
  • Culture Development: Support the development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance
  • Regulatory Knowledge: Develop and maintain knowledge related to all laws, regulations, and statutes governing human resource activities, and proactively engage in and support communications or activities to ensure compliance and oversee policy administration
  • HR Collaboration: Work collaboratively with the division's HR regularly
  • Employee Management: Conduct interviews, hiring, and training of employees, plan, assist, and direct work, appraise performance, reward and discipline employees, address complaints, and resolve problems
  • Staff Training: Provide ongoing training to applicable staff to develop and encourage their technical and operational performance
  • Performance Evaluation: Meet with appropriate staff on a timely basis for performance evaluations and goal setting

19. Human Resources Manager Roles and Responsibilities

  • HR Strategy: Lead the effective implementation of the organization’s human resources strategy in support of business priorities
  • Results Delivery: Generate results through agility and intellectual curiosity
  • Solution Focus: Focus on solutions with a positive attitude toward problem solving
  • Workforce Planning: Plan for and anticipate short- and long-term human resource needs by following current trends
  • Talent Strategy: Drive local talent strategies to build talent benches and pipelines
  • Skill Development: Ensure current employees have the skills necessary for development and future organizational requirements
  • Recruitment Support: Support talent management in recruitment efforts to attract diverse talent and build bench strength
  • Training Input: Provide input on the design and development of training focused on current and future employee skill and performance needs
  • Employee Communication: Deliver timely, high-quality, and impactful employee communications to educate, motivate, and engage employees
  • Cost Management: Lead and support business initiatives by managing employment costs to ensure alignment with established objectives and budgets
  • Financial Analysis: Use financial acumen and analytical skills to provide insights and make decisions in support of the business
  • Workforce Relations: Build bridges between leadership and workforce by listening and providing sound, fair, and credible advice
  • Metrics Reporting: Oversee the compilation and reporting of human resources metrics to key stakeholders
  • Metric Improvement: Recommend strategies for improving these metrics to increase the effectiveness of human resources management
  • Manager Counseling: Counsel managers through challenging performance management situations
  • Improvement Planning: Work with managers to develop and communicate HR-related improvement plans
  • Regulatory Compliance: Ensure the organization aligns with all relevant regulations, laws, and employment standards
  • Leadership Influence: Influence others at all levels to accept practices and approaches, communicate with and influence executive leadership

20. Human Resources Manager Accountabilities

  • Policy Consultation: Serve as key contact for managers and employees and consult on policies and procedures
  • Employee Support: Support employees in all people-related topics and coach junior line managers to be empowered around people, engagement, and performance topics and decisions
  • People Strategy: Support and execute the people strategy in a defined area
  • Change Management: Support change management plans and the execution of the new organizational design setup
  • Skill Development: Support sourcing solutions to build skills and capabilities in partnership with expert communities and operationalize the workforce planning process
  • Data Monitoring: Input and monitor the dashboard and analytic trends
  • Talent Pipeline: Contribute to the talent pipeline buildup of the respective support function
  • Process Execution: Ensure people, products, and processes are executed, and adapt communication for the customer base
  • Issue Response: Respond quickly to complaints, questions, and needs from line managers and employees
  • Budget Preparation: Prepare the budget for human resources operations
  • Project Management: Effectively and efficiently manage special projects
  • Leadership Support: Support leaders and managers in their people roles and responsibilities, appraisals, grievances, absence, health and safety, planning, talent acquisition, briefings, development, and training

21. Human Resources Manager Duties

  • People Planning: Develop and support an annual people plan, aligning the workforce to business needs
  • Talent Assessment: Partner with company leaders and operations leaders to assess talent and build development plans for high-potential talent
  • Candidate Pipeline: Partner with operations and talent acquisition teams to establish and maintain a candidate pipeline, including internal promotions
  • Learning Facilitation: Facilitate learning and development, retention strategies, succession planning, and career development
  • Program Adoption: Support adoption and usage of all human capital programs, including hourly, manager in development, and leader training
  • Staffing Support: Provide hourly and salary staffing support in partnership with the talent acquisition manager to restaurants
  • Exit Interviews: Conduct exit interviews and provide feedback and intelligence for use in improving area performance and culture
  • Data Tracking: Summarize exit interview data on a quarterly basis and track consistent themes and opportunities
  • Policy Auditing: Audit the execution of the company's human resource management policies and directives and ensure compliance with federal, state, and local employment and wage and hour statutes
  • Compliance Training: Provide related legal, safety, and compliance training
  • Law Compliance: Ensure compliance with local, state, and federal employment laws
  • Safety Auditing: Inspect compliance and conduct audits related to food safety, responsible alcohol safety, and related areas

22. Human Resources Manager Details

  • HR Oversight: Oversee the HR team to establish, improve, and maintain best practices, processes, and protocols
  • Law Compliance: Ensure adherence to state and federal employment laws
  • Dispute Mediation: Mediate and resolve team member disputes and provide documentation of feedback and disciplinary action
  • Misconduct Investigation: Investigate and resolve suspected or alleged employee misconduct
  • Record Management: Maintain accurate and timely resource reporting, metrics, and administration of employee personnel files
  • Process Mapping: Process map key functions to continually improve the experience and efficiency of the corporate services division
  • Description Management: Oversee the creation and maintenance of team member position descriptions
  • Career Pathing: Develop and implement career paths for all current roles
  • Succession Planning: Develop and implement succession planning protocols
  • Market Analysis: Work with home office human resources to conduct job market analyses to retain and optimize company resources including talent acquisition and compensation
  • Hiring Oversight: Oversee the hiring process for all employees, focusing on identifying and hiring the right team members as well as coordinating training for new team members
  • Performance Policy: Develop and implement employee performance review policy and procedures with a focus on core values
  • Retention Improvement: Monitor and improve employee retention rate by assisting in recruitment and selection of key team members, maintaining periodic contact with employees, and smoothly onboarding new hires and transitioning them to their respective supervisors
  • Data Reporting: Develop and compile employee and applicant outcome data through advanced reporting techniques and effectively present data to the executive leadership team regularly
  • Survey Analysis: Implement and analyze employee surveys and assessment data to identify trends and provide recommendations to the executive leadership team to improve the team member experience
  • File Management: Oversee the management of employee files to ensure documents are complete and certification and licensure status are up to date

23. Human Resources Manager Responsibilities

  • Management Collaboration: Collaborate with the organization’s management to support initiatives by understanding the organization’s structure and issues
  • Best Practices: Participate in planning processes and promote best practices
  • Change Facilitation: Assist in the implementation of strategies for facilitating organizational and behavioral change
  • Organizational Design: Participate in organizational design and related development issues
  • Issue Investigation: Investigate basic employee relations issues and recommend appropriate resolution
  • Issue Resolution: Work in consultation with a more senior human resources manager or director to resolve complex issues
  • Leadership Coaching: Coach faculty and unit leaders and advise on organizational, employee, and labor relations issues
  • Appraisal Oversight: Assist in overseeing the performance appraisal process and ensure the appropriate process is followed
  • Talent Management: Assist hiring managers with talent management, including staffing plans and employee recruitment
  • Salary Recommendation: Recommend salary offers and obtain approvals per established guidelines
  • Rate Approval: Advise and approve hourly rate offers for contingent staff
  • Salary Administration: Administer salary-setting programs within the university and school guidelines
  • Classification Advisory: Advise unit managers on the assignment of employees to appropriate classification levels, and review and approve salary actions
  • Complex Consultation: Consult with managers and human resources business partners on complex issues
  • Career Development: Identify, communicate, and consult with staff on training and career development opportunities
  • Training Facilitation: Conduct relevant training and participate in training design

24. Human Resources Manager Job Summary

  • Scorecard Development: Develop a human resource scorecard that defines HR and people-based KPIs, metrics, and goals
  • Safety Leadership: Champion safety as a member of the site leadership team
  • Compensation Management: Implement and recommend modifications to the company’s compensation program
  • Job Description: Create and revise job descriptions
  • Salary Survey: Conduct annual salary surveys
  • Budget Analysis: Develop, analyze, and update the company’s salary budget
  • Staffing Management: Assist the site in developing, managing, and maintaining staffing requirements
  • Evaluation Program: Develop, analyze, and update the company’s performance evaluation program
  • Review Oversight: Ensure quality performance development reviews are conducted
  • Recruitment Oversight: Oversee recruitment efforts for all personnel, including writing and placing job ads
  • Employee Orientation: Conduct new employee orientations and employee relations counseling
  • Exit Management: Execute and oversee exit interviews
  • Agency Liaison: Act as the primary point of contact for supporting temporary agencies
  • Wage Administration: Ensure proper execution of wage administration, accounting, and issuance to employees

25. Human Resources Manager Accountabilities

  • HR Coordination: Perform human resources coordinator duties including employee onboarding, termination paperwork and compliance, and support recruiting
  • Staff Liaison: Serve as the primary point person for local staff
  • Policy Compliance: Contribute to the development and ensure consistent compliance with corporate HR policies and processes
  • HR Partnership: Partner with other HR subject matter experts to ensure alignment and create a strong, cross-functional team to execute company-wide HR initiatives
  • Vendor Management: Manage contract and price negotiations with office and facility management vendors, service providers, and office lease
  • Safety Management: Manage health and safety and office space requirements
  • Reception Duties: Perform front desk and reception duties, including answering phones, greeting guests, coordinating deliveries, and ordering office supplies
  • Issue Resolution: Address employees’ queries regarding office management issues
  • Travel Coordination: Manage travel bookings for employees and review expense claims
  • Policy Development: Develop, revise, and recommend personnel policies and procedures
  • Handbook Management: Maintain and revise the company’s handbook on policies and procedures
  • Benefits Administration: Perform benefits review and ensure local administration
  • Event Planning: Plan in-house or off-site activities such as company events, celebrations, and conferences

26. Human Resources Manager Functions

  • Recruitment Refinement: Work with the recruitment team to refine recruiting, testing, and interviewing programs and recommend improvements
  • Policy Development: Refine HR policies via semi-annual handbook updates and prepare, propose, and implement new policies and procedures on an ongoing basis
  • Work-Life Initiatives: Work with internal initiative teams to develop, construct, and implement initiatives that improve employee work-life balance
  • Market-Based Policies: Leverage knowledge of local markets to develop sustainable and scalable firmwide policies
  • Training Development: Develop and implement regular training to improve management, sensitivity and awareness, diversity, and other cultural needs
  • Candidate Sourcing: Source suitable candidates via LinkedIn and other social networking platforms and conduct initial phone screens for experienced candidates
  • Onboarding Delivery: Update and deliver HR orientation, onboarding, and expectations to new employees
  • Offer Process: Lead candidate communication through the offer letter process
  • Issue Management: Manage disputes, grievances, employment questions, accommodations, and related issues
  • Benefits Coordination: Manage employee benefits and liaise with vendors to coordinate payroll and time adjustments and benefit accommodations
  • Visa Liaison: Liaise with law firms to obtain visas and develop guidance for international hires
  • Record Maintenance: Maintain historical human resource records, keeping past and current records organized and up to date
  • Profile Management: Maintain candidate profiles to fit the firm’s recruitment needs
  • Documentation Tracking: Send and track documentation for onboarding, termination, performance reviews, visa processes, career track plans, and other HR activities
  • Headcount Strategy: Maintain staff census and work with the senior team to develop growth and retention strategies related to headcount forecasts and turnover rates

27. Human Resources Manager Job Description

  • HR Assistance: Assist the regional HR director within an assigned geographic region
  • Policy Administration: Administer HR policies and procedures
  • Employee Mentoring: Assist and mentor other HR employees, serving as a resource to other facilities at the local level
  • File Management: Maintain and update employee files, including HR, employee health, agency, and contract services
  • Onboarding Preparation: Prepare and maintain employee new hire packets and ensure accurate and timely completion of the new hire process and paperwork
  • Status Reporting: Prepare employment status reports for payroll, HR, and compliance purposes
  • Claims Processing: Process and maintain all workers’ compensation claims, unemployment requests, FMLA, and leaves of absence
  • Recruitment Support: Provide services including applicant sourcing and recruiting, and employee orientation
  • Issue Resolution: Appropriately address all employee relations issues that may arise
  • Orientation Assistance: Assist with different aspects of the orientation process
  • Education Support: Support hospital and corporate staff in furthering their personal education or training
  • Engagement Promotion: Emphasize the importance of employee engagement and retention within the organization
  • Confidentiality Management: Ensure confidentiality and professionalism when dealing with sensitive and confidential information

28. Human Resources Manager Overview

  • Business Partnership: Function as a business partner to relevant senior operational managers, supporting them and their teams with a view to the HR strategy
  • Strategy Deployment: Accountable for the deployment of the HR strategy to support operational direction
  • Leadership Coaching: Act as the key HR lead, consultant, and coach to senior managers and the leadership team to help them address business issues in line with the HR strategy
  • Capability Development: Accountable for deploying and delivering improved operational management capability through coaching and training solutions
  • Employee Relations: Act as the expert for employee relations, ensuring adherence to local employment law across the US
  • Cultural Change: Champion cultural change by ensuring plans, such as retention strategies, are in place and executed
  • Talent Retention: Use the HR strategy to plan activities to retain talent in collaboration with the global head of HR
  • Operational Coaching: Provide coaching support to the senior operational team on attendance management, compliance with local employment law, disciplinaries, and related issues
  • Process Deployment: Work collaboratively with the global head of HR to successfully deploy key HR processes within the organization that drive business performance, engagement, retention, and recruitment
  • Project Management: Lead, monitor, and execute HR projects such as benefits reviews and salary reviews
  • Onboarding Oversight: Take responsibility for the entire US remit for new starters
  • HR Administration: Manage all HR administration for US employees, including setting up employees on HR systems, supporting payroll and benefits queries, conducting criminal background checks, and verifying employee references
  • Process Improvement: Assist the global head of HR with reviewing and revising HR processes and procedures, and proactively identify ways to improve efficiency
  • Policy Compliance: Update US-wide policies to remain compliant with local employment law

29. Human Resources Manager Details and Accountabilities

  • Recruitment Onboarding: Recruit and onboard new hires
  • Performance Management: Conduct performance management and provide feedback
  • Record Management: Maintain employee records according to policy and legal requirements
  • Payroll Benefits: Manage payroll and benefits for employees
  • Training Development: Develop training programs and assist in performance management processes
  • Payroll Compliance: Manage and ensure payroll accuracy and compliance with relevant laws and internal policies
  • Issue Resolution: Resolve issues and answer payroll-related questions
  • Audit Liaison: Liaise with auditors and manage payroll tax audits
  • Policy Implementation: Design and implement company HR policies and procedures
  • System Monitoring: Monitor the company’s HR systems and database
  • Cost Reporting: Report on costs incurred in HR operations to senior management
  • Employee Queries: Address employees’ queries, such as compensation and labor regulations

30. Human Resources Manager Tasks

  • Recruitment Programs: Develop and maintain adaptable and innovative hiring and recruiting programs to find industry-leading talent and develop a superior workforce
  • Policy Compliance: Develop and ensure compliance with all current HR policies and standard operating procedures
  • Policy Improvement: Develop new policies and procedures and work to continuously improve existing ones
  • Training Development: Develop and maintain a robust training program for all employees and a leadership development program for the executive team and future leaders
  • Incident Management: Hold supervisors and managers accountable and create a culture where incidents and complaints are thoroughly investigated and documented in a timely manner
  • Compensation Management: Work with the site director to manage local workers’ compensation expenses
  • Record Maintenance: Maintain department records and reports
  • Meeting Participation: Participate in administrative staff meetings
  • Directory Management: Maintain a company directory and other organizational charts
  • Policy Recommendation: Recommend new policies, approaches, and procedures

31. Human Resources Manager Roles

  • HR Leadership: Plan, develop, organize, implement, direct, and evaluate the organization’s human resource function and performance at the location
  • Strategic Partnership: Participate in the development of manufacturing plans and programs as a strategic partner, focusing particularly on the impact on people
  • Regulatory Compliance: Ensure compliance with policies and practices, ethical and social responsibilities, and the laws, regulations, and administrative rulings of governmental and regulatory authorities
  • Workforce Planning: Develop human resources planning models and staffing strategies to identify competency, knowledge, and talent gaps, and create specific programs to fill those gaps, including succession planning for key contributors and manufacturing management positions, training and development programs for employee advancement, and business development programs to enhance employee knowledge of the company and industry
  • Compensation Strategy: Develop progressive and proactive compensation and benefits programs to motivate, retain employees, and provide incentives and rewards for effective performance
  • Competitiveness Assessment: Continuously assess the competitiveness of all employee programs and practices against comparable companies, industries, and markets to maintain a competitive advantage in human capital and knowledge
  • Policy Development: Develop appropriate manufacturing policies and programs for effective management of people resources in conjunction with HR counterparts, including programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development, and safety
  • Safety Advocacy: Support the on-site safety lead and operations team by championing a safe working environment and culture, assisting with creating and implementing necessary safety policies, and participating in safety audits
  • Policy Enforcement: Enhance, develop, implement, and enforce human resources policies and procedures through systems that improve overall operation and effectiveness
  • Strategic Evaluation: Evaluate and advise on the impact of long-range planning of new programs, strategies, and regulatory actions on attraction, motivation, development, and retention of people resources
  • Technical Expertise: Provide technical advice and knowledge within the human resources discipline
  • Program Improvement: Continuously improve programs, policies, practices, and processes to address strategic and operational people issues within the manufacturing organization

32. Human Resources Manager Additional Details

  • HR Support: Provide HR support and consultation to the business by answering employee and manager queries about HR programs, policies, and other HR-related topics
  • Performance Advisory: Advise on performance management challenges and lead minor investigations and reorganizations
  • Program Assistance: Assist the wider HR function with the planning and rollout of HR programs and initiatives
  • Inquiry Triage: Triage inquiries and connect employees to the appropriate subject matter expert
  • Diversity Strategy: Build employee diversity and inclusion strategies for different client groups and implement impactful actions throughout the organization
  • Policy Improvement: Identify opportunities to improve HR policies and propose solutions to address inconsistencies and gaps
  • Training Management: Manage onboarding, training, and development
  • Branding Support: Support employer branding and recruitment efforts
  • Selection Management: Manage selection processes, including hiring, internal moves, and promotions

33. Human Resources Manager Essential Functions

  • HR Advisory: Provide HR advisory services to employees on all HR-related topics
  • Payroll Management: Prepare and handle payroll
  • Contract Preparation: Prepare contracts of employment and associated paperwork for new hires, transfers, and leavers, ensuring all documents are distributed in a timely manner to relevant parties
  • Case Management: Oversee processes for workers’ compensation, disability, leave, workplace accommodation requests, and health and safety issues, consult with managers and senior human resources managers or directors
  • Documentation Oversight: Oversee accurate documentation and recordkeeping
  • Transaction Approval: Work with the human resources administrator to manage HR transactions and approve transactions
  • Recordkeeping Accuracy: Ensure accurate and timely recordkeeping practices
  • Data Reporting: Prepare reports and analyze data available through local and centralized database resources
  • Onboarding Management: Be responsible for the onboarding process of new hires
  • Recruitment Lifecycle: Manage the full recruitment life cycle, including preparation of job descriptions, candidate sourcing and selection, contract preparation, and negotiation
  • Interview Management: Conduct interviews and assess candidates’ qualifications and fit
  • Culture Facilitation: Facilitate the development of work culture and climate to meet business and employee needs
  • Policy Implementation: Support the implementation of HR policies, processes, and procedures

34. Human Resources Manager Role Purpose

  • Recruitment Management: Participate in full-cycle recruitment by creating job postings, utilizing an applicant tracking system, scheduling and participating in interviews, and making recommendations
  • Onboarding Coordination: Onboard and orient new employees to integrate them into the company
  • Training Facilitation: Facilitate in-person and/or virtual training and roll out new or amended programs, policies, and processes
  • Policy Guidance: Provide guidance on the interpretation of HR policies
  • HR Support: Serve as a point of contact for staff regarding HR questions, issues, and concerns
  • Performance Support: Assist in the performance management process by electronically distributing and retrieving performance reviews, and scheduling and participating in performance reviews
  • HRIS Administration: Administer and maintain the company’s HRIS system, including entering new employee information, terminations, and salary changes for payroll
  • Payroll Administration: Administer payroll processes in coordination with the finance department
  • Benefits Administration: Administer the benefits program, including signing up new employees, managing changes during the employment lifecycle, and billing reconciliation
  • Process Improvement: Identify opportunities for improvement and proactively support practice groups with actionable solutions
  • Rewards Strategy: Engage with stakeholders on total rewards strategies for talent attraction and retention related to the employee value proposition
  • Data Reporting: Pull reports and compile raw data into meaningful HR metrics, including manual tracking of data
  • Letter Drafting: Draft and review a variety of employment letters
  • Correspondence Drafting: Draft correspondence on behalf of the HR team, including letters, emails, memos, policies, procedures, process instructions, information summaries, and proposals
  • Material Development: Edit and build HR materials such as templates, tools, and training resources to improve overall efficiency, effectiveness, and user experience
  • Trend Monitoring: Keep up to date with current HR trends, best practices, and legislation changes

35. Human Resources Manager General Responsibilities

  • Manager Coaching: Support, guide, and coach managers and supervisors across the business with their people-related activities
  • Advisor Development: Empower, coach, and develop the HR advisor as a direct line report
  • Policy Implementation: Understand and implement appropriate policies within the organization and liaise and cooperate with group HR activities
  • Recruitment Strategy: Ensure an effective recruitment strategy is in place to support the wider business in recruiting and retaining the best talent
  • Engagement Initiatives: Support and champion employee engagement initiatives across the business
  • Record Management: Ensure personnel files of all employees are accurately updated and maintained, processing all sensitive and confidential data in line with GDPR
  • Payroll Oversight: Oversee the monthly payroll cycle, ensuring errors are minimized and all submissions, including monthly payroll reports, are made in a timely manner
  • System Maintenance: Ensure all relevant systems are maintained with correct and up-to-date HR data
  • Issue Escalation: Escalate people issues to the managing director and the group HR director
  • Report Management: Manage and maintain HR reports for local and group requirements on a weekly, monthly, and quarterly basis
  • Performance Coordination: Coordinate the annual performance development review cycle and support any subsequent training, development, or performance-related interventions
  • Project Leadership: Initiate and lead HR projects to streamline the HR function and provide wide-reaching benefits across the business

36. Human Resources Manager Key Accountabilities

  • Culture Development: Support the business in developing an effective culture of learning, talent development, and succession
  • Policy Development: Develop industry-standard policies and procedures to ensure compliance with laws and regulations
  • Attendance Management: Establish efficient time and attendance management processes
  • HR Partnership: Provide support as the senior HR business partner in the organization
  • Team Management: Manage a small team to provide HR services to the business
  • Manager Advisory: Provide advice to managers on employee-related matters, policies, and procedures
  • Investigation Support: Offer advice and support with disciplinary and grievance investigations, including attending meetings and producing letters and formal documents
  • Manager Training: Continuously upskill managers to ensure consistency and compliance in handling people-related issues
  • Change Management: Assist and advise directors on change management matters, ensuring legal compliance at all times
  • Strategy Alignment: Work with key stakeholders to align HR and reward strategy, human capital strategy, and business strategy

37. Human Resources Manager Roles and Details

  • Talent Collaboration: Collaborate with the leadership team to understand business goals and strategy and identify ways to support strategy through talent management
  • Talent Strategy: Partner with the HR team to understand and execute talent strategy, particularly related to current and future talent needs, recruiting, and retention
  • Staffing Management: Identify staffing and recruiting needs and develop and execute best practices for hiring and talent management
  • Recruitment Oversight: Manage the recruitment process from open position to hire, including sourcing, interviewing, and testing qualified job applicants, and collaborate with managers to understand required skills and competencies
  • Manager Guidance: Provide day-to-day guidance, coaching, and support to the management team regarding employee relations issues, performance issues, and interpretation of employment laws, policies, and procedures
  • Issue Resolution: Ensure all employee relations issues are handled timely in accordance with established procedures
  • Manager Training: Train managers on recruitment and HR policies and procedures
  • Process Compliance: Work closely with managers to ensure pre-hire, onboarding, and separation processes are carried out according to established procedures
  • Change Leadership: Provide ongoing leadership and support for change management activities
  • Program Administration: Administer human resource programs including orientation, onboarding, disciplinary matters, disputes and investigations, performance and talent management, productivity, recognition and morale, occupational health and safety, and training and development
  • Regulatory Compliance: Monitor and ensure compliance with federal, state, and local employment laws and regulations and recommended best practices, review and modify policies and practices to maintain compliance
  • Knowledge Application: Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law, and apply this knowledge to communicate changes in policy, practice, and resources to upper management
  • Disciplinary Management: Handle discipline and termination of employees in accordance with company policy
  • Project Management: Undertake special enterprise-level projects and duties by senior leadership

38. Human Resources Manager Responsibilities and Key Tasks

  • Leadership Partnership: Build trust with and partner with business leaders and managers to support people strategy and objectives
  • Culture Advocacy: Advocate for the organization's culture and values
  • Talent Strategy: Develop and drive strategies to attract, develop, engage, and retain strong and diverse talent
  • Process Leadership: Lead core HR processes, including performance calibration, compensation cycle, and promotions
  • Best Practices: Be an expert and thought leader in industry best practices around functional areas, staying updated on new trends and opportunities to constantly raise the bar on HR deliverables
  • Strategic Advisory: Be a strategic and trusted advisor to the business, serving as a key part of the business leadership team
  • Executive Reporting: Report directly to the senior management team
  • HR Expertise: Have hands-on experience in all areas, including but not limited to policy formulation and execution, manpower planning, staff recruitment, compensation and benefits, performance management, employee relations, and training and development
  • Business Alignment: Interpret operational needs and translate HR initiatives into business strategies
  • Report Management: Ensure regular reports, including budget and forecast, are submitted to management in a timely manner
  • Policy Equity: Ensure that all employees are provided equal opportunity and fair and consistent application of policy

39. Human Resources Manager Duties and Roles

  • HR Management: Be responsible for the full spectrum of HR functions, including recruitment, training, performance management, compensation and benefits, and employee relations, to ensure the implementation of appropriate human resources policies that attract, retain, and develop employees
  • Operations Support: Support daily operations associated with various HR functions, with specific assignments depending on department needs, typically including employment contracts, employee data, compensation, time off, and other employment information
  • Manpower Planning: Manage the annual manpower plan and develop HR initiatives aligned with business objectives
  • Payroll Administration: Prepare monthly payroll and update and maintain employee benefits
  • Permit Processing: Process foreign employees’ work permits and visa applications, renewals, and cancellations
  • System Management: Manage employee benefits, the e-HR system, and biometric systems related to employees
  • Report Preparation: Prepare HR reports for the headquarters HR team and regularly update and maintain policies consistent with local legislation and company changes in cooperation with headquarters HR
  • Operations Oversight: Oversee day-to-day human resources operations
  • Policy Creation: Create policies and processes in accordance with the current legislative framework
  • Talent Acquisition: Determine departmental staffing needs and recruit top talent accordingly
  • Benefits Review: Diligently review annual benefits renewal and compensation plans
  • Employee Relations: Handle all employee-related matters
  • Office Management: Order office supplies and complete all other required office management tasks
  • Insurance Administration: Administer insurance, including property insurance renewal, obtaining certificates, and managing all other necessary information

40. Human Resources Manager Roles and Responsibilities

  • Sourcing Capability: Build capability in sourcing and attracting experienced hires
  • Attraction Strategy: Develop and implement a clear sourcing and attraction strategy focused on experienced hiring
  • Process Ownership: Own the experienced hires selection and sourcing processes and systems, including LinkedIn, the selection process, and global or regional recruiting agencies
  • Quality Governance: Establish talent acquisition quality governance by creating systems and measures to ensure an excellent candidate experience for experienced hires
  • Stewardship Advocacy: Understand and champion the highest quality of stewardship across the talent acquisition ecosystem
  • M&A Support: Support regional talent acquisition needs during divestiture or M&A transactions
  • Capacity Support: Provide capacity support to assist with sourcing experienced hires for key critical roles as defined by the region
  • HR Support: Support the central office in all areas of HR, including employee relations, administration, and training
  • Lifecycle Management: Manage the team member life cycle, from coordinating recruitment to drafting and issuing offer letters and onboarding
  • HR Administration: Provide end-to-end administration for all HR matters
  • LMS Management: Manage the learning management system to ensure information is relevant and current
  • HR Strategy: Lead HR strategies with cross-functional teams and leaders to broker HR services and actively engage in talent acquisition, organizational development, talent management, coaching, direct employee interaction, and employee relations issues
  • Initiative Support: Provide expertise and support for complex initiatives and resolve diverse business issues
  • HR Alignment: Build upon and apply HR functional expertise and effectiveness to align critical HR principles with business objectives
  • Team Management: Manage one to three HR generalists
Relevant Information
What Does An HR Manager Do?