Role of an HR Manager

The Human Resource Manager manages and oversees the functions of the Human Resources (HR) department including hiring new hires, and interviewing applicants, onboarding, training, grievance handling, administering pay, benefits, time and attendance, enforcing company policies and practices, and offboarding. 

  

Responsibilities of an HR Manager:

• Recruits, interviews, hires, and trains new hires 
• Oversees the routine workflow of the department 
• Maintain time and attendance data of every employee 
• Set KPA’s and KRA’s for each employee in coordination with department managers 

• Designs employee recognition program and benefits for each employee 
• Provides constructive and timely performance evaluations 
• Ensures compliance with organizational policies and regulations 
• Handles discipline and termination of employees in accordance with company policy 

 

Duties/Responsibilities:

• Partners with the leadership team to understand, design and implement the organization’s human resource and talent strategy particularly as it pertains to current and future talent acquisition requirements, recruitment, engagement, retention, and succession planning 
• Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, grievance handling, finding pragmatic solutions, investigating allegations of wrongdoing, and terminations 
• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to gauge skills and competencies required for openings 
• Creates employee compensation and benefits package for the employee include salary, bonus, incentives, paid time off, and health insurance. Handles performance appraisals in a structured manner. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent 
• Designs career development plans for employees including programs for skill upgradation. Creates learning and development programs and initiatives that provide internal development opportunities for employees 

• Oversees employee disciplinary meetings, terminations, and investigations 
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance 
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law 
• Performs other duties as assigned 

 

Required Skills/Abilities:

• Excellent verbal and written communication skills 
• Excellent interpersonal, negotiation, and conflict resolution skills 
• Excellent organizational skills and attention to detail 
• Strong analytical and problem-solving skills 
• Ability to prioritize tasks and to delegate them when appropriate 

• Ability to act with integrity, professionalism, and confidentiality 
• Thorough knowledge of employment-related laws and regulations. 
• Proficient with Microsoft Office Suite or related software 
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems