Are you interested in a general overview of the work, expectations, and contributions of a Human Resources generalist, manager, or director? Theirrole is extremely important in the operationof any organization that employs people. In fact, they makefundamental contributions to the organization's culture, development, and exceptional staffing.
HR Plays a Significant Role in Organizations
A Human Resources (HR)Generalist,Manager, orDirectorplays a wide variety of roles in organizations. Depending on the size of the organization, these HR jobs may have overlapping responsibilities. In larger organizations, the HR Generalist, Manager, and Director have clearly defined, separated roles inHR management.
These roles bringprogressively more authorityand responsibility in the hands of the manager, then the director, and ultimately, the vice president who may lead several departments including administration, compensation, and employee training and development.
HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as thetraining manager, thecompensation manager, or therecruiting manager.
Human Resources staff members are advocates for both the company and thepeople who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully.
The Changing Human Resources Role
The role of the HR professional is changing to fit the needs oftoday's modern, fast-changing organizations. In the past, because the original HR personnel functions were often provided by accounting, the HR role was focused on administrative tasks such as paying employees,administering benefits, and keeping track of sick and personal days off.
But, a more comprehensive approach to the management of people in the organization was needed. Programs andprocesses that systematically hired employees, retained employees, and dealt with all aspects oftalent managementevolved in the best organizations.
Then, the role evolved again. Still responsible for the administrative tasks and the programs and processes related to people, the best HR professionals are now leading the charge.
They are developing systems and processes within the organization thataddresses the strategic needs of the business. So, what was once the task of hiring employees is now the process of team-based hiring of the best possible talented employees who are recruited via methods that range fromemployee referralstosocial mediasourcing.
These employees are also committed tocongruence with the company's culture. They are knowledgeable about the task of building the culture that will help your organization succeed and prosper. This is quite a different journey, one that continues to evolve. Make sure that your HR team is up to it.
Recommended HR Roles
The role of the HR manager must parallel the needs of this developing, changing organization. Successful organizations are becomingmore adaptable, resilient, quick to change direction, and customer-centered. They recognize that organizations will vie for talent in the coming years.
Within this environment, the HR professional, who is respected by line managers and consequently, whose talents are utilized by managers, is responsible for new roles. In "Human Resource Champions," Dr. Dave Ulrich who is one of the more popular speakers and writers in the HR field, and a professor at the University of Michigan recommendsthree additional roles for the HR manager.
- a strategic partner,
- an employee sponsor or advocate, and
- a change mentor.
At the same time, especially the HR generalist position still has responsibility for the day-to-dayemployee problems and complaints, employee benefits administration, often payroll, and employee paperwork, especially in the absence of anHR Assistant.
Responsibilities of the HR Professional
Depending on the size of the organization, the HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people including these areas of responsibility.
- Organization Development
- Performance Management
- Policy Recommendation
- Salary and Benefits
- Team Building
When you ask the question, what does the HR manager, generalist, or director do, as you can see, the answer is—a lot. The role bears responsibility for all of the processes and systems related to people in an organization. They must also considernonfeasance, “the omission of some act that ought to have been performed.”
The rolemust support the work of managers who supervise and leadthe work of the organization's people. The HR staff leads efforts for organization development. They are seriously involved in defining and developing an organizational culture that enables the organization to succeed in its service to customers.
HR professionals must develop the skills of their managers and their organization to do these activities well. The job of the HR professional is a constant challenge as HR staff balance many roles and activities in support of their organizations.