Top 15 Roles and Responsibilities of a HR Manager

The human resources manager (HRM) role is evolving rapidly this year, driven by technological advancements and shifting organizational priorities. Undoubtedly, today’s HR professionals aren’t just handling administrative tasks; with their exceptional HRM skills, they’re pivotal in shaping company culture, driving strategic initiatives, and managing complex workforce dynamics.

With the rise of remote work, artificial intelligence, and data analytics, the expectations from an HR manager have expanded significantly, and comprehending these roles and responsibilities helps organizations and HR professionals align better with current trends and demands.

Below, I have created an outline of the top 15 responsibilities of a human resource manager, each crucial for fostering a productive and engaged workforce. Let’s dive in.

Who is a Human Resources Manager and What Do They Do?

An HR manager is a professional responsible for overseeing and coordinating all aspects of an organization’s human resources functions including managing employee-related processes, ensuring compliance with employment laws, and supporting the organization’s strategic objectives and its employees’ needs.

HR manager oversees the recruiting, interviewing, and hiring of new staff, consults with top executives on strategic planning, and serves as a link between the organization’s management and its employees. They work to align human resources practices with the organization’s goals, fostering a productive and supportive work environment.

Typically, an HR Manager holds a bachelor’s degree certification in human resources, business administration, or a related field. Advanced roles may require a master’s degree or specialized certifications in HR management. Experience in HR roles and a proven track record of managing various HR functions are crucial for advancing to managerial positions.

"Today's recruiter must be a marketer, salesperson, career coach, and psychologist all in one."

Josh Bersin,
Principle & Founder,
Bersin by Deloitte.

Top 15 HR Manager Roles

Having clarified what human resources entails, it’s vital to understand the various key roles within HR. Here are some of the fundamental roles and responsibilities of an HR manager:

1. Handling Recruitment and Onboarding

Effectively managing recruitment and onboarding is essential for an HR manager. The aim is to build a skilled and cohesive team. Recruitment involves developing precise job descriptions and utilizing traditional and digital methods to attract top talent. Advanced tools like applicant tracking systems (ATS) streamline this process, making it more efficient to manage applications and identify the best candidates.

Once hired, a strong onboarding process ensures new employees quickly adapt and thrive in their roles. Organizations with effective onboarding programs see a significant increase in new hire retention by 82% and productivity by over 70%.

Besides, 90% of organizations are focused on employee retention, with offering learning opportunities emerging as the top strategy to keep talent engaged.

Best Practices for Onboarding

An HR manager must:

• Utilize Technology: Incorporate advanced learning tools and technologies to provide on-demand training, leading to higher satisfaction and quicker adaptation.
• Implement Formal Mentorship and Coaching: Include structured mentorship and coaching to facilitate smooth integration and long-term success.
• Facilitate Socialization Opportunities: Build networking and social connections into the onboarding process to enhance engagement and a sense of belonging.

By focusing on these practices and leveraging modern technologies, HR managers can significantly improve recruitment and onboarding, setting the stage for a more productive and engaged workforce.

2. Tracking Employees’ Leave and Attendance

Accurately tracking employee leave and attendance is vital for maintaining operational efficiency and compliance with labor laws. HR managers use sophisticated HR software to monitor attendance, manage leave requests, and ensure adherence to company policies. Automated systems help track various types of leave, such as vacation, sick days, and personal time off, reducing administrative burden and minimizing errors.

Effective leave management involves creating clear policies, ensuring compliance with legal requirements, and addressing any discrepancies in attendance records.

Systems like Kronos Workforce Central, ADP Workforce Now, or BambooHR offer features that automate leave requests, track attendance, and generate reports. These tools reduce errors associated with manual entry, provide real-time data, and simplify the approval process.

Further, leave and attendance management software allows employees to request leaves, and managers/supervisors determine whether to cancel or endorse leaves in a single click.

The Family and Medical Leave Act (FMLA) in the U.S. mandates certain leave entitlements. The HR manager should regularly review and adjust policies to adhere to such regulations, meeting all legal requirements and avoiding potential legal issues.

Transparency about leave policies and procedures helps maintain fairness and employee trust. HR Managers provide clear guidelines on leave requests, the approval process, and attendance tracking. Examples include creating an employee handbook or intranet page with detailed leave policies and regularly updating employees through emails or team meetings about any changes.

3. Processing Salaries and Remuneration

This role involves ensuring that employees are paid accurately and on time. HR managers leverage advanced payroll software to manage complex salary structures, deductions, and benefits, integrating seamlessly with attendance and leave management systems. This integration automates the calculation of pay based on attendance, leave, reimbursements, bonuses, and taxes, significantly reducing the complexity of payroll management.

HR managers must stay updated with the latest tax regulations and compensation trends as part of compliance and competitiveness. Efficient payroll processing requires an awareness of current government laws and regulations to manage payroll effectively and avoid compliance issues.

HR managers must also promptly address any payroll discrepancies and support employees’ compensation queries. This responsibility is vital for maintaining employee satisfaction and trust, allowing an HR manager to focus more on employee engagement and less on payroll-related challenges.

4. Defining Workplace Policies

Workplace culture is deeply shaped by the policies established by the HR manager, including those related to rewards, appreciation, working hours, leave entitlements, regulations, compensation, and incentives. Defining and implementing these policies is a crucial responsibility, involving the creation of comprehensive guidelines that cover various aspects of the work environment such as a code of conduct, workplace safety, and remote work protocols.

To craft effective modern workforce policies, HR manager needs to stay informed about the latest government regulations and trends. This knowledge allows them to develop policies that are compliant and relevant to the current work dynamics. Clear and well-communicated policies ensure consistency and fairness across the organization, helping to create a structured and supportive work environment.

Regular review and updates of these policies are vital to address changes in regulations and emerging issues and focusing on employee health and well-being awareness is crucial.

The HR manager typically uses human resource information systems (HRIS) to manage and oversee company policies. These systems efficiently handle employee data, policies, and procedures, and many modern HRIS platforms also integrate functions like talent acquisition and recruitment. 

5. Organizational Structure and Planning

Organizational structure and planning align workforce capabilities with business objectives. An HR manager takes on the responsibility of designing a structure that ensures efficient operations and supports strategic goals. This includes defining job roles, establishing clear reporting lines, and creating a hierarchy that enhances productivity.

Effective planning also involves workforce forecasting, allowing an HR manager to anticipate staffing and develop strategies for recruitment and employee development. Tools like organizational chart software help HR managers easily create, customize, and replicate structures across multiple branches.

6. 360-Degree Performance Management

360-degree performance management looks at employee performance from different angles, gathering feedback from peers, subordinates, and supervisors. In 2024, an HR manager will uses this method to give a complete picture of how employees are doing.

Key HR manager roles in 360-degree performance management include:

• Collect Feedback: Get feedback from different people to provide a full view of performance.
• Make Feedback Helpful: Ensure the feedback is clear and useful for the employee.
• Analyze Results: Review the feedback to find strengths and areas that need improvement.
• Support Growth: Use the feedback to help employees grow through training or development plans.
• Conduct Ongoing Reviews: Keep the process going to track progress and improvement over time.

This method helps employees understand how to improve and grow in their roles, leading to better performance and development.

7. Training and Development

Training and development are essential for employee growth and organizational success. An HR manager is tasked with creating and managing programs that help employees develop their skills and advance in their careers while meeting the company’s objectives. 

The process typically involves several key steps:

• Assessing Training Needs: The HR manager begins by identifying skill gaps and assessing the training needs of employees through performance reviews, surveys, and consultations with managers.
• Setting Training Objectives: Based on the needs assessment, the HR manager sets clear and measurable training goals that align with both employee career development and the company’s overall strategy.
• Designing the Training Program: The HR manager then designs a comprehensive training plan that includes selecting appropriate training methods (workshops, e-learning, mentorship, etc.), developing course content, and choosing qualified trainers or facilitators.
• Implementing the Program: HR manages the scheduling and delivery of training programs, ensuring that they are accessible to all relevant employees, whether through in-person sessions, virtual platforms, or on-the-job training.
• Evaluating Training Effectiveness: After the training, the HR manager evaluates the effectiveness of the program through feedback surveys, skill assessments, and monitoring performance improvements. This ensures that training objectives are met and informs future program adjustments.

Investing in these development opportunities boosts job performance and increases employee engagement and job satisfaction. A report from LinkedIn Learning highlights that 94% of employees are more likely to stay with a company that actively invests in their career development.

8. Creating an Engaging Work Culture

The HR manager focuses on building a work environment where employees feel valued and motivated. Key responsibilities include:

• Create Recognition Programs: Implement systems to acknowledge and reward employee achievements.
• Develop Team-Building Activities: Organize events and activities to strengthen team cohesion and collaboration.
• Create Open Communication Channels: Encourage transparent and open communication between all levels of staff.

An engaging work culture enhances employee satisfaction, improves productivity, and reduces turnover. To manage this effectively, the HR manager must continuously seek and act on employee feedback to make necessary adjustments and keep the culture vibrant and supportive.

9. Employee Conflict Resolution

Conflict resolution is a vital skill for any HR manager. The HR manager is tasked with effectively addressing and resolving workplace disputes. Their responsibilities include:

• Acting as Mediators: Mediate between employees to facilitate fair resolutions.
• Listening to All Parties: Hear from all involved to understand various perspectives.
• Finding Fair Solutions: Work towards unbiased solutions that maintain a positive work environment.
• Take Necessary Actions: Implement appropriate measures, including strict actions if needed, to resolve conflicts.

Effective conflict resolution helps prevent issues from escalating, maintains employee morale, and supports a harmonious workplace. An HR manager must also develop and enforce policies that promote respectful and constructive communication.

HR Software plays a crucial role in this process. For instance, BambooHR allows employees to report issues online anonymously, providing a direct and confidential way to raise concerns. HR case management software, such as Zoho People, helps the human resource manager track the status of ongoing conflicts and suggests effective resolutions, ensuring timely and fair handling of disputes.

10. Rewards and Incentives

Managing rewards and incentives is essential for motivating employees and acknowledging their contributions. The human resource manager is responsible for designing compensation packages comprising bonuses, profit-sharing, and performance-based incentives. These programs align employee performance with organizational goals.

Key responsibilities include:

• Designing Compensation Packages: Create comprehensive reward structures that include various types of incentives such as bonuses and profit-sharing.
• Ensuring Fairness: Make sure that reward systems are equitable and competitive within the industry.
• Communicating Clearly: Ensure that employees understand how the rewards and incentives programs work.
• Boosting Morale: Implement rewards programs that enhance job satisfaction and employee retention.

An effective rewards program can include a range of incentives:

• Monetary Benefits: Offer bonuses and profit-sharing to reward high performance financially.
• Non-Monetary Rewards: Provide simple appreciation, freebies, or additional perks.

A well-designed rewards system motivates current employees and enhances the company’s reputation, helping attract new talent. Employee productivity tracking software, like Toggl, plays a critical role by monitoring work hours and deliverables, helping human resource managers assess employee performance. HR management software (HRMS) software, such as Gusto, further assists an HR manager in creating and managing incentive programs based on predefined metrics, ensuring that high-performing employees are recognized and rewarded appropriately.

11. Managing Employee Database

Managing an employee database is essential for keeping accurate and secure employee records. The human resource manager uses advanced Human Resource Information Systems (HRIS) to store and handle data related to employee profiles, performance, and payroll. Key responsibilities include maintaining personal records, ensuring data accuracy, and protecting employee information through robust security measures.

Employee database management software, like BambooHR, helps store digital records, track information, and secure sensitive data. To ensure data security, companies should choose reliable software vendors, restrict access for terminated employees, implement security features like timeouts, and regularly update software for better protection. Training employees on security protocols is also crucial for preventing phishing attacks.

Effective database management supports compliance, decision-making, and operational efficiency while safeguarding sensitive data.

12. Managing Employee Relations

The HR manager fosters a positive relationship between employees and the organization. The human resource manager focuses on building a supportive environment that encourages open communication and prompt resolution of grievances. Effective employee relations management ensures employees feel valued, heard, and supported, leading to higher job satisfaction and lower turnover rates while creating a positive company culture.

HR manager’s responsibilities in employee relations include:

• Address Employee Concerns: The HR manager handles employee concerns and disputes, ensuring they get resolved fairly and promptly.
• Promote Open Communication: They foster an environment where employees feel comfortable expressing their thoughts and concerns without fear of retaliation.
• Implement Fair Policies: The manager works with leadership to develop policies that promote fairness, growth, and respect in the workplace.

The HR manager also investigates issues like workplace conflicts or misconduct to ensure appropriate actions are taken.

Edstellar’s instructor-led employee relations training course improves workplace dynamics by equipping teams with essential skills to foster a productive, respectful, and compliant work environment.

13. Performing Succession Planning

HR managers ensure that organizations are well-prepared for future leadership transitions. This involves identifying and nurturing potential leaders within the organization, allowing for smooth transitions when key roles become vacant.

Some of the core responsibilities of HR manager in succession planning include:

• Identify Future Leaders: The HR manager works with senior leadership to identify employees with high potential for leadership roles.
• Developing Talent: They create customized development programs to train and prepare these employees for future leadership responsibilities.
• Ensures Continuity: Succession planning ensures business continuity while supporting long-term goals during leadership changes caused by retirements, resignations, or unforeseen circumstances like illness.

Further, HR managers collaborate with business heads to decide who deserves critical roles. Upskill and learn how to prepare professionals for future roles with a succession planning training course.

In addition, modern technologies like HRMS play a significant role in succession planning. Tools like BambooHR and Workday allow HR managers to review employee performance and readiness via various methods, such as scorecards, talent matrices, and comparative ratings. These tools provide insights into an employee’s progress, ensuring that the right individuals are selected for key positions when the time comes.

14. Creating a Safe Work Environment

This HR manager’s responsibility involves more than just meeting basic health and safety regulations it encompasses creating a culture of safety and respect throughout the organization. Their roles include:

• Compliance with Safety Regulations: HR managers ensure compliance with local and international safety standards like OSHA, conducting risk reviews, and implementing necessary precautions to avoid accidents or workplace injuries.
• Risk Management: Regular risk assessments help to identify potential hazards. The HR manager takes proactive measures to address these risks, safeguarding employees’ physical and mental well-being.
• Training and Safety Protocols: The HR manager provides regular safety training for all employees, preparing them for emergency scenarios and ensuring they understand safety protocols and guidelines.

Beyond physical safety, an HR manager fosters a respectful work environment by preventing harassment, discrimination, exploitation, or intimidation, and ensuring that employees feel secure when reporting incidents.

HR managers use HR case management software like Zendesk HR or ServiceNow HR Service Delivery to manage incidents. This software helps track complaints, grievances, and investigations, offering help-desk or self-service options for employees. It ensures transparency and confidentiality in addressing workplace issues, contributing to a safe and inclusive work culture.

15. Managing Employee Benefits

This role includes overseeing essential programs such as health insurance, retirement plans, and wellness initiatives. An HR manager must design competitive benefits packages, align with industry standards, and meet the diverse needs of employees.

Core responsibilities include:

• Design Benefits Packages: The HR manager creates benefits plans that include mandatory and voluntary offerings, such as paid time off, gym reimbursements, and health insurance.
• Selecting Providers: They choose reliable benefits providers to ensure high-quality service and cost-effectiveness.
• Ensuring Compliance: HR managers ensure that benefits programs meet legal requirements, including healthcare regulations and retirement plan standards.
• Communicating Benefits: They also clearly communicate the available benefits to employees, helping them understand their options and make informed decisions.

Further, companies may offer additional voluntary perks to boost employee satisfaction and retention. These include gym memberships, wellness programs, or extra paid leave.

Benefits administration software, such as Zenefits or BambooHR, streamlines the management of these programs. These tools allow the HR manager to handle health insurance, 401(k) retirement plans, and other perks. The software integrates with HR and payroll systems, automatically calculating net salaries after considering benefits, ensuring accurate and hassle-free benefits administration.

A Case Study: Talent Acquisition Due Diligence Leading to High Employee Engagement: The Case of Motorola India MDB

The case study on Motorola India - Mobile Devices Business (MDB) explores how the HR manager played a critical role in the company’s turnaround. Key HR manager responsibilities that contributed to Motorola’s success include:

• Talent Acquisition Strategy: The HR manager was tasked with aggressively acquiring top talent to meet business demands during a challenging period. Motorola’s HR team focused on hiring individuals with technical competency, a passion for challenges, and the ability to thrive in a competitive environment. The company strategically avoided hiring from No. 1 competitors but targeted employees experienced in turnaround situations.
• Onboarding and Engagement: The HR manager developed an engaging onboarding program called “Prarambh,” customized to the Indian context, to inspire and motivate new hires by sharing success stories of key Indian employees at Motorola. Two interventions, “Hai Dum-I” and “Hai Dum-II,” were organized to challenge employees and instill the Motorola culture and values, further boosting employee engagement.
• Employee Recognition: The HR team implemented recognition initiatives such as “Bravo” and “on-the-spot” rewards that included cash prizes and certificates for outstanding performance. Regular “town hall” meetings were conducted to communicate business strategies and acknowledge top performers, fostering a culture of recognition.
• Leadership Development: Motorola established a Sales Academy and conducted leadership development programs like workshops and vision-building exercises to hone employees’ skills and prepare them for future business challenges.
• Cultural Fit and Retention: The HR manager emphasized cultural fit in the hiring process, ensuring that new employees aligned with Motorola’s values and mission. This approach fostered high engagement and reduced turnover. To retain top talent, the HR team mapped critical roles and used risk assessment models to identify and address potential retention challenges.

The HR-led initiatives at Motorola India’s MDB resulted in significant market growth and internal recognition. By the end of 2006, Motorola’s market share increased from 1.8% to 14%, an impressive eight-fold growth. The company regained its position as one of the top five brands in India. The marketing team earned recognition as one of the best in the country, and the sales team was named the Best Business Team at Motorola’s Global Mobile Devices Sales Conference.

This growth and recognition were driven by a high-performing and engaged workforce, built through the HR team's strategic talent acquisition and development efforts.

Employee engagement also saw substantial improvements due to initiatives like the “iMOTO” campaign and various recognition programs. Motorola created an energized work culture where employees felt motivated and aligned with the company’s goals.

The case study highlights key implications for HR management, emphasizing the need for continuous talent engagement through offering challenges and career growth opportunities to prevent attrition in competitive markets. It also stresses the importance of aligning recruitment strategies with the organization's culture and long-term goals to maintain employee engagement and reduce turnover.

Additionally, the study suggests that HR practices should be customized to the specific needs of the organization, rather than adopting a generic approach, to effectively manage talent and support business success.

Conclusion

The role of an HR manager is more dynamic and multifaceted than ever before. The HR manager serves as the backbone of organizational success. Their responsibilities go beyond administrative tasks, involving strategic planning and employee development that shape the company’s culture and future growth.

In an increasingly competitive market, an HR manager must leverage technology and data-driven approaches to streamline recruitment, performance management, benefits administration, etc. They align employee satisfaction with the organization’s objectives, ensuring the workforce is motivated, productive, and engaged. Mastering these roles is key to driving employee retention & performance and fostering a thriving work culture that supports long-term business success.

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