Who is the HR Manager?

Human Resources Manager (HR Manager for short) is a position that is becoming more and more popular and increasingly appreciated (also financially) around the world. Today, the role of the HR Manager is seen as strategic for any organization. The person in this position is no longer only responsible for recruitment processes, payroll and those less liked procedures, i.e. firing employees. The HR Manager’s actions directly translate into the company’s financial performance and affect the achievement of its strategic goals.

The role of the HR Manager in the organization

The HR Manager is responsible for:

Creation, implementation and development of the company’s personnel policies

This task involves, among other things: determining quantitative and qualitative needs in the area of labor resources, selecting employees for particular jobs, creating teams and developing them, analyzing training needs in the organization, building incentive systems, monitoring the level of employee satisfaction, influencing the growth of the company’s competitiveness in the labor market.

Implementation of the company’s HR strategy

In practice, this translates into analyzing the organization’s business context (economic, political, industry trends) and identifying challenges in this area. Challenges in the HR area will naturally translate into new tasks for the implementation of HR strategy (personnel strategy). An example of such tasks could be: retraining employees, developing new competencies in the team, or planning how many and what specific employees the organization will need at the next stages of implementing the business strategy (e.g., in the following years).

Management of employee hiring plans

This task involves determining personnel needs in quantitative terms (how many employees we need to hire) and qualitative terms (what competencies employees must have).

Management of the company’s recruitment processes

This task involves the implementation of the entire recruitment process – from drawing up a job description, determining the scope of responsibilities, salary, placement of the position in the organizational structure, through the addition of an ad, preliminary selection of candidates, holding a recruitment meeting, competency testing until an offer is made to the selected candidate and negotiations on salary or other working conditions and finally signing a contract.

Creation of competency models and job descriptions

The task is to identify a set of competencies (skills, qualities and behaviors) that are most important for the smooth operation and development of the company. Competencies are grouped and matched to individual positions, making it easier to create a detailed job description and select appropriate recruitment tools.

Design of training plans and setting career paths for employees

In practice, this involves examining competency gaps and creating optimal training plans for all employees. A helpful tool for creating personalized training plans for employees and monitoring their level of completion is Opexity’s training platform.

Analyze data related to the hiring process, employee retention costs, layoffs, vacations, etc.

This task involves monitoring the processes involved in the execution of the HR department’s tasks – assessing their effectiveness and efficiency.

Initiate projects to optimize HR processes

In addition to monitoring and analyzing data in the implementation of HR processes, the Manager should also initiate specific optimization measures and take an active part in projects to improve these processes. For example, in the case of an inconspicuous increase in the turnover rate in the organization, it will be HR’s task to investigate the reasons for layoffs and take appropriate measures to reduce the number of employee dismissals.

Cooperation with management and support of other managers in matters related to employee development

The HR Manager is also tasked to work with management and advise on personnel issues. In addition, the HR Manager supports other managers in resolving personnel conflicts and developing internal talent.

Employer branding

Employer branding involves creating a positive image of the employer. The process involves improving the opinion of the employer among both existing employees (internal employer branding) and potential employees and customers (external employer branding). In practice, employer branding involves: representing the company at job fairs and universities, organizing competitions for employees, supporting volunteer and community activities, and organizing internal training.

Management of the team’s performance

The HR Manager, as the head of the HR department, is tasked with supporting his/her team and directing them in such a way that they achieve the goals set out in the company’s HR policy. In addition, the HR Manager prepares reports summarizing the work of the entire department for the management.