What Human Resources Managers Do
Human resources managers often coordinate the work of a team of specialists.
Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.
Human resources managers typically do the following:
- Plan and coordinate an organization’s workforce to best use employees’ talents
- Link an organization’s management with its employees by handling questions, administering employee services, and resolving work-related problems
- Advise managers on organizational policies, such as equal employment opportunity and sexual harassment
- Coordinate and supervise the work of specialists and support staff
- Oversee an organization’s recruitment, interview, selection, and hiring processes
- Handle staffing issues, such as mediating disputes, firing employees, and directing disciplinary procedures
Every organization wants to attract, motivate, and keep qualified employees and match them to jobs for which they are well suited. Human resources managers accomplish this by directing the administrative functions of an organization. Their work involves overseeing employee relations, regulatory compliance, and employee-related services such as payroll, training, and benefits. They supervise the department’s specialists and support staff and ensure that tasks are completed accurately and on time.
Human resources managers also consult with top executives on the organization’s strategic planning. They identify ways to maximize the value of the organization’s employees and ensure that they are used as efficiently as possible. For example, they might assess worker productivity and recommend changes to the organization’s structure to help it meet budgetary goals.
Some human resources managers oversee all aspects of an organization’s human resources department, including the compensation and benefits or training and development programs. In many larger organizations, these programs are directed by specialized managers. For more information, see the profiles on compensation and benefits managers and training and development managers.
The following are types of human resources managers:
Labor relations managers, also called employee relations managers, oversee employment policies in union and non-union settings. They draw up, negotiate, and administer labor contracts that cover issues such as grievances, wages, benefits, and union and management practices. They also handle labor complaints between employees and management and coordinate grievance procedures.
Payroll managers supervise the operations of an organization’s payroll department. They ensure that all aspects of payroll are processed correctly and on time. They administer payroll procedures, prepare reports for the accounting department, and resolve any payroll problems or discrepancies.
Recruiting managers, sometimes called staffing managers, oversee the recruiting and hiring responsibilities of the human resources department. They often supervise a team of recruiters, and some take on recruiting duties when trying to fill high-level positions. They must develop a recruiting strategy that helps them meet the staffing needs of their organization and effectively compete for the best employees.