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HR Roles And Responsibilities

what are the roles and responsibilities of hr executive

HR, an acronym for the human resources department, play a large role in organisational development. HR roles and responsibilities differ, but overall every individual working in HR believes that employees are the biggest strength of any company. Therefore, the workplace’s central HR function is to ensure positive work environments through people management. Overall, theirs is a crucial role for many businesses, and their integration often signals a new and exciting opportunity within the organisation.

This article will go over human resources, their different roles and responsibilities and what they bring to a business.

Starting Your Human Resources Department

Before a business establishes a human resources department, owners and managers are typically responsible for juggling employee relations and business opportunities. However, as businesses go through a transformational change through expansion, specialisation or the like, then the higher levels of management become too busy. In these cases, many turn to HR professionals dedicated to taking an active role in performance management, employee relations etc.

Starting from entry-level roles in HR jobs, we will review the different roles available.

HR Generalist

An HR generalist is an entry-level role for many pursuing an HR career but plays a key role throughout the life cycle of employees within your business. Their roles are as follows:

  • Recruitment – An HR generalist uses several channels to attract high-potential candidates to your business. This can be anything from job boards to other professional organisations. They screen their candidates, coordinate/conduct interviews with managers, and work with them after each interview to shortlist the most ideal candidate(s).
  • Onboarding – A generalist’s HR operations can include onboarding tasks, such as collecting and processing the new hire’s paperwork. This can go as far as ensuring background checks and administration is taken care of, to introducing the new hire to the company through orientation.
  • Employee relations – Your generalist will be the first contact in the HR team for any employees with questions, concerns or complaints. Here, the generalist will display the key skills of the HR business, which are people management and legislative know-how. They will use this understanding to address, investigate, and resolve minor conflicts, and facilitate the path toward solutions for more major issues.

Overall, a generalist is an internal customer-focused role who uses HR practices, which revolve around relation building and conflict resolution, to take care of many minor issues, keep a finger on the pulse of workers, and facilitate higher action. It is through them that other HR Professionals gauge and engage employees.

What does a Generalist do?

HR Operations

HR Operations are the administrative and technical backbone of HR Professionals. Their duties are as follows:

  • Payroll Administration – This is a vital HR function, as it ensures that all employees are taken care of. One of the most damaging things a business can do is fail or be late at paying employees, making this a position vital for happiness in the workplace. Duties also include managing benefits and tax calculations, as well as managing overtime payments and bonuses.
  • Employee Data Management – Managing data processes and storage throughout a business is highly important for organisational development. It ensures all information is put to date and business can be conducted at high levels with no oversights. This should be a permanent position within a company regardless of whether it’s within an HR career or not.
  • Reporting and Analytics – Throughout the employee relations-focused work within HR Jobs, there will be many factors and metrics to record and report on, such as turnover rates, absenteeism and time to hire. This reporting is instrumental in strategic decision-making when looking at expansion, for instance.

HR Operators are usually not spending a lot of time onsite and are often found to be hybrid working positions. They work mostly in the background, being a full-time point of reference.

HR Managers

An HR Manager is responsible for the management of the staff among the HR generalist and HR Operations ranks.

  • HR Strategy Implementations – The processes and initiatives that make HR indispensable is initiated and/or overseen by HR managers. They are responsible for ensuring their team, the generalists and operations, are tailoring their actions to serve their specific role.
  • Compliance – Overall, an HR Manager should ensure that compliance is being met by the HR team and the team they’re overseeing. They will be the first point of reference whenever a roadblock or an issue that is being passed up the chain appears. This is to mitigate any risks and ensure no preventable disruptions to the workplace occur.
  • Liaison – They will be the ones often giving reports and raising concerns with the higher management within the company. A good HR manager will understand where they stand, as well as where the business stands.

HR Business Partner

A very high-level role within the HR team, an HR business partner is a strategic asset responsible for creating tailored solutions to optimise workforce performance and engagement.

  • Collaboration – An HR business partner seeks to work alongside line managers and other high-ranking individuals to understand the unique challenges of the workplace and engage in workplace initiatives to support greater change within a workplace.
  • Performance management – An HR business partner works on developing individuals within a workplace by designing and implementing processes responsible for enhancing performance.
  • Organisational Change – An HR business partner has the knowledge and experience in facilitating healthy, widespread changes across a company. They do this through effective communication and involved implementation of incremental changes.

Overall, you can expect these

 important human resources professionals to be involved when a business is reaching a capping point or requires great change to take advantage of opportunities. The most experienced and accomplished among them have further utility, though.

Senior HR Business Partner

Senior human resources business partners play key roles in the development of long-term HR strategy. They are experts at large-scale and sometimes risky transitions, such as mergers, acquisitions or significant restructuring. Nonetheless, a senior HR business partner is likely a well-desired asset to have. 

 

Manager from Human Resources Managing People

Conclusion

Gaining the help of HR professionals signals a great change within the company. By having this specialised unit of individuals who are tasked with understanding employee concerns, you are freed up to perform the higher functions of a business without having to split up a sizable portion of your attention to employee relations. With HR’s specialised focus on conflict resolution and the establishment of positive working environments, you will find that managing your employees will have a lot less friction. 

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