25 Key HR Manager Responsibility Areas To Make HR Role Effective

As HR Managers, the deliverables are quite diverse. The key HR Manager responsibility areas to make HR role effective is constantly evolving based on the life stage of the business and organization. There are mandatory activities to be taken care of in Human Resource Department that forms an integral part of HR Function in any organization and then there are dynamic and variety of expectations that the organization has and the business has from Human Resource Department and the team that works as HR partners.

HR Crest organized a “Graffiti Board” discussion with young HR Managers across 25 companies and deliberated on a laundry list of activities that HR team members undertake as a part of the functional responsibility and list down the expectations that the Business Heads and organization has from HR. The attempt was to build synergy around the Core HR Activities and Key Business Expectations to increase overall HR efficiency. The team ideated on keeping HR deliverables more transactional for the ease of execution and creates an impact on the ground level in the business scenario. The effort was to belt out the set of key HR responsibilities that the HR Manager can undertake and impact the stakeholders.

The following are the recommended key responsibility areas for an HR Manager as deliberated by the team of 25 HR professionals across industries. The key HR responsibilities are bucketed in three broad categories to give the role a structure and ease of understanding. This will also help you select the ones relevant in your area and organisation.

http://www.youtube.com/playlist?list=PLDtQqX7LLdkDHsNRsb4LQgLQLoaII0VWm&feature=view_all

HR Team Effectiveness for HR efficiency:

1. Frame a clear and easily implementable HR Policies

2. Nurture and develop a motivated HR Team to meet business requirement

3. Develop the collective knowledge of the HR team to handle complex and crisis situation arising due to dynamic and changing business environment

4. Create a complementing skills based team such that various HR aspects can be addressed and there are varied competencies and skills the team has to be handle the entire gamut of HR responsibilities ranging from HR design t0o HR delivery. E,g. recruitment specialist, L&D experts, Business HR

5. Plan and implement an effective HR Plan that is aligned to Business Plan and overall organisation people agenda

Deliver Business Expectations to attain HR credibility

1. Execute manpower planning and budgeting to have a road-map for recruitment assignments

2. Manpower hiring  as per the recruitment plan agreed along with the Business heads/department heads

3. Keep ears to the ground and reach out to all employees through communication with employees at regular intervals to gather insights @ workplace and feed them back appropriately to the leadership team of the organisation

4. Plan and execute suitable interventions to keep the employees motivated

5. Act as a business partner and provide dashboards/analytics to business heads/department heads to help them have a pulse of their team

6. Provide employee development and counselling assistance to employees /team members to enhance employee performance and productivity

7. Take adequate measures to retain good employees, ring fence high potential employees

HR Delivery Agenda to executive effective HR practices

1. Ensure Statutory Compliant status at all times

2. In case of a widespread organisation, HR  visit calendar to all locations is made and followed

3. Executing “Employee Engagement” initiatives to keep people together and make the workplace exciting, rewarding  and engaging

4. Drive an effective Learning and development agenda that impacts the employees and the businesses

5. Evaluate and Improvise the current HR Practices to keep with time and external benchmarks

6. Update HR policies in line with the business and organisation requirement

7. Keeping and updated Employee Handbook with all relevant details and information

8. Design, update and share SOPs of all HR processes

9. Conduct periodical employee surveys to collate insights @ workplace and in turn design employee interventions accordingly to address concern areas

10. Support and counsel  business managers to effectively manage teams to ensure higher employee productivity

11. Have an updated repository of Job descriptions for all roles in the organisation along with measurable performance indicators for each role

12. Maintain employee records and files i order for ease of reference (both On-line and physical copies of the records)

13.  Communicate with employees and business heads for better alignment

14. Be astute to handle dynamics at the workplace and help employees to overcome crisis situation

The above list is an exhaustive list and is more focussed on a Business HR Managers’ responsibility areas. The entire list may or may not apply to all HR Managers. You may want to select that is relevant to your organisation and frame your KRAs on those lines. .

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1 “Rapid Reader” Introduction
2 HR Partnering
3 HR Role in Performance Management
4 Learning & Development
5 Employee Communication
6 Employee Rewards & Recognition
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Feel free to add on to the above 25 key HR manager responsibility areas to make hr role effective, write to us at contact@hrcrest.com.

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Category: HR Manager