In small companies, the human resource manager takes on multiple roles and responsibilities. In large companies, these same functions are broken up into separate positions and titles under the leadership of the executive HR manager. She directs a staff that handles recruitment, benefits and compensation; training and development; and labor relations. Each one of these HR functions is critical to maintaining a successful and profitable company.
The recruitment manager oversees and directs corporate staffing needs. She acts as a liaison between department heads and job candidates selected for interviews. She or her staff vets resumes and potential candidates for next level interviews within the company. As part of recruitment, she develops relationships with job employment agencies, manages job advertisements and oversees the interview process. She works with department heads to plan corporate recruitment needs to help budget new positions for the upcoming year. She also may be responsible for maintaining or creating job descriptions.
Benefits and Compensation Managers
Benefits and compensation managers ensure that benefit programs are in place for employees. They conduct marketplace salary surveys to determine competitive salaries; oversee or create programs for job evaluations; and process all new hire employment packages. As part of the responsibilities under this function, they manage employee personnel records and stay current with elective changes to benefits or salary increases. These managers are also responsible for overseeing in-house employee programs, such as tuition reimbursement and education, paid-time-off programs or employee social programs.
Employee Relations Manager
Large companies that have unionized staff also have an HR manager dedicated solely to labor relations. The employee relations manager meets with members of the union to discuss issues or problems that might arise. She acts as a liaison between the workforce and the upper or executive management within a large company. The labor relations manager develops corporate labor policies; creates and negotiates labor contracts; and oversees grievances, labor disputes, contract wage issues or benefits, management and union systems.
Training and Development Managers
A company that wants to stay competitive often has a training and development manager within the HR department. The training manager oversees and develops programs for ongoing employee training, course content and materials. She helps a company retain and develop its workforce. She oversees and supervises a staff to help her achieve training programs in line with corporate values and goals. The training and development manager obtains input from corporate department heads about their employee training needs.
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