Human resources managers typically do the following:
Organizations want to attract, motivate, and keep qualified employees and match them to jobs for which they are well-suited. Human resources managers accomplish this aim by directing the administrative functions of human resources departments. Their work involves overseeing employee relations, securing regulatory compliance, and administering employee-related services such as payroll, training, and benefits. They supervise the department’s specialists and support staff and make sure that tasks are completed accurately and on time.
Human resources managers also consult with top executives regarding strategic planning and talent management. They identify ways to maximize the value of the organization’s employees and ensure that they are used efficiently. For example, they might assess worker productivity and recommend changes to help the organization meet budgetary goals.
Some human resources managers oversee all aspects of an organization’s human resources department, including the compensation and benefits program and the training and development program. In many larger organizations, these programs are directed by specialized managers, such as compensation and benefits managers and training and development managers.
The following are examples of types of human resources managers:
Labor relations directors, also called employee relations managers, oversee employment policies in union and nonunion settings. They negotiate, draft, and administer labor contracts that cover issues such as wages, benefits, and union and management practices. They also handle labor complaints between employees and management, and they coordinate grievance procedures.
Payroll managers supervise 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 payroll problems.
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 for filling high-level positions. They must develop a recruiting strategy that helps them meet the staffing needs of their organization and compete effectively to attract the best employees.
Human resources managers usually need a bachelor’s degree. Candidates may earn a bachelor’s degree in human resources or in another field, such as business management, education, or information technology. Courses in subjects such as conflict management or psychology may be helpful.
Some jobs may require a master’s degree in human resources, labor relations, or business administration (MBA).
Although certification is voluntary, it shows professional expertise and credibility, and it may enhance job opportunities. Employers may prefer to hire candidates with certification, and some positions may require it. The Society for Human Resource Management (SHRM), HR Certification Institute (HRCI), WorldatWork, and International Foundation of Employee Benefit Plans are among many professional associations that offer certification programs.