The major areas the Human Resources Manager manages can include:

 recruiting and staffing;

 organizational departmental planning;
 performance management and improvement systems;
 organization development;
 employment and compliance with regulatory concerns regarding employees;
 employee onboarding, development, needs assessment, and training;
 policy development and documentation;
 employee relations;
 company-wide committee facilitation;
 company employee and community communication;
 compensation and benefits administration;
 employee safety, welfare, wellness, and health;

 charitable giving; and

 employee services and counseling.

The Human Resources Manager originates and leads Human Resources practices and objectives
that will provide an employee-oriented; high-performance culture that emphasizes
empowerment, quality, productivity, and standards; goal attainment, and the recruitment and
ongoing development of a superior workforce.

The Human Resources Manager is responsible for the development of processes and metrics that
support the achievement of the organization's business goals.

The Human Resources Manager coordinates the implementation of people-related services,

policies, and programs through Human Resources staff; reports to the CEO; and assists and advises
company managers about Human Resources issues.

Primary Objectives of the Human Resources Manager:

 Health and safety of the workforce.

 Development of a superior workforce.
 Development of the Human Resources department.
 Development of an employee-oriented company culture that emphasizes quality,
continuous improvement, key employee retention and development, and high
performance.
 Personal ongoing development.

Responsibilities of the Human Resources Manager

Depending on the organization, the Human Resources Manager may or may not have
responsibility for community relations, philanthropic giving, company community sports team and
event sponsoring, space planning, benefits review, and administration.

Depending upon the needs of the organization, such responsibilities may be carried out by the
finance department, facilities department, marketing, and public relations, and/or administration.

No matter which department bears the leadership responsibility for the function, the Human
Resources manager is closely involved in decisions, implementation, and review.

Thus, responsibilities of the Human Resources manager may include the following.

Development of the Human Resources Department

 Oversees the implementation of Human Resources programs through Human Resources

staff. Identifies opportunities for improvement and resolves problems.
 Oversees and manages the work of reporting Human Resources staff. Encourages the
ongoing development of the Human Resources staff.
 Develops and monitors an annual budget that includes Human Resources services,
employee recognition, sports teams and community events support, company
philanthropic giving, and benefits administration.
 Selects and supervises Human Resources consultants, attorneys, and training specialists,
and coordinates company use of insurance brokers, insurance carriers, pension
administrators, and other outside sources.

 Conducts a continuing study of all Human Resources policies, programs, and practices to
keep management informed of new developments.
 Leads the development of department goals, objectives, and systems. Provides leadership
for Human Resources strategic planning.
 Establishes HR departmental measurements that support the accomplishment of the
company's strategic goals.
 Manages the preparation and maintenance of such reports as are necessary to carry out
the functions of the department. Prepares periodic reports for management, as necessary
or requested, to track strategic goal accomplishment.

 Develops and administers programs, procedures, and guidelines to help align the workforce
with the strategic goals of the company.
 Participates in executive, management, and company staff meetings and attends other
meetings and seminars.
 With the CEO, CFO, and community relations group, plans the company's philanthropic and
charitable giving.

Human Resources Information Systems (HRIS)

  Manages the development and maintenance of the Human Resources sections of both the
company website, particularly recruiting, culture, and company information; and the
employee Intranet, wikis, newsletters, and so forth.
 Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet
the other needs of the organization.

Training and Development

 Coordinates all Human Resources training programs, and assigns the

authority/responsibility of Human Resources and managers within those programs.
Provides necessary education and materials to managers and employees including
workshops, manuals, employee handbooks, and standardized reports.
 Leads the implementation of the performance management system that includes
performance development plans (PDPs) and employee development programs.
 Establishes an in-house employee training system that addresses company training needs
including training needs assessment, new employee onboarding or orientation,
management development, production cross-training, the measurement of training
impact, and training transfers.

 Assists managers with the selection and contracting of external training programs and
consultants.
 Assists with the development of and monitors the spending of the corporate training
budget. Maintains employee training records.

Employment

 Establishes and leads the standard recruiting and hiring practices and procedures necessary
to recruit and hire a superior workforce.
 Interviews management and executive position candidates; serves as part of the interview
team for position finalists.
 Chairs any employee selection committees or meetings.

Employee Relations

 Formulates and recommends Human Resources policies and objectives for the company on
any topic associated with employee relations and employee rights.
 Partners with management to communicate Human Resources policies, procedures,
programs, and laws.
 Determines and recommends employee relations practices necessary to establish a
positive employer-employee relationship and promote a high level of employee morale and
motivation. Conducts periodic surveys to measure employee satisfaction and employee
engagement.

 Coaches and trains managers in their communication, feedback, recognition, and

interaction responsibilities with the employees who report to them. Makes certain that the
managers know how to successfully, ethically, honestly, and legally communicate with
employees.
  Conducts investigations when employee complaints or concerns are brought forth.
 Monitors and advises managers and supervisors in the progressive discipline system of the
company. Monitors the implementation of a performance improvement process with non-
performing employees.

 Reviews, guides, and approves management recommendations for employment

terminations.
 Leads the implementation of company safety and health programs. Monitors the tracking
of OSHA-required data.
 Reviews employee appeals through the company complaint procedure.

Compensation

 Establishes the company wage and salary structure, pay policies, and oversees the variable
pay systems within the company including bonuses and raises.
 Leads competitive market research to establish pay practices and pay bands that help to
recruit and retain superior staff.
 Monitors all pay practices and systems for effectiveness and cost containment.
 Leads participation in at least one salary survey per year. Monitors best practices in
compensation and benefits through research and up-to-date information on available
products.

Benefits

 With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors
national benefits environment for options and cost savings.
 Leads the development of benefit orientations and other benefits training for employees
and their families.
 Recommends changes in benefits offered, especially new benefits aimed at employee
satisfaction and retention.

Law

 Leads company compliance with all existing governmental and labor legal and government
reporting requirements including any related to the Equal Employment Opportunity (EEO),
the Americans With Disabilities Act (ADA), the Family and Medical Leave Act, Employee
Retirement Income Security Act (ERISA), the Department of Labor, worker compensation,
the Occupational Safety and Health Administration (OSHA), and so forth. Maintains
minimal company exposure to lawsuits.
 Directs the preparation of information requested or required for compliance with laws.
Approves all information submitted. Serves as the primary contact with the company
employment law attorney and outside government agencies.

 Protects the interests of employees and the company in accordance with company Human
Resources policies and governmental laws and regulations. Minimizes risk.

Organization Development
  Designs, directs, and manages a company-wide process of organization development that
addresses issues such as succession planning, superior workforce development, key
employee retention, organization design, and change management.
 Manages employee communication and feedback through such avenues as company
meetings, suggestion programs, employee satisfaction surveys, newsletters, employee
focus groups, one-on-one meetings, and Intranet use.
 Manages a process of organizational planning that evaluates company structure, job
design, and personnel forecasting throughout the company. Evaluates plans and changes to
plans. Makes recommendations to executive management.

 Identifies and monitors the organization's culture so that it supports the attainment of the
company's goals and promotes employee satisfaction.
 Participates in a process of organization development to plan, communicate, and integrate
the results of strategic planning throughout the organization.
 Manages the company-wide committees including the wellness, training, environmental
health and safety, activity, and culture and communications committees.
 Keeps the CEO and the executive team informed of significant problems that jeopardize the
achievement of company goals, and those that are not being addressed adequately at the
line management level.

The Human Resources Manager assumes other responsibilities as assigned by the CEO.

This job description has been designed to indicate the general nature and level of work performed
by jobholders within this role of Human Resources Manager. It is not designed to contain or to be
interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required
of employees assigned to the job.

To perform the Human Resources Manager job successfully, an employee must perform each
essential responsibility satisfactorily. These requirements are representative, but not all-inclusive,
of the knowledge, skills, and abilities required to lead in the role of the company Human Resources
Manager.

Reasonable accommodations may be made to enable individuals with disabilities to perform these
essential functions.

Human Resources Manager Job Requirements

 Knowledge and experience in employment law, compensation, organizational planning,

recruitment, organization development, employee relations, safety, employee engagement,
and employee development.
 Better than average written and spoken communication skills.
 Outstanding interpersonal relationship building and employee coaching skills.
 Demonstrated ability to lead and develop HR department staff members.
 Demonstrated ability to serve as a knowledgeable resource to the executive management
team that provides overall company leadership and direction.
  Excellent computer skills in a Microsoft Windows environment. Must include knowledge of
Excel and skills in Human Resources Information Systems (HRIS).
 General knowledge of various employment laws and practices and experience working with
a corporate employment law attorney.
 Experience in the administration of benefits and compensation programs and other Human
Resources recognition and engagement programs and processes.
 Evidence of the ability to practice and coach organization managers in the practice of a high
level of confidentiality.

 Excellent organizational management skills.

Education and Experience Required for the Human Resources Manager Job

 Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization

Development.
 A minimum of seven years of progressive leadership experience in Human Resources positions.
 Specialized training in employment law, compensation, organizational planning, organization
development, employee relations, safety, training, and preventive labor relations, preferred.
 Active affiliation with appropriate Human Resources networks and organizations and ongoing
community involvement, preferred.

 Possess ongoing affiliations with leaders in successful companies and organizations that practice
effective Human Resources Management.

Physical Demands of the Human Resources Manager Job

These physical demands are representative of the physical requirements necessary for an
employee to successfully perform the essential functions of the Human Resources Manager's job.
Reasonable accommodation can be made to enable people with disabilities to perform the
described essential functions of the Human Resources Manager's job.

While performing the responsibilities of the Human Resources Manager's job, the employee is
required to talk and hear. The employee is often required to sit and use his or her hands and
fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms
and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required for this
job include close vision.

Work Environment for the Human Resource Manager

While performing the responsibilities of the Human Resources Manager's job, these work
environment characteristics are representative of the environment the Human Resources Manager
will encounter. Reasonable accommodations may be made to enable people with disabilities to
perform the essential functions of the Human Resources Manager's job.

While performing the duties of this job, the employee is occasionally exposed to moving
mechanical parts and vehicles. The noise level in the work environment is usually quiet to
moderate.
Conclusion

This job description is intended to convey information essential to understanding the scope of the
Human Resources Manager's position and it is not intended to be an exhaustive list of experience,
skills, efforts, duties, responsibilities or working conditions associated with the position.

Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for
accuracy and legality. The site is read by a world-wide audience and employment laws and
regulations vary from state to state and country to country. Please seek legal assistance, or
assistance from State, Federal, or International governmental resources, to make certain your legal
interpretation and decisions are correct for your location. This information is for guidance, ideas,
and assistance.

What is Organizational Development (OD)?

Organizational development deals with improving a company’s performance and individual development of
its employees. Each organization should be viewed as a coherent system composed of separate parts.
Organizational development as a process includes methodologies and achievements in strategic planning,
organizational design, leadership development, coaching, diversity and balance between work and life.

ual development of its employees. Each organization should be viewed as a coherent system composed of
separate parts. Organizational development as a process includes methodologies and achievements in
strategic planning, organizational design, leadership development, coaching, diversity and balance between
work and life.

Business enters a new era, we need other personal qualities - emotional intelligence, ability to manage, to
set goals and follow them, to be confident assertive, creative, to self-improve continuously. Only strong and
complete individuals can make a profitable and stable business.

The term organizational development identifies the stages through which organizations go in the process of
their development. You could say that organizational development is the way organizations change, evolve.
This understanding is based on the assumption that organizations, just like human beings, have cycles of
development, each characterized by its specific problems, crises and ways to overcome them.

When we say organizational development we mean the various techniques and interventions that are
planned and implemented in order to assist or facilitate the implementation of certain planned and
consequential changes in the structure, processes and human resources within the organization.
Organizational development process is planned, as it requires systematic diagnosis, program development
and mobilization of resources (financial, technical, human) in a separate structural unit or entire
organization. It is described as a process that includes efforts to improve various activities in the
organization. Organizational development involves the analysis of strategy, structure and culture of the
organization. Organizational development analyzes formal and informal parts of the organization.

The formal parts of the company that it analyzes include objectives, structure, policy, human resources, and
compensation. The informal ones include values, attitudes, social relationships, etc. Organizational
development focuses on performance and health of the entire organization, not on an individual. It is
designed to achieve organizational goals that will lead to the satisfaction of people working in the
organization. The main objectives of the organizational development as a form of consultation are to:

-Solve problems
-To help people acquire knowledge and skills
Organizational development consultants act as a catalyst that helps an organization to solve its own
problems by improving its capabilities. The consultation process is defined as a set of activities by the
consultant who helps the client to perceive and understand the problems in the organization and to learn to
act on solve them. There are different models of organizational consulting: Expert-model: If the client seeks
specific information and expertise to solve problems or issues. The responsibility lies with the client. This
model works well in the following conditions: the client has correctly diagnosed and presents problems
identified as the consultant’s spatiality, ensuring the ability of the consultant to give him/her the expertise,
to know the nature of information that he/she wants and to be able to accept the consequences.

Pattern of organizational consulting “doctor-patient”: In this model, the consultant makes the decision, but
has additional power to diagnose the problem. In this model, the consultant assumes responsibility for the
decision.The word for management and organizational development used in Denmark is ledelse og
organisationsudvikling.