Profession human resources manager
Personnel department managers plan, direct and coordinate policies concerning the personnel, industrial relations and occupational health and safety activities of an enterprise or organization, or of enterprises that provide human resource services to other enterprises and organizations.
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- Human resources department processes
The different processes, duties, jargon, role in an organisation, and other specificities of the human resources department within an organisation such as recruitment, pension systems, and personnel development programs.
- Labour legislation
Legislation, on a national or international level, that governs labour conditions in various fields between labour parties such as the government, employees, employers, and trade unions.
- Employment law
The law which mediates the relationship between employees and employers. It concerns employees' rights at work which are binding by the work contract.
The services provided to employees by organisations and institutions to help them find new employment.
- Human resource management
The function in an organisation concerned with the recruitment of employees and the optimisation of employee performance.
- Identify necessary human resources
Determine the number of employees needed for the realisation of a project and their allocation in the creation, production, communication or administration team.
- Manage payroll
Manage and be responsible for employees receiving their wages, review salaries and benefit plans and advise management on payroll and other employment conditions.
- Comply with legal regulations
Ensure you are properly informed of the legal regulations that govern a specific activity and adhere to its rules, policies and laws.
- Identify with the company's goals
Act for the benefit of the company and for the achievement of its targets.
- Handle conflicts
Mediate in conflicts and tense situations by acting between parties, such as service users, important others like families, and institutions, striving to effect an agreement, reconciliate, and resolve problems.
- Promote gender equality in business contexts
Raise awareness and campaign for the equalisation between the sexes by the assessment of their participation in the position and the activities carried out by companies and businesses at large.
- Manage budgets
Plan, monitor and report on the budget.
- Negotiate employment agreements
Find agreements between employers and potential employees on salary, working conditions and non-statutory benefits.
- Plan medium to long term objectives
Schedule long term objectives and immediate to short term objectives through effective medium-term planning and reconciliation processes.
- Apply company policies
Apply the principles and rules that govern the activities and processes of an organisation.
- Negotiate with employment agencies
Establish arrangements with employment agencies to organise recruiting activities. Maintain communication with these agencies in order to ensure efficient and productive recruitment with high potential candidates as an outcome.
- Organise staff assessment
Organising the overall assessment process of the staff.
- Coordinate operational activities
Synchronise activities and responsibilities of the operational staff to ensure that the resources of an organisation are used most efficiently in pursuit of the specified objectives.
- Develop employee retention programs
Plan, develop, and implement programs aimed at keeping the satisfaction of the employees in the best levels. Consequently, assuring the loyalty of employees.
- Monitor company policy
Monitor the company's policy and propose improvements to the company.
- Develop training programmes
Design programmes where employees or future employees are taught the necessary skills for the job or to improve and expand skills for new activities or tasks. Select or design activities aimed at introducing the work and systems or improving the performance of individuals and groups in organisational settings.
- Evaluate training
Assess the realisation of the training's learning outcomes and goals, the quality of teaching, and give transparent feedback to the trainers and trainees.
- Track key performance indicators
Identify the quantifiable measures that a company or industry uses to gauge or compare performance in terms of meeting their operational and strategic goals, using preset performance indicators.
Optional knowledge and skillsanalyse insurance risk set organisational policies labour law ensure information transparency profile people apply technical communication skills establish collaborative relations evaluate performance of organisational collaborators discharge employees manage financial risk liaise with managers conflict management delegate activities assessment processes evaluate employees promote education course manage employee complaints develop corporate training programmes advise on social security benefits teamwork principles adapt instruction to labour market advise on career types of insurance analyse insurance needs calculate benefits write inspection reports teach corporate skills personnel management adult education coach employees organisational structure develop financial products set inclusion policies build business relationships company policies corporate social responsibility business management principles financial products advise on organisation climate consultation organisational policies tolerate stress identify policy breach monitor legislation developments implement strategic planning administer appointments government policy implementation manage contracts training subject expertise promote human rights gather feedback from employees protect employee rights financial markets trace financial transactions provide advice on breaches of regulation leadership principles investigate social security applications analyse financial risk work with virtual learning environments promote social security programmes synthesise financial information obtain financial information communicate with beneficiaries corporate law principles of insurance types of pensions audit techniques conduct workplace audits monitor organisation climate government social security programmes legal research create solutions to problems develop professional network present reports respond to enquiries handle financial transactions advise on conflict management give constructive feedback social security law supervise staff coordinate educational programmes negotiate settlements manage stress in organisation financial management ensure cross-department cooperation evaluate benefit plans interview people curriculum objectives show diplomacy deliver online training manage government policy implementation provide support in financial calculation develop pension schemes review insurance process provide information on study programmes manage corporate training programmes maintain financial records manage sub-contract labour maintain records of financial transactions actuarial science project management manage pension funds handle financial disputes apply conflict management recruit employees advertising techniques promote inclusion in organisations apply strategic thinking monitor developments in field of expertise insurance law advise on risk management promote financial products advise on government policy compliance communication
Source: Sisyphus ODB