Profession human resources manager
Human resources managers plan, design and implement processes related to the human capital of companies. They develop programs for recruiting, interviewing, and selecting employees based on a previous assessment of the profile and skills required in the company. Moreover, they manage compensation and development programs for the company's employees comprising trainings, skill assessment and yearly evaluations, promotion, expat programs, and general assurance of the well-being of the employees in the workplace.
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- Enterprising / Social
- 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.
- 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.
- Human resource management
The function in an organisation concerned with the recruitment of employees and the optimisation of employee performance.
The services provided to employees by organisations and institutions to help them find new employment.
- 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.
- Use questioning techniques
Formulate questions appropriate to the purpose, such as eliciting accurate information or supporting the learning process.
- 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.
- 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.
- Identify with the company's goals
Act for the benefit of the company and for the achievement of its targets.
- Apply company policies
Apply the principles and rules that govern the activities and processes of an organisation.
- 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.
- 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.
- Organise staff assessment
Organising the overall assessment process of the staff.
- 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.
- Monitor company policy
Monitor the company's policy and propose improvements to the company.
- 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.
- Embrace multiculturalism
Adopt an attitude in which you respect individuals' differing cultural traditions and values and understand how this may influence work development in a professional context.
- Negotiate employment agreements
Find agreements between employers and potential employees on salary, working conditions and non-statutory benefits.
- Manage budgets
Conduct cost estimates and budget planning. Monitor the budget, as well as costs and expenses. Forecast the budget development continuously. Report on the budget.
- 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.
- Plan medium to long term objectives
Schedule long term objectives and immediate to short term objectives through effective medium-term planning and reconciliation processes.
- 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.
- 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.
- 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.
Optional knowledge and skillscalculate benefits government policy implementation supervise staff develop professional network company policies financial management develop financial products negotiate settlements establish collaborative relations advertising techniques adult education government social security programmes handle financial disputes insurance law promote inclusion in organisations communicate with beneficiaries maintain records of financial transactions liaise with managers write inspection reports teamwork principles ensure information transparency administer appointments conflict management evaluate performance of organisational collaborators provide support in financial calculation give constructive feedback protect employee rights financial products trace financial transactions develop corporate training programmes obtain financial information coach employees evaluate benefit plans curriculum objectives profile people advise on career promote education course evaluate employees organisational policies present reports training subject expertise coach new employees organisational structure types of pensions synthesise financial information manage employee complaints recruit employees maintain financial records review insurance process advise on conflict management business management principles handle financial transactions corporate law gather feedback from employees monitor organisation climate financial markets set organisational policies develop pension schemes investigate social security applications audit techniques promote social security programmes project management apply strategic thinking build business relationships advise on risk management analyse financial risk advise on organisation climate manage contracts types of insurance work with virtual learning environments show diplomacy labour law actuarial science respond to enquiries implement strategic planning time management advise on social security benefits leadership principles manage stress in organisation tolerate stress manage corporate training programmes apply technical communication skills teach corporate skills manage sub-contract labour provide information on study programmes manage pension funds delegate activities conduct workplace audits analyse insurance risk advise on government policy compliance discharge employees adapt instruction to labour market monitor developments in field of expertise identify policy breach set inclusion policies create solutions to problems promote financial products assessment processes communication coordinate educational programmes corporate social responsibility manage government policy implementation provide advice on breaches of regulation legal research apply conflict management analyse insurance needs personnel management manage financial risk ensure cross-department cooperation monitor legislation developments social security law interview people promote human rights consultation principles of insurance deliver online training
Common job titles
- Hr manager
- Director, human resources
- Director of talent acquisition (human resources)
- Hr business partner/generalist - global company
- Human resources manager
- Plant human resources manager
- Human resources director
- Director of human resources