Human resources professionals help businesses with a variety of tasks, including hiring new employees, ensuring that employees are fairly compensated, and communicating with management about policies and labor relations. While a single employee may handle all human resources duties in a small business, larger corporations typically have several specialized human resources positions.
Hiring managers, trainers, compensation and benefits specialists, and labor relations managers are all examples of human resources jobs in large corporations. Each department may have several employees who report to supervisors and the human resources director. Hiring managers make it easier to hire and place new employees. They usually assess a company’s need for new employees and recruit candidates through advertisements and job fairs. Hiring managers conduct interviews on a regular basis in order to determine where a new employee will be placed.
Trainers make sure that new and existing employees have all of the skills they need to be productive members of the team. They may teach new employees about company policies, procedures, and equipment operation, as well as provide ongoing training to current employees. Trainers frequently receive feedback on the effectiveness of training procedures from both employees and supervisors, and they adjust their techniques accordingly.
Compensation and benefits specialists hold some of the most important human resources positions. Based on company resources and pay scales in similar companies, compensation managers determine fair pay rates. They make sure that all employees are paid fairly for their efforts and determine when raises, promotions, or job cuts are required. Employee benefit programs, such as pension plans and health insurance, are managed by benefits specialists. Although they may speak directly with employees to negotiate changes to benefit plans, many of their responsibilities involve administrative paperwork.
Employee grievances and concerns about pay, working conditions, and conflicts with management and other employees are handled by labor relations managers. A labor relations manager tries to resolve grievances as quickly as possible while keeping costs low. He or she discusses a problem with both employees and management in order to reach an agreement and ensure that everyone is happy with the result. New business policies and contract agreements may necessitate the hiring of a labor relations manager.
All human resources employees usually report to a director. When it comes to policies, hiring procedures, pay rates, and benefit plans, the director of human resources is frequently the final authority. He or she assesses the various human resource divisions and, as needed, creates new human resource positions. The director works closely with management and company leaders to ensure the company’s success and that employees are treated fairly.