A human resources officer is the executive in charge of an organization’s workforce development. The human resources officer’s responsibilities will vary depending on the size of the company and its staffing, but he will typically be in charge of developing policies for employee hiring and retention, as well as providing support and guidance to departments and managers in their efforts to recruit and develop good employees. The human resources officer may also play a key role in ensuring that the company complies with labor laws, particularly those concerning discrimination and fairness.
While a company may have recruiters to identify and hire new employees, a human resources officer will develop policies to ensure that recruiters work efficiently, that employees who are a good fit for the organization are hired, and that the hiring process is in compliance with relevant employment and anti-discrimination laws. A human resources officer may also be in charge of establishing background check criteria and assessing a job applicant’s qualifications.
After an employee is hired, the human resources department is likely to be concerned about his or her advancement within the company. Human resource officers establish procedures for tracking employee performance, needs, and objectives. Many businesses have a policy in place for evaluating employee performance in order to determine whether or not they are eligible for advancement or pay raises. One of the most important responsibilities of a human resources officer is to develop a fair and effective method of employee evaluation. A human resources officer can work with an employee and his department to provide necessary accommodations and ensure that these accommodations are appropriately adjusted over time in cases where employees have special needs or circumstances.
A human resources officer may be called upon to assist in the management of underperforming or insubordinate employees, including the termination of such employees in some cases. Companies are vulnerable to lawsuits over unfair terminations because decisions about employee termination are typically left to the employee’s direct supervisor or supervisors. In addition, the human resources department is frequently responsible for determining whether an employee is entitled to unemployment compensation, severance pay, or continuation of benefits. When an organization isn’t ready to fire an employee but is concerned about his or her performance, a human resources officer can advise on how to handle the situation in a way that protects the company while also maintaining the employee’s relationship.