The Duties of an Exceptional HR Manager
By: Matt Murry, Kayla Gohlke
For many, when one thinks about the tasks, duties, and responsibilities of an HR Manager, someone like Toby from The Office comes to mind. Someone who only shows up when something wrong happens. They ruin all the fun by enforcing policies. They have little to do with the day-to-day operations or relations with staff.
However, an exceptional HR Manager is much more than the office kill-joy. In fact, the exceptional HR manager will do the following:
1. Protect the assets of the company by ensuring compliance with federal and state requirements and by providing a safe and healthy work environment free of hazards and harassment.
2. Ensure the organization is staffed to the right level with the right people at the right time with the right skills.
3. Enable each Associate to learn, grow and reach their full potential by providing training and guidance to assist them to achieving their personal, professional and company goals. This consists of two different parts.
First, Associate Development - Act with integrity, care, and concern which will enable their people to learn, grow, and reach their full potential. They also will provide position expectations that include success factors, defined objectives, goals, responsibilities, accountability and authority. Coaching, training and opportunities for advancement are key components of this step.
Second, Associate Recognition - Remove obstacles, promote employee initiative, create enthusiasm, celebrate success while meeting business objectives. Create an environment that challenges each employee to grow while learning from mistakes and having fun. Provide recognition for achieving business objectives with defined recognition criteria for attendance, safety, quality, productivity and delivery, (making a difference).
4. Help the company to remain the employer of choice by maintaining a fair and competitive compensation plan and benefits package.
5. Administer human resource policies and procedures using a systematic approach to resolve employee issues in a fair and consistent manner.
6. Foster effective organizational communication by capitalizing on every opportunity for open dialog.
How do you practice these concepts in your workplace?