Human resources professionals perform a number of essential duties within a business, such as hiring new employees, ensuring workers are fairly compensated, and communicating with management about policies and labor relations. While a single employee many assume all the human resources duties in a small company, there are typically several specialized human resources jobs within larger corporations.
Different human resources jobs in large businesses include hiring managers, trainers, compensation and benefits specialists, and labor relations managers. Each department may have several staff members, who usually report to supervisors and the director of human resources. Hiring managers facilitate the hiring and placement of new employees. They usually determine the need for new workers within a business and recruit applicants through advertising and operating job booths. Hiring managers frequently conduct interviews and decide where to place a new employee.
Trainers ensure that new and existing employees have all the skills necessary to be productive team members. They may instruct new employees about business policies, procedures, and how to use equipment, as well as providing ongoing training to existing employees. Trainers often receive feedback from both employees and supervisors about the efficiency of training procedures, and adjust their techniques accordingly.
Some of the most essential human resources jobs are held by compensation and benefits specialists. Compensation managers determine fair pay rates based on company resources and pay scales in similar companies. They ensure that all employees are compensated for their work and determine when raises, promotions, or job cuts are necessary. Benefits specialists manage employee benefits programs, including pension plans and health insurance. Many of their duties involve administrative paperwork, though they may speak directly with employees to negotiate changes to benefits plans.
Labor relations managers handle employee grievances and concerns about pay, working conditions, and disputes with management and other employees. A labor relations manager attempts to resolve grievances in a timely and cost-efficient manner. He or she discusses an issue with both employees and management to come to an agreement and ensure that everyone is satisfied with the outcome. A labor relations manager may be required to construct new business policies and contract agreements.
Employees in all human resources jobs typically report to a director. The director of human resources is often the ultimate authority on policies, hiring procedures, pay rates, and benefits plans. He or she evaluates the different human resources divisions and creates new human resources jobs when needed. The director actively engages with management and company heads to ensure that the business thrives and employees are treated fairly.