Human Resources is a department within a company that literally interacts with and affects all aspects of the company’s business. Some leaders have the idea that HR fulfills its purpose primarily by recruiting employees. It’s up to the recruiter to screen, test, and reference check potential employees, while making sure the candidate is a good fit for the department. However, there is much more to this department than meets the eye.
In a typical Corporate America setting, HR. H H. consists of the following members of staff and senior management:
Vice President of Human Resources – This senior management position is directly involved with company business initiatives, vendor and service evaluation, and works alongside the CEO and CFO to address and suggest ideas and needed changes within the company. organization regarding compensation and various legal issues. .
Human Resources Director – This position reports directly to the Vice President of Human Resources and oversees human resource managers, negotiates contracts or disputes for union workers, addresses lawsuits, and oversees compensation, hiring practices, escalated employee disputes, and more .
HR Manager: Directly responsible for the HR staff within the organization. Reports directly to the Director of Human Resources and oversees local recruiting, employee issues, payroll issues (if handled within HR), reporting, employee development, and interaction with management .
These three key positions within human resources represent very important functions within a company. However, as important as these positions are, staffing level remains one of the core elements of a strong and knowledgeable human resources group.
What happens if a HR staff member leaves the company?
This can be a tricky problem if you are dealing with foul play. These employees are naturally deprived of confidential information that others do not have. This translates into the fact that HR staff must maintain confidentiality at all times. Period. A higher level of professionalism is required from these employees for the business to function properly. Which brings us to the topic at hand.
What qualities should I look for in a human resources staff member?
In general, any of the staff positions should have integrity, polished professionalism, knowledge within the area you are seeking, and overall good instincts. References are a must to evaluate these employees and several interviews should be scheduled with key managers. These HR candidates will frequently interact with management and if there is a personality or knowledge conflict, your organization will definitely feel it.
Take a look at the focus area they are being hired for – recruiters need to be extremely personable and knowledgeable about employment law. They must have a professional appearance and have articulate communication skills. They are the first company representative to meet a new candidate. First impressions are everything. Feel free to question this person about various legal and illegal hiring practices.
Generalists are traditionally considered “next in line” for the job of a human resource manager. They must have thorough experience in all facets of human resources: recruiting, reporting, payroll, benefits administration, compensation, employee issues, legal issues, and more. They must also have a professional demeanor due to their wide range of interaction with management and functions.
Benefits/Payroll: These individuals should be naturally analytical, good with numbers, organized, and able to work closely with the accounting department. They must have a high sense of confidentiality and extensive knowledge of insurance plans, good customer service skills in dealing with employees, payroll systems, tax filing, etc.
Think HR H H. as a multipurpose department. These staff positions lay the foundation for a well-run company. The next time you have an opening in your human resources department, don’t panic. Focusing on the particular role that is open will help you make a smart new hiring decision for your group.
