Roles In Human Resources

Roles In Human Resources

These are the most popular roles in Human Resources.

Chief Human Resources Officer (CHRO)

Chief Human Resources Officer (CHRO) - A leader in an organization's human resources. The person in this position is responsible for the development and implementation of an HR strategy and for aligning it with the overall goals and objectives of the organization.

CHRO focuses on many key aspects of the company, including attracting talent, developing the company, diagnosing problems, monitoring human resources management, setting the agenda for workplace culture.

Typically, this role is performed by the board of directors, some of the business owners, or another person who has the organizational resources and can make financing or optimization decisions.

HR Business Partner

HR Business Partner - Typically, an HR partner is assigned to a location or region to support local HR operations and local governance for the benefit of the organization and its strategy.

Business partners provide assistance to local management and help define and accomplish local tasks.

HR Business Partner's responsibilities include: Analyzing HR department trends and metrics; resolving complex employee issues and addressing complaints; works in collaboration with management and employees to improve working relationships; provides development guidance; monitor and report on workforce planning and continuity; identifies training needs for teams and individuals; evaluates training programs; offers new HR strategies.

Human Resources Manager

The Human Resources Manager as a whole is quite an abstract role and profession, but let's summarize the following brief idea.

This is the role of middle management. What does this mean?

You do not make strategic decisions, which is what your directors do. However, you can (and should) make suggestions to your directors and they should consider, accept, or reject them.

For example, you are the position that should decide to introduce a new example rule that forbids all employees to address others with nicknames or to use, for example, discriminatory or racist expressions. Of course, your directors will agree to this after hearing your argument. They may allow or deny you.

Why don't your directors make such decisions themselves?

They are not so close to the people in the organization and have no real idea of ​​the environment. You should have this look best.

If you do not have a big enough vision, you have your own HR assistants and specialists. They report that they notice problematic communication or have received complaints.

Let's give another simple example.

Your HR assistants are having a hard time and it is too much work to deal with the need to, for example, receive 1000 CVs per day and view profiles. They start asking you to appoint more colleagues to help them.

You apply to your directors, they allow you. You are recruiting new colleagues.

In another case, your pay may be low and your HR colleagues wish to receive higher pay. Again, the process is the same.

Another example. You have a large amount of candidate work and need to store their resumes, profiles, data and automate your process, such as automatically submitting an appointment refusal or wanting to process 1000 CVs automatically and your software to show you 10 CVs of candidates who have in your skills specified Adobe Photoshop for example. Then you should state the need for an HRIS software system.

Another example:

You notice that the invited interview candidates are not close enough to the profiles you expect.

You look at the work of your colleagues, you talk, and it turns out that they don't pay much attention to profiles and associate with non-relative candidates.

It is your job to take action.

Actually, the duties, responsibilities, and functions can be infinite and may be quite different in every organization, but we can make the following summary:

You are responsible for everything that happens to HR professionals, their work, and the HR culture, environment, and processes within the organization.

You are the direct leader of all HR professionals and they should report to you all, awaiting your rules and regulations.

You are also responsible for the people in the organization - all employees and their well-being. Of course, you need your team.

You are directly subordinate to your HR directors. They can change your process or idea at any time.

You expect their regulations, orders, and rules, which are often related to abstract purposes, such as "We want to open a new office in New York. Take care". Then you take care of everything. They may also tell you "We have to cut our salaries next year because it's a crisis. Take care."

You are caring and starting to instruct your HR professionals to look for new colleagues who are expecting lower pay and to prepare colleagues around for salary reductions.

HRIS Manager

HRIS Manager - The HRIS Manager is responsible for implementing and managing the company's HR systems. They are tasked with processing employee data; the generation of reports related to HR; managing system upgrades and maintaining data integrity; works with the IT department to perform regular HRIS assessments and improvements; overseeing the day-to-day activities of HR information systems.

People data analyst

People data analyst (scientist) - The data analyst is responsible for managing the analysis of people in the organization.
Often these are technical posts that can easily and quickly present any type of information through database work.

HRIS Administrator

HRIS Administrator - Focus on administrative activities. The job of HRIS administrators is to keep the HRIS database up-to-date with changes in employee information or organization policies. This includes creating a dossier for new employees and changing data during common situations such as employee promotions or termination of employment contracts, changes in salaries and new tax rates.
When HR professionals can work with the organization's software, HRIS administrators are also real.

Unless otherwise stated, the content of this page is licensed under Creative Commons Attribution-ShareAlike 3.0 License