The HR Manager is the people management job profile in Human Resources. The job position of the HR Manager is extremely difficult as the manager has the responsibility for the people, who are skilled in the people management and they are able to recognize the good or the bad approach in the people management quickly. The HR Manager job profile is not too different from a general managerial job profile in the organization.
The HR Manager manages the direct reports, distributes tasks, monitors the progress of tasks, regularly checks the quality of outputs, provides feedback to the subordinates and finds the development opportunities for the staff members. The HR Manager acts as the communication channel to the organization for the HR Specialists and HR Analysts and sells the solution developed or designed to the internal customers. All these tasks have to be included in the HR Manager job profile.
The HR Manager acts as the sales man of the team. The HR Manager builds the intensive HR network across the organization as the HR Team has the necessary support for the introduction of new HR Policies and for the changes in the current HR Policies and Procedures. The HR Manager has to spend a huge proportion of the working time on the networking internally and externally for the company.
HR Manager’s KPIs
The HR Manager is fully responsible for outputs from the team and its quality and full compliance with the requests of the internal clients. The HR Manager is responsible for the stability of the team and for keeping the HR Know How inside the organization. The HR Manager is responsible for the development of HR staff and bringing new ideas and HR innovations.
The HR Manager’s KPIs are usually split between the people management KPIs and the process management KPIs. The process management KPIs include the client KPIs as well. The usual split is 50% for the people management and other 50% for the process management KPIs as the HR Manager does not prefer one part of KPIs over the other.
The HR Manager has to be the skilled expert in Human Resources area as managing the specific areas of HR is usually about knowing the conditions on the external job market, understanding the HR Best Practices and knowing the external and internal regulation of the employment relationship.
The HR Manager’s KPIs are evaluated on the basis of the real improvements achieved in the managed area and the fluctuation of the managed team and the employee satisfaction surveys.
HR Manager’s Skills and Competencies
The HR Manager has to be experienced in HR Processes as the manager is able to make the right decision quickly without asking the basic and general questions. The background in Human Resources allows to the HR Manager to have the certainty about the decisions and assures the quick response from the HR Manager to the organization. The decision making responsibility has to be definitely reflected in HR Manager’s Job Profile.
The HR Manager has to have the people management competencies as he or she is able to lead the team of direct reports, providing them with the right guidance and developing their careers.
Each HR Manager should constantly work on the successor’s development as HR Managers should rotate through different areas in Human Resources as they enrich their own experience and they can become the HR Directors one day.
HR Manager’s Responsibilities and Duties
The HR Manager is responsible for managing the development of Human Resources Function in the organization and it has to be fully reflected in the job profile of HR Manager. The HR Manager is not paid for keeping the status quo, the HR Manager is paid for breaking the HR Strategy into pieces and managing the direct reports as they successfully implement the HR Strategy.
The HR Manager is responsible for managing a better team of the direct reports each year and it has to be clearly checked during the yearly performance appraisal, how the team of direct reports was improved, which skills were learned and which team members had to be replaced (if any).
The HR Manager is responsible for finding the career opportunities for the team members and the quality of rotations should be measured as the employee returning from the rotation always increases the quality of HR services provided to internal clients.
The HR Manager is responsible for the results of HR Projects and the acceptance of the solutions by the internal clients. As the HR Manager communicates with the internal clients, he or she has always provide the feedback to the team members, which solution is preferred and which solution is complete “NO GO” decision.
The HR Manager is always responsible to find the healthy balance between the HR Policies and Procedures and the requests of the internal clients as the requests are usually against the HR Policies and the HR Manager has to find a suitable implementation approach, which is suitable for both parties.