The roles played by HR Managers continue changing as the context of Human Resource Management keeps on changing. There is a shift in the roles of this profession due to changes in the HR environment. Below are functions of human resource manager:
1. Identify and manage talents
HR managers assume responsibility to ensure the core talents and skills are available for an organization. However, at times employees could be talented but not skilled. It is the role of the HR Manager to study such employees and nurture their skills and talent. They should monitor the development of such employees and necessitate their retention and nurturing.
HR Manager has to make be on the lookout for the changing business field. They have to scrutinize the needed skills and talents both in the present and future. They have to go into the field and research where the demanded talents and skills are available both in the present and future. Precisely, the HR Manager has to be knowledgeable on the local and international sources of current and future demanded skills and talents.
2. Legal roles
The government highly monitors and regulates HR, just like any other department. There are regulations and standards set to control different processes of HR functions. It is the role of the HR Manager to know which rules, regulations, and standards affect which HRM role. The HR Manager should enlighten the executive management on whether or not a company complies or not.
The HR Manager has to stay informed on the regulatory environment changes that affect HRM function. They should keep monitoring if the exercise of the HR function is still in conformity with the new legal regulation and standards. HR Managers should collaborate with executive management to neutralize the legal hazards that occur due to changes in the legal environment.
3. Advocate the rights of employees
Being in touch with employees is among the core the functions of human resource manager. He knows what is happening to employees in different departments. The same HR Manager is in contact with executive management. It is thus the core role to harmonize executive management and employees.
HR Managers should advocate for different rights of employees. They should ensure there is job security assured to employees. Furthermore, he should take their complaints to the executive management and recommend necessary solutions and improvements. The HR Manager’s role is to engage employees in different platforms to collect their feedback on working conditions and other work-related issues.
4. Ambassadorial role
HR Manager represents the employer company both internally and externally. Externally, the HR Manager should represent an organization in processes like hiring. They should have the employer’s interest at heart while hiring new staff. They should work for their corrupt desires, prejudice, or bias.
Internally, the HR Manager could help to advocate for HR functions at a different department. They should have proper interpersonal relations with managers in other departments. HR Managers should have good know-how on how to engage with managers in another department to collect data from staff under their departmental wings.
5. Impact culture and trigger transformation
HR Managers have proper and deep knowledge of the culture embraced by an organization. Culture maintenance and progression are the core business of HR managers. Thus, they have the role of intervening in processes and staff interaction. Thus oversee interaction and activities that conform to the organizational culture.
For instance, an organization with a quality culture over quantity relied on the HR Manager for this culture to be maintained. Sourcing all necessary skills, talents and expertise are functions of human resource manager.
HR Managers should also steer audits of employee engagements and interactions. They should comprehend if groups and interpersonal relations among groups embrace the organizational culture.
In case of the need to change the organizational culture, the HR Manager should be on the front line. They should engage with employees at a personal and group level to enlighten them on reasons for change. From their intervention, an organization expects low or no resistance to change in organizational culture.
6. Acting as strategic partners
In their exercise of an ambassadorial role, HR Managers play the roles of strategic partners. This partnership role is applicable both internally and externally. Internally, the HR Manager has to work hand in hand with other managers and other departments. They should lend a hand to other departments when they are needed.
Companies also rely on the HR Manager to establish strategic partnerships with the external world. In this external environment, HR Managers establish a sustainable and positive relationship between the job market and an organization. Furthermore, the HR Manager should have close work partnerships with training centers and professionals.