Human Resources Director Job Description

Human Resources Director Job Description, Skills, and Salary

Get to know about the duties, responsibilities, qualifications, and skills requirements of a human resources director. You can use our job description template in this article to produce your own. We also provide you with information about the salary you can earn as a human resources director.

 

Who is a Human Resources Director?

The Human Resources Director is the highest-ranking human resources professional in the department and is responsible for personnel management decisions regarding policies, practices, and strategies.

The HR Director oversees the work of all departments and works with management to improve certain policies and procedures.

The responsibilities of the human resources director of a small business may include interviewing and training new employees, setting pay rates and benefit plans, and maintaining the general ledger. The director may research other companies to determine fair and competitive salaries and organize a recruitment campaign for new employees. Directors of small businesses often meet with employees to discuss a variety of issues.

In larger companies, HR responsibilities are usually divided among several departments to ensure accuracy and efficiency. The human resources manager works closely with each department, monitoring and evaluating its performance. He or she may oversee training, evaluate managers’ performance and determine the effectiveness of company policies.

The managers of each HR department meet regularly with the director to keep him or she informed of company affairs and to make suggestions for improvement. For example, the hiring manager may explain to the manager that more time is needed to train new employees. The manager will assess the validity of the problem and bring it to the attention of the company. He or she will let the managers know that productivity and quality could improve if the trainees were given more supervision.

To become a human resources manager, you typically need a bachelor’s degree in human resources management or industrial relations, although some large companies require applicants to have a master’s degree or higher. Many employers promote HR specialists and department heads internally to the level of HR manager by demonstrating their qualifications through several years of work experience. In the United States, a prospective HR manager can improve his or her chances of finding a job by passing a certification exam administered by the Human Resources Certification Institute (HRCI). In other countries, there are usually institutes or councils similar to HRCI that offer certification to professionals.

An experienced, certified human resources director can usually find employment in one of many different organizations, from corporations to medical hospitals to schools and universities. Some successful administrators can advance to executive and management positions within their companies. Others may choose other career paths, such as starting consulting firms or teaching at business universities.

 

Human Resources Director Job Description

Below are the human resources director job description examples you can use to develop your resume or write a job description for your employee. Employers can also use it to sieve out job seekers when choosing candidates for interviews.

The duties and responsibilities of a Human Resources Director include the following:

  • Creating job descriptions and writing vacancy announcements for internal or external job postings.
  • Interviewing candidates to assess their qualifications and check references to ensure they are suitable for the position.
  • Keeping employees informed of company policies and procedures, as well as changes to those policies and procedures as necessary.
  • Guiding hiring managers to ensure that employees are hired following company policies.
  • Reviewing employee performance, recommending promotions, and terminating employees as appropriate.
  • Developing training programs for employees to improve performance, increase productivity and increase knowledge of company policies and procedures.
  • Reviewing employee performance evaluations for accuracy and compliance across all departments.
  • Overseeing the administration of employee benefit programs such as health insurance, retirement plans, paid time off, and disability leave.
  • Providing guidance and support to hiring managers to ensure employees are hired following company policies.
  • Training employees on compensation and performance evaluation processes.
  • Providing guidance and coaching to employees and HR managers, ensuring fair and consistent application of policies and positive employee relations.
  • Identifying staffing needs in the areas of organizational structure, staffing, performance management, succession planning, development planning, and communication.
  • Ensuring the relevance and quality of performance management
  • Working with internal clients to develop and maintain the company’s diversity and inclusion program, and the preparation of annual affirmative action plan provisions.
  • Initiating processing of compensation documents and liaising with IPG’s payroll department to process and approve any issues (new hires, terminations, promotions, raises, transfers, leaves).
  • Advising business leaders on strategic and tactical actions regarding their human resources needs
  • Managing recruitment, hiring, employee orientation, transfers, promotions, and terminations.
  • Participating actively in the company’s strategic planning process by incorporating a human resources perspective.
  • Demonstrating a thorough understanding of company/brand strategies and objectives, competitive environment, current, and potential business challenges.

 

Qualifications

Human Resources Directors must have the following qualifications:

Education

HR managers generally require a bachelor’s degree in human resources, business administration, management, or a related field. Some employers prefer candidates with a master’s degree in human resources.

Training and Experience

Most HR managers have at least five years of experience in a related field. Some have more than 20 years of experience in human resources management.

On-the-job training is important for HR managers because they need to understand the company’s culture and how to work with employees. They also need to understand the company’s policies and procedures.

Human resource managers can also be trained at seminars and conferences. These events can help them learn about new laws and regulations and how to handle different situations.

Certification and Licenses

Although not required, many employers prefer that candidates be certified as competent in their field.

 

Essential Skills

  • Performance management

Human resource managers often oversee the performance management process in their organizations. They may conduct employee evaluations, set goals, and provide training opportunities to help employees improve their skills. This is an important aspect of personnel management, as it ensures that employees are growing professionally and contributing to the success of the company.

  • Leadership

Leadership is the ability to motivate and guide others. As a human resources manager, you may need to manage teams of human resources professionals or managers who supervise other employees. Strong leadership skills will help you delegate tasks effectively and get your team members to work together productively. You can also use your leadership skills to train new employees on company policies and procedures.

  • Organizational Development

The human resources manager oversees the organizational structure of the company, including the hiring and firing of employees. He or she also oversees staff development programs to ensure that employees receive the training they need to advance their careers. This includes creating a company culture in which employees feel supported and valued, enabling them to perform at their best.

  • Communication

Communication is a critical skill for any HRD, as they communicate with employees and managers regularly. Strong communication skills can help an HRD communicate information clearly and understand what others are saying. This can be important when working with employees who may need advice or feedback from the HR department.

  • Workplace Relationships

A working relationship is a relationship between an employer and its employees. The human resources manager must be able to negotiate with unions, which represent the interests of employees in negotiations with management. He or she must also ensure that the company complies with all applicable laws regarding employee rights and benefits.

  • Organization

Being organized is a skill that develops over time. As a human resources manager, you may be required to keep track of personnel files and records, as well as company policies and procedures. Strong organizational skills will help you manage your workload effectively and ensure that you have all the information you need when you need it.

  • Attracting talent

A human resources manager must be able to identify and develop talent within their organization. This means understanding how to assess employee performance, recognize their potential and provide feedback that helps them develop professionally. HR managers also need to know how to create an environment in which employees feel comfortable taking on new challenges and moving up the career ladder.

  • Employee Engagement

Employee engagement is the level of commitment and enthusiasm with which an employee feels about their job. An HRD must be able to recognize when employees are engaged and when they are not. This can help the company improve its overall performance by identifying which departments or teams have a high level of engagement and which ones need improvement.

  • Onboarding

Onboarding is the process of introducing new employees to their job and the company. As a human resources manager, you may be responsible for creating an effective onboarding program that ensures all employees have access to the information they need to succeed. You can also use your skills as an HR manager to train others in your organization on how to implement an effective onboarding program.

  • Conflict Resolution

Conflict resolution is the ability to defuse workplace tensions and encourage cooperation among employees. Human resource managers often use their conflict resolution skills when working with employees, as they may be responsible for resolving disputes between managers and employees or handling employee complaints about company policies. Conflict resolution can also help HRDs build trust with the team, which can improve team morale and productivity.

  • Training and Development

Training and development is an important part of HR work, as you may be responsible for creating training programs for employees. You also need to be able to develop customized training plans to help employees grow in their roles and advance within the company. This requires knowing how to create effective training programs and courses and knowing the learning styles of your employees so you can design lessons that will be most useful to them.

 

How to Become a Human Resources Director

  1. Obtain a Bachelor’s Degree

A bachelor’s degree is necessary to become a human resources manager. Consider a degree in human resources, business, or another closely related field. Human resources programs typically include subjects such as organizational development, business management, business and employment law, and psychology, which can help prepare candidates for careers in human resources and employee management.

  1. Earn a Master’s Degree

Most companies require HR candidates to have a master’s degree, preferably in human resources, labor relations, or business administration. The courses professionals take in these programs give them a deeper understanding of topics such as training, collective bargaining, compensation, and employment law.

  1. Gain experience

Employers generally want to see candidates with at least five years of experience in various human resources areas, including recruiting, compensation, benefits, and human resources software.

Human resources are best accessed through a position focused on benefits coordination, recruiting and training, labor relations, or risk management. This position allows aspiring HR managers to enhance their skills and gain experience in different areas of HR.

Since part of the HRD role is to inspire others to do their best, aspiring HRDs can gain valuable experience in other leadership roles. They can often gain valuable experience and leadership skills by volunteering in their community, church, or civic associations.

  1. Obtain industry certifications

There are many industry certifications for HR professionals. These certifications indicate that candidates possess a certain level of knowledge and skills and can meet the requirements of the position. Some of the certifying organizations for HR managers include the Society for Human Resource Management (SHRM), the International Society for Performance Improvement, and the American Society for Training and Development.

 

Where to Work as a Human Resources Director

Human resources managers work in an office environment, usually in a large company or government agency. They may work long hours, including evenings and weekends, to meet deadlines or solve problems. They may travel to conferences or visit other offices within their organization. Although the work can be stressful, HR managers find their jobs rewarding and fulfilling. They feel that they are having a direct and positive impact on people’s lives.

 

Human Resources Director Salary Scale

The median annual salaries of administrative clerks in the United States, Canada, and the United Kingdom are stated below:

  • United States: $170,631
  • Canada: $107,975
  • United Kingdom: £91,296

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