Human Resources Jobs, HR and Personnel Jobs Information

There is a multitude of Human Resources jobs which include Directors, Managers and Officers who plan, direct, and coordinate HR or personnel management activities of an organization.

Their aim is to maximize the strategic use of the human capital and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance. For all practical purposes, in most organizations, there is not really any great difference between human resources, HR or personnel designations and the titles are usually interchangeable.

There are many types of HR roles including training, and labour relations managers and various specialists.

In a small organization, an HR generalist may handle all aspects of the work, and thus require an extensive range of knowledge.

The responsibilities of generalists can vary widely, depending on their employer's needs.

In a large corporation, the Director of Human Resources, or Personnel Director may supervise several departments, each headed by an experienced manager who may specialise in one particular personnel related activity, such as employment and placement, compensation and benefits, training and development, or labour relations. The director may be on the board or report to a top executive.

Employment and placement. Employment and placement managers supervise the recruitment, hiring, and separation of employees. They also supervise employment, recruitment, and placement specialists, including employment interviewers. Employment, recruitment, and placement specialists recruit and place workers.

Employment interviewers whose many job titles include human resources consultants, human resources development specialists, and human resources coordinators—help to match employers with qualified job-seekers. Similarly, employer relations representatives, who usually work in government agencies or college career centers, maintain working relationships with prospective employers and promote the use of public employment programmes and services.

Compensation, benefits, and job analysis. Compensation, benefits, and job analysis specialists administer compensation programmes for employers and may specialize in specific areas such as pensions or position classifications. For example, job analysts, collect and examine detailed information about job duties in order to prepare job descriptions. These descriptions explain the duties, training, and skills that each job requires. Whenever a large organization introduces a new job or reviews existing jobs, it calls upon the expert knowledge of job analysts.

Occupational Analysts research occupational classification systems and study the effects of industry and occupational trends on worker relationships. They may serve as technical liaisons between companies or departments, government, and labour unions.

Establishing and maintaining a firm's pay structure is the principal job of compensation managers. Assisted by compensation analysts or specialists, compensation managers devise ways to ensure fair and equitable pay rates.

Employee benefits managers and specialists administer a company’s employee benefits programme, notably its health insurance and retirement plans. Expertise in designing, negotiating, and administering benefits programmes continues to take on importance as employer-provided benefits account for a growing proportion of overall compensation costs, and as benefit plans increase in number and complexity. For example, retirement benefits might include defined benefit pension plans, defined contribution plans, such as 401(k) or thrift savings plans and profit-sharing or stock ownership plans. Health benefits might include medical, dental, and vision insurance and protection against catastrophic illness. Familiarity with health benefits is a top priority for employee benefits managers and specialists, because of the rising cost of providing health-care benefits to employees and retirees.

Training and development. Training and development managers and specialists create, procure, and conduct training and development programmes for employees. Managers typically supervise specialists and make budget-impacting decisions in exchange for a reduced training portfolio. Increasingly, executives recognize that training offers a way of developing skills, enhancing productivity and quality of work, and building worker loyalty. Enhancing employee skills can increase individual and organizational performance and help to achieve business results. Increasingly, executives realize that developing the skills and knowledge of its workforce is a business imperative that can give them a competitive edge in recruiting and retaining high quality employees and can lead to business growth.

Employee relations. An organization's director of industrial relations forms labour policy, oversees industrial labour relations, negotiates collective bargaining agreements, and coordinates grievance procedures to handle complaints resulting from management disputes with employees. The director of industrial relations also advises and collaborates with the director of HR, other managers, and members of their staffs, because all aspects of HR policy — such as wages, benefits, pensions, and work practices—may be involved in drawing up a new or revised work rules that comply with a union contract.

The human resources field demands a range of personal qualities and skills. Human resources, training, and labour relations managers and specialists must speak and write effectively. Ever-changing technologies and the growing complexities inherent to the many services human resources personnel provide require that they be knowledgeable about computer systems, storage and retrieval software, and how to use a wide array of digital communications devices.

In today’s organizations, human resources specialists have to have the ability to contribute and must therefore develop their roles as strategic partners. This way, the HR person contributes to the development AND the accomplishment of the organization's business plan and objectives. This strategic partnership demands high level input of HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.

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