Building the Dream Team: HR Job Descriptions and Responsibilities

The human resources (HR) department is responsible for a variety of business functions in an organization. From recruiting, onboarding, and employee engagement to employee relations, workforce planning, and everything else in between, HR professionals handle different tasks to ensure that businesses are positioned for success. Looking to build a complete, high-performing HR team? Check out the different HR job descriptions and roles your organization should have, their job descriptions, and their responsibilities.  

1. Chief Human Resources Officer (CHRO)

The Chief Human Resources Officer is a senior executive tasked with overseeing all HR functions in an organization and reporting directly to the Chief Executive Officer. Also termed Vice President of Human Resources (VPHR) or Director of Human Resources, they work closely with other organizational leaders to drive the company forward.  

Essentially, the CHRO is a strategic business partner, facilitating strong departments within an organization by ensuring that each department is set up based on company-wide goals and has the right blend of competencies. 

They bolster employee retention by ensuring that compensation and benefits are competitive and by fostering a positive work culture. Also, by introducing remote and hybrid work models as well as implementing automation, artificial intelligence, analytics, and other forms of technology, they enhance organizational efficiency and position the company for the future of work.     

2. Recruitment Manager

The role of the recruitment manager involves handling the company’s talent acquisition and hiring process to meet the needs of the organization. A recruitment manager has to forecast hiring needs and develop effective recruitment strategies. 

To ensure that each department operates optimally, this position demands a strong collaboration with other heads of department and staying updated on industry trends. This will power aligned recruitment and pipeline development to ensure a pool of qualified candidates. 

Recruitment managers contribute to employee retention by hiring based on value and cultural fit, teaming up with other HR professionals to provide engaging onboarding experiences, and identifying opportunities for internal mobility. By streamlining hiring processes and helping shape related functions, they can aid the efficiency of the HR department and the company. 

Leveraging emerging technology and hiring candidates skilled in modern digital trends ensures that the company is rightly positioned for change.      

3. Learning and Development (L&D) Manager

A core part of human resources is ensuring that employees have the necessary skills to meet business targets and stay competitive in their industry. The L&D manager is required to evaluate industry trends to identify valuable skills and develop and implement learning programs to ensure that the organization’s workforce is equipped for their responsibilities. 

L&D managers contribute towards strong departments within the company by identifying skill gaps and designing customized training plans. By driving digital literacy and facilitating innovation, they encourage a learning culture that future-proofs the workforce. They also support the company’s succession planning by preparing employees for leadership roles through mentorship.  

These prove beneficial to the HR department in particular as internal talent development eases the need for external recruitment.      

4. Employee Relations (ER) Manager

At the heart of the work environment lies a constant— the people. So, there should be people-related factors contributing to organizational performance in the picture as well. 

The ER manager is assigned the responsibility of ensuring a healthy work environment by facilitating employee engagement, resolving workplace conflict, and ensuring compliance with relevant labor laws.

Employee relations managers can impact their organizations by creating and implementing policies that align with company values and legal requirements. This can boost departmental effectiveness and promote a culture of trust and transparency company-wide. Addressing and resolving workplace conflicts promptly, as well as establishing well-being initiatives, can enhance employee engagement and retention. 

This can lead to a better reputation for the organization, improving talent attraction.             

5. Compensation and Benefits Manager

SHRM’s Employee Benefits Survey reveals that benefits are of great importance to employees. For organizations to attract and retain talent, they need to offer robust compensation and benefit packages. 

Since pay and perks form a crucial part of HR, the compensation and benefits manager’s job description involves developing competitive salary structures. They also have to establish and manage incentive programs that include bonuses, commissions, and rewards.  

Designing and maintaining competitive compensation structures based on industry trends improves employee satisfaction and prevents turnover. Weaving remote and hybrid work models into benefits ensures a flexible work structure that can position the company for sustainable success.        

6. Compliance Manager

To prevent your organization from running afoul of the law, the compliance manager ensures that the company adheres to legal requirements. By developing policies, conducting audits, and providing training to ensure regulatory compliance, a compliance manager helps maintain the company’s efficiency and integrity. 

Compliance managers have to monitor and interpret local and international laws relevant to the company’s industry and make sure that the practices and processes align with those standards. This saves the organization from lawsuits, fines, and reputational damage.

This demonstration of the company’s commitment to compliance can boost employee confidence and retention.      

An HR team is the glue that holds together the various departments in an organization, ensuring alignment and connection in the march towards the company’s goals. As you build your team, leverage this list of roles and HR job descriptions to ensure that no position is overlooked.