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Manages and participates in planning, developing, recommending, and implementing human resources activities, policies, procedures, and programs for an organization. Manages activities relating to staffing, employee education and training, management development, labor relations, affirmative action, benefits administration, and salary administration. Typically reports to Human Resources Director and may have Human Resources Supervisors and/or generalists reporting to this position; however, in smaller companies the manager may be the first level supervisor.: Plans and conducts new employee orientation to foster positive attitude toward company goals. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Investigates accidents and prepares reports for insurance carrier. Participates in compensation and benefit surveys and/or conducts wage survey within labor market to determine competitive wage rate and remain apprised of current trends. Writes separation notices for employees separating with cause, and conducts exit interviews to determine reasons behind separations. Prepares reports and recommends procedures to reduce absenteeism and turnover. Hires, trains, evaluates employee performance, and recommends or initiates promotions, transfers, and disciplinary action. Prepares and analyzes department budget to identify budget needs and/or reductions, and may allocate operating budget funds. May represent company at personnel-related hearings and investigations. May contract with outside suppliers to provide employee services such as food services, transportation, or relocation service. May administer pre-employment tests to applicants. May supervise clerical workers. May keep records of hired employee characteristics for governmental reporting purposes. May negotiate collective bargaining agreement. May include management of employee relations activities.

Human Resources Manager EEO

Manages and coordinates activities of departmental personnel engaged in inspecting and investigating Equal Employment Opportunity/Affirmative Action issues or complaints to ensure compliance with Federal, State, or municipal laws, utilizing knowledge of agency's purposes, rules, regulations, procedures, and practices. Investigates complaints and/or assigns specific duties to inspectors and/or investigators either directly or through subordinate staff. This position typically reports to EEO Director and may have EEO Supervisor reporting to it; however, in smaller companies the manager may be the first level supervisor over subordinate staff.: Prepares reports mandated by government agencies. Reviews agency's current workload status, schedules, and individual personnel assignments and expertise to establish priorities and to determine ability to accept and complete future commitments. Reviews work reports, papers, rulings, and other records prepared by subordinate personnel for clarity, completeness, accuracy, and conformance with agency policies. Routes approved reports and records to designated individuals for action or for information. May participate in or make initial and/or advanced level investigations, tests, or rulings. May testify in court and/or before control or review board. May be required to be certified in designated specialty area.

Human Resources Manager Trainee

All Human Resources Managers not listed separately.

Human Resources Manager (HR Manager)

Recruit and place workers.

Human Resources Manager Employee Relations

Manages and participates in planning, developing, recommending, and implementing employee relations programs and maintains policies to ensure the uniform and equitable treatment of employees. Gathers information on employees' attitudes and feelings about factors affecting worker morale, motivation, and efficiency, and reports findings to management. Identifies, analyzes, and facilitates resolution of employee relations problems. This position typically reports to director level and may have supervisors reporting to it; however, in smaller companies the manager may be the first level supervisor over subordinate staff.: Coordinates employee grievance procedure and conducts exit interviews. Meets with shop stewards and/or supervisors to resolve grievances. Explains rules, policies, procedures, and company and governmental regulations to employees and emphasizes the need for compliance. Prepares and analyzes department budget to identify budget needs and/or reductions, and may allocate operating budget funds. Develops and implements methods and procedures for monitoring work activities, such as preparation of records of expenditures and progress reports, in order to inform management of current status or work activities. May recruit, hire, train staff, evaluate employee performance, and recommend or initiate promotions, transfers, and disciplinary action. May assist employees with relocation activities. May oversee an employee recognition program. May coordinate Affirmative Action program.

Human Resources Director

Organizes, plans, develops, and directs the implementation and administration of human resources functions and carries out policies and procedures relating to all phases of human resources activities. Directs activities relating to personnel rules and regulations, staffing, employee education and training, management development, labor relations, affirmative action, workers compensation administration, benefits administration, and salary administration. This position may report to the Top Human Resources Officer or the Chief Executive Officer and typically supervises the Employee Relations Manager and/or the Human Resources Manager; however, in smaller organizations all levels of management may not be present.: Approves and directs new employee orientation to foster positive attitude toward company goals. Investigates problems incidental to sound and uniform personnel administration, such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolutions. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Recommends and implements procedures to reduce absenteeism and turnover. Prepares budget of human resources operations. Recruits, interviews, and selects employees to fill vacant positions. May investigate accidents and prepare reports for insurance carrier. May conduct wage surveys within labor market to determine competitive wage rate. May contract with outside suppliers to provide employee services, such as food services, transportation, or relocation service.

Human Resources Top Officer

Plans, develops, establishes, implements, and administers the personnel and human resources management function in accordance with objectives of organization. Directs human resource functions including staffing, employee orientation, education, and training, management development, employee and labor relations, affirmative action compliance, policies and procedures, workers compensation administration, wage and salary administration, benefits administration, organization development, and employee assistance. Directs staff personnel who assist in identifying, evaluating, and resolving human relations and work performance problems within establishment to facilitate communication and improve employee human relations skills and work performance. Typically reports to the Chief Executive Officer or the Chief Operations Officer; and Human Resources Director may report to this position.: Confers with organization officials to plan business objectives, to develop organizational policies, and to coordinate specific functions. Functions may include safety and health and security. Talks informally with establishment personnel and attends meetings to facilitate effective interpersonal communication among participants and to ascertain human relations and work-related problems that adversely affect employee morale and establishment productivity. Evaluates human relations and work-related problems and meets with supervisors, managers, and executives to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues among personnel. Responsible for training to instruct establishment managers, supervisors, and workers in human relation skills, such as supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills. May approve individuals for technical job-related skills training to improve individual work performance. May have responsibility for labor contract negotiations.

Human Resources Training Manager

Manages the activities related to various training and educational programs for an organization. Assesses and identifies individual or group training needs, and administers plans, procedures, and programs to meet training needs. Prepares a variety of training aids and materials. Typically reports to director level and supervisory level reports to this position.: Keeps informed of new training methods. Determines appropriateness of contracting with outside vendors to accomplish organization's training goals and objectives. Analyzes training program effectiveness and submits reports and recommendations to management. Prepares and approves budgets and travel plans. Recruits, hires, trains staff, evaluates employee performance, and recommends or initiates promotions, transfers, and disciplinary action.

Human Resources Communications Manager

Plans, coordinates, prepares, and directs internal communication activities as related to the human resources function. Scope of activities may involve human resources policies and procedures and communications of various aspects of employment, benefits, compensation, employee relations, employee assistance, human interest stories, or other subjects in support of the organization's and/or human resources' objectives. Writes or assigns staff members or freelance writers to write articles, reports, editorials, reviews, and other material. Reads and evaluates material submitted for publication consideration. Assigns staff member, or personally interviews individuals and attends gatherings, to obtain items for publication, verify facts, and clarify information. Assigns research and other editorial duties to assistants. The manager level is typically the second level of management and may have first level supervisors reporting to this position; however, in smaller companies, the manager may be a first level supervisor over subordinate staff.: Confers with executives, department heads, and staff to formulate policy, coordinate department activities, establish production schedules, solve publication problems, and discuss makeup plans and organizational changes. Determines theme of issue and gathers related material. Secures graphic material from picture sources and assigns artists and photographers to produce pictures and illustrations. Organizes material, plans overall and individual page layouts, and selects type. Marks dummy pages to indicate position and size of printed and graphic material. Reviews final proofs and approves or makes changes. Reviews and evaluates work of staff members and makes recommendations and changes. May manage human resources Internet site for communications to employees and for online enrollments, changes, etc. May assist in selecting and preparing material for publication in magazines, house organs, and related publications. May prepare news or public relations releases, special brochures, and similar materials.

Human Resources Development Manager

Manages and analyzes business organization to determine the most efficient organizational structure, and ensures the organization has adequate qualified personnel to meet the succession requirements of the organization. Coordinates and administers on-going training activities among individuals and teams to achieve organization's goals and objectives. Typically reports to a director and may have supervisors reporting to this position.: Creates a climate designed to support and encourage training and development. Provides internal consulting and arranges external education and training as required. Plans study of work problems and procedures. Gathers and organizes information on training needs assessments, problems, or procedures including present department operating procedures. Analyzes data gathered, organizes and documents findings of studies, prepares recommendations for implementation of procedures or organizational changes, and submits to upper management. Develops approved training programs, considering all available solutions or alternate methods of proceeding. Ensures that management trainees are developed to their highest potential.

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