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Job Description Of HR Manager Commerce Essay

Paper Type: Free Essay Subject: Commerce
Wordcount: 3706 words Published: 1st Jan 2015

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The Human Resources Manager will be highly regarded with an excellent track record in his/her current environment. The successful candidate must be a strong, decisive, results oriented leader who can develop and manage relationships across the company and with a wide variety of partners based on trust, teamwork and knowledge. The following details specific responsibilities for this critical role:

Serve as a key member advising business leadership team responsible for HR processes for Associates. 

Function in an active and influential business advisory role with executives in order to drive business results 

Leverage broader HR team resources to drive change in leadership & organizational development, compensation and staffing. 

Specific areas of focus over the next 12 – 24 months include: developing and implementing staffing and learning strategies, developing retention strategies, leadership and organizational development, talent planning, diversity, compensation management and delivery, performance management, workforce planning,, increasing associate satisfaction and engagement, build-out campus recruiting program. 

Some travel will be required.


Minimum of 6 years human resources experience 

Preferable to have experience in two or more of the following areas: human resources management, organizational development/change management, process improvement (Six Sigma preferred), compensation, staffing. 

Excellence in a client management model: mobilizing the best people and integrating the tools and processes required to meet the needs of the business 

Business driven with strong financial acumen. 

Strategic planning, complex problem resolution and general management expertise. 

Outstanding communication and presentation skills. 

High level of interpersonal skills and integrity; solid team player. 

Ability to influence senior management, establish and maintain collaborative partnerships and provide thought leadership. 

Ability to architect and drive change 

Ability to lead in a global, matrixed environment

Key Responsibilities of Manager – HR: 

¶ Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues)

¶ Establish and maintain appropriate systems for measuring necessary aspects of HR development

¶ Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales

¶ Manage and develop direct reporting staff.

¶ Manage and control departmental expenditure within agreed budgets.

¶ Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.

¶ Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation.

¶ Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.

¶ Ensure activities meet with and integrate with organisational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care.

¶ Audit and authenticate all documents related to legal, salary statements and distribution, policies etc.

¶ Develop and Maintain healthy relation with Govt. and Non Govt. Organistions for better and fast functioning of organisation.

¶ Plan for employee’s performance appraisal; develop tools for appraisal, job evaluation and development.

¶ Plan and direct for Training of employee including senior managers, maintain contact with outside resources for training.

How to Develop a Job Description

The process of developing a job description helps you articulate the most important outcomes you need from an employee performing a particular job. A job description is also a communication tool that tells coworkers where their job leaves off and the job of another starts. A well-written job description tells an employee where their job fits within the overall department and the overall company.

Job Descriptions: Why Effective Job Descriptions Make Good Business Sense

Effectively developed, job descriptions are communication tools that are significant in your organization’s success. Poorly written job descriptions, on the other hand, add to workplace confusion and hurt communication. Here’s why effective job descriptions are so important.

Job Specification

A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing a particular job. The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a particular job. Learn more about the job specification.

Job Specification Sample: Human Resources Director

This sample job specification for a human resources director provides an example of a job specification. See a sample job specification for a human resources director that describes education, experience, characteristics, skills, knowledge, and an overview of the job requirements.

Job Specification Sample: Marketing Manager

This sample job specification for a marketing manager provides an example of a job specification. See this sample job specification for a marketing manager.

Job Analysis

A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis.

Job Description

Job descriptions are written statements that describe the duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications of candidates, and the reporting relationship of a particular job.

Bio-Tech Job Descriptions

These general, not detailed, job descriptions describe the jobs available in the emerging field of bio-technology.

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Job Tasks for: “Human Resources Manager”

Administer compensation, benefits and performance management systems, and safety and recreation programs.

Identify staff vacancies and recruit, interview and select applicants.

Allocate human resources, ensuring appropriate matches between personnel.

Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.

Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.

Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.

Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.

Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.

Analyze training needs to design employee development, language training and health and safety programs.

Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.

Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization’s personnel policies and practices.

Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.

Conduct exit interviews to identify reasons for employee termination.

Investigate and report on industrial accidents for insurance carriers.

Represent organization at personnel-related hearings and investigations.

Negotiate bargaining agreements and help interpret labor contracts.

Prepare personnel forecast to project employment needs.

Prepare and follow budgets for personnel operations.

Develop, administer and evaluate applicant tests.

Oversee the evaluation, classification and rating of occupations and job positions.

Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.

Develop and/or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.

Provide terminated employees with outplacement or relocation assistance.

Contract with vendors to provide employee services, such as food service, transportation, or relocation service.

Human Resource Manager – Job Description

Employees are the most important asset of any organization. The future of the firm depends on the performance of its employees. The role of a human resource manager is pivotal in managing the needs of the employees. Read on to know more about human resource manager’s job description, human resource manager’s duties and the requirements of a human resource manager.

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Human resource management refers to the coherent and strategic approach to understand the needs of the people working in a firm. Undoubtedly, the growth of a firm is totally based on the individual and the collective efforts of its workers. Human resource management evolved as a serious discipline in the business world when it was understood that employees are not mere business units, like machines and automobiles. Instead, they are a valuable human manpower and have personal, emotional and financial needs. Human beings are not uni-dimensional entities. Hence, human resource management was develoved to cultivate a positive work culture in the organization, motivate employees, streamline the recruitment process and provide employee training. The dynamics of business have become more and more challenging in today’s global economy. Employee retention is a crucial factor where the need of a human resource manager is vital. Also, the function of a human resource manager is to work in tandem with all the departments of a firm in order to monitor and decipher the needs of the employees. The human resource management department acts as a bridge between the CEO or the Managing Director of the company and the various branches like executive, administrative, project management teams and operations management.

Human Resource Manager Job Description

The job of a human resource manager presents challenges to tactically handle the human resource tools and help the firm attract talented people for the required job(s). Following are the major duties and functions of a human resource manager.

Resource Hunting and Recruitment 

The entire process of recruitment is monitored by the human resource manager. The human resource manager’s duties consist of job posting, hiring, conducting recruitment exams (if any) and interviewing. Other functions of a human resource manager are to maintain excellent professional relations with the educational institutions and recruitment agencies. 

Coaching the Employees

Training the employees is another important duty of a human resource manager. Why is training so essential? Well, every organization has its specific organizational culture and it is expected that the employees follow it. Induction and orientation lectures are the initial periods of training, wherein the employees get to know the work culture of the company. Icebreaker sessions, as we normally call them in the management terminology, help the employees feel comfortable and show active participation in training programs. Effective communication is a tool that the human resource manager can use to connect the workers and gel them as a team. The human resource manager can play a pivotal role in adopting the six sigma training programs. The principles of change management can be adequately applied to help the firm reap rich benefits.

Motivation and Performance Appraisal

Motivation is a key to trigger the performance of an employee. An average employee may turn into an outstanding performer on being motivated. A human resource manager conducts sessions and lectures that keep the employees aware about the growing competition in the market and the need to constantly upgrade the skills of the employees. Also, the performance of employees is constantly monitored over a monthly or yearly basis and rewards, gifts and prices are distributed for exceptional performances. The human resource manager also looks after the performance appraisal of the employees.

Salary and Payroll Negotiations

Though salary related issues are a responsibility of the accounts department of the firm, still, in the initial stages of recruitment, the human resource manager handles the salary issues of an employee. Since a human resource manager handles the recruitment process he/she is more aware about the ability, experience and skills of the employee, therefore, he/she can take better decisions about the salary of the worker. Generally, the HR department works in collaboration with the accounts department in salary related issues.

Employee Satisfaction and Feedback

Are the employees satisfied with the facilities of the firm? Are any issues that are causing an unrest among the employees? There may be differences in the ideas/opinions of the various employees. The principles of conflict resolution can be used to resolve differences among the employees. Mostly, human resource managers accept the feedback of the employees and this leads to an efficient management of the workers.

Educational Requirements For a Human Resource Manager

Are you aspiring for a career in human resource management? Well, this challenging field has a lot to offer you. Once you get in, new avenues open at every step. Generally, a graduate level degree in labor laws, social sciences, human resources and industrial laws is considered for entry level jobs in human resource management. Many firms look out for a fair amount of work experience before hiring HR managers. So, if you have a master’s degree or an MBA in human resource management, then it’s better to spend 3-6 years taking a professional experience and then look for higher entry jobs. Even courses related to humanities, like public administration, psychology, sociology, political science, economics, and statistics are considered by many firms. With experience in this field one can climb the ladder of success gradually and soar great heights.

Personality Traits of a Human Resource Manager

The various personality traits needed to be an excellent human resource manager are as follows.

Excellent communication skills and leadership qualities

Strong presentation abilities

Must be a creative thinker and excellent team player

Must be a good initiator and possess good negotiation skills.

Analyzing the job description of human resource manager must have given you an insight into the challenges and creativity of the different elements involved in human resource management. So, if you are planning a career in human resource management, make a note of the above points and then go for it!

By Kundan Pandey

Human Resources Administrator & Manager

Purpose: The incumbent will be responsible for providing an effective and

efficient human resource generalist function that is aligned with

departmental and company strategic goals. The incumbent will be

expected to successfully implement HR strategy and deliver customer

service within the organization. The responsibilities will include inter

alia strategic partnership and organisation design, recruitment and

selection, employment equity, salary and benefits management,

employee relations, talent retention, performance management, change

management, diversity management, skills development, policies and

procedures, HR reporting, BBBEE, HR projects and managing staff.

Key Responsibility


Recruitment and Selection

Attract, retain and motivate staff. Manage the recruitment process and

ensure candidates fit the role and company culture. Advertise

vacancies, assess applications, interview applicants. Coordinate and

manage the orientation of new employees, process probationary

reviews, employee evaluations and terminations. Analyse the skills and

qualities required for each particular job and develop job descriptions.

Skills Development

Identify training /skills / competency needs within the organisation. Coordinate

career development, succession planning and talent

management needs in partnership with line management. Submit the

skills development plan within the prescribed timeframe. Identify skills

shortages and where there is need to improve and inform management.

Employment Equity

Submit the Employment Equity Plans within specified timeframes to the

Labour Department. Consult and give input into development of

employment equity plans. Identify employment Equity quota

requirements and advise on status of compliance to targets.

Employee Relations

Consult and advise management and staff on Labour relations issues.

Ensure awareness on LRA, Basic conditions of Employment Act and all

other labour legislation. Represent the company on CCMA Level

(conciliation & arbitration).


Implement and monitor compliance to company BEE strategy.

Assume responsibility for the Company’s social responsibility projects

and manage the Social committee.

HR Reporting and Administration

Manage company payroll administration. Compile monthly

management reports all on all key output areas of the position. Perform

related duties as assigned by the Head of Finance

Performance Management

Manage the company performance management process (KPO).

Custodian of effective performance management practices. Implement

performance management / talent management initiatives. Ensure that

performance management is standardized. Ensure that all employees

are informed of and trained in the application of the performance

management model and system. Monitoring, evaluating and reporting


Change Management

Lead programmes that are aimed at improving employee morale.

Identify and analyse current organisational effectiveness. Initiate and

implement organisational surveys.

Policies and Procedures

Develop, update and implement all HR policies and procedures.

Budget & Cost Management

Drive HR related cost savings and manage HR budgets as set by

executive management



Good planning, organisational, analytical and decision-making skills.

Confidentiality, tact and discretion when dealing with people. Ability to

train. Use Initiative. Professional approach. Excellent Administration




Excellent oral and written communication skills. People centric.


Experience and


Degree/or Diploma in Human Resources Management and/or

equivalent. Approximately 5 years experience as an HR generalist and

minimum 3 years in an HR management role.



Excellent organisational skills. Attention to detail. Self driven. Good

communicator. Good interpersonal skills. Positive outlook on life.

Assertive nature. Logical thinker. High levels of initiative. Customer

service orientated. Work independently, with a high degree of

responsibility. Work well under pressure and to deadlines.



Regular and on time attendance. From time to time you will be required

to work outside of normal working hours.

Note: To perform this job successfully, the individual must be able to perform

each essential duty satisfactorily. The requirements listed above are

representative of the knowledge; skill and or ability required and are not

intended to be an exhaustive list of all duties and responsibilities

associated with this job. You will be required to perform all reasonable

duties assigned to you or related or incidental to the proper completion

of your job tasks. During a colleague’s leave of absence from the

company or during month end or peak business periods, you may be

required to perform other job tasks upon reasonable request from your

line manager. Relocation costs (if applicable) will be for own account


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