We’ll admit, there is no “magic number” of employees or secret formula that you can insert information about your company and a produce the exact type and number of human resource manager your company requires. Growing companies tend to hire at a rapid rate and throw HR tasks around to a variety of employees, none of which truly qualify as human resources. Here’s a look at a few of the best practices around that cover when, why, and how to hire an HR manager.
Shifting Roles
In the past, the HR role consisted of administrative tasks such as paying employees, administering benefits, and keeping track of personal time off. The role has shifted in the past decade now leaning towards a comprehensive approach to the management of people in the organization. They are now developing systems and processes within the organization that address the strategic needs of a business—paralleling the needs of a developing, changing organization and boosting company culture throughout the journey. Sounds like a heavy load compared to that of the past when they just handled office complaints and payroll.
A few signs your company needs an HR manager
• If you’re spending too much time running to outside consultants, administration and attorneys than planning a strategy around the next big company success
• Employee confusion and discontent about policies and processes
• Rising pay inequality issues
• An inability to find workers you need in a timely fashion
• Too much turnover that equates to insufficient screening during the hiring process
Common HR Responsibilities
Recruitment and training
A single bad hire can cost a company thousands, not to mention potential challenges with employee morale. HR managers can screen resumes, schedule interviews, determine effective methods of hiring, and generally ensure your company’s next hire won’t be a disappointment.
Performance appraisals
Periodically, an HR manager helps with aspects of the performance reviews, which include outlining anticipated goals, communicating performance expectations to the staff individually, providing suggestions to improve employee performance, and motivating employees to reach their performance goals.
Culture development
The performance of an organization is largely driven by the work atmosphere or work culture that prevails at the workplace. A good working condition is one of the benefits that the employees can expect from an efficient human resource team. A safe, clean and healthy environment can bring out the best in any employee.
Compliance
HR managers ensure that business complies with federal and state employment laws. They monitor compliance with applicable laws for establishments that receive federal or state government contracts, through maintaining applicant flow logs, written affirmative action plans, and disparate impact analyses. An HR manager also completes paperwork necessary for documenting that the company’s employees are eligible to work in the U.S.
Managing disputes
Office conflicts are inevitable—however, a HR manager can act as a consultant and mediator to sort out issues effectively, taking quick action to prevent any altercation or argument from getting out of hand.
Developing public relations
HR managers organizing business meetings, seminars, and various official gatherings on behalf of the company to build up relationships with other business sectors.
As you can see, your HR Manager can tackle a lot. The HR role accepts responsibility for all of the processes and systems related to individuals within an organization and is vital to the success of any growing business.