Roles of a HR in an Organization

1. Roles In An Organization
Various
- G. Girish (HR)

2. HR Can Be Classified
Into 4 Categories

3. Human Resource
Talent Acquisition Talent Sustenance
Business
Development
Operations
Human Resource Planer
Hiring Manager /
Recruitment specialist
Employment Contract
Designer
Diversity Officer
On-Boarding Officer
Training Manager
Employee Advocate
Employee Journey Designer
Performance Reviewer
Employee Safety & Risk
Manager
Data Base Officer
Employee Champion
Welfare Officer
Culture Designer
Corporate Social
Responsibility
HR Business Partner /
strategic Partner
Relationship Manager - Clint
Time Office Management
Compensation Officer
Liaison / Compliance Officer
Contract Management
Off-Boarding Specialist /
Settlement officer
Work Force Planner

5. HR - Resource Planner
Key Responsibilities:
 Analyzing the Current Manpower Inventory
o Check Workforce demographics
o Decide type of organization
o Number of departments
o Employees needed in each work units, etc.
 Making future manpower forecasts
o Expert Forecasts
o Trend Analysis
o Work Load Analysis
o Work Force Analysis
 Development of High productivity low Manpower Models

6. HR – Hiring Manager / Recruitment Specialist
Key Responsibilities:
 Job Advertising
o Job Portals, News Papers,
o Placement Agencies, etc.
o And Sourcing resumes
 Interviewing
o Campus Interviews
o Direct Walk-in’s
o Online (Web / Telephonic)
 Salary Fixation
o Wage & Benefit Negotiation
o Offer Letter / Appointment
letter issuance
 Maintaining Talent Pipeline

7. HR – OnBoarding Specialist
Key Responsibilities:
 Receiving New Hire
o Document Verification
o Creation of employee Database
o Equipping with starter kit
o Taking care of facility needs
 Induction Training
o Introducing Organization
o Introducing to Staff
o Site Visit
 Orientation Training
o Handover to Team Lead / Reporting Boss
o Familiarizing with responsibilities
 Create Positive first-Impact about organization

8. HR – Diversity Officer / Inclusion leaders

9. HR – Employment Contract Designer
Key Responsibilities:
 Value Analyzation
o Intense Market Research
o Trend Analyzation & Demand Forecasting
o Talent & Skill estimation
o Fixation of C&B components
 Contract Customization
o Contract Agreements
o Contract Extension / renewal
o Contract terminations / settlements
o Validation of contract & client feedback

11. HR – Training Manager
Key Responsibilities:
3
 Set Organizational Training Objectives
 Assess Training Needs
 Determining Target Groups
 Design Apt Training Action-Plan’s
 Logistics Arrangement’s
 Planning Hassel-Free Execution
 Impact assessment of training
 Forecasting Future Training needs
 Maintaining Training Database
 Preparation of Training Analytics

12. HR – Employee Advocate
Employee
Advocate
Field
Employees
Key Responsibilities:
 Information Center
o Intermediate b/w Employer & Employees
o Policy Related Quires
o Personal enquiries (Confidential)
o Suggestions for development
o Inputs for organization
 Maintaining Value chain
o Trust-Worthy Stake Holder for clients
o Effective Interpersonal Skills
o Maintain High ethical values
o Quick, accurate and authenticated data.
o Should possess high empathy
 Suggest best solutions to employees and
Provide morale support on behalf of the
organization

13. HR – Succession Planer / Employee Journey
Planner
Key Responsibilities:
 Succession Planning
o Identifying Competencies
o Designing focused development programs
o Enhancing Managerial & Leadership skills
o Analyzing strategic caliber
o Setting up job-challenges
 Developing future leaders for the organization
 Benchmarking mile stones for performance
 Providing necessary support for beginners
 Mentoring where and when necessary

14. HR – Performance Reviewer
Key Responsibilities:
 Re”view” Performance
o Major Accomplishments
o Conduct & Punctuality of the employee
o Time vs Target achievement Ratio
o Cost Saving activities performed
o Rewards & Recognitions received
o New Certifications obtained
o New skills acquired
o Notable lapses in performance
 Analyze past performance and forecast future POA
(Plan Of Action)
 Identifying gray areas and suggesting improvements
 Nominating for result oriented training programs
and scaling-up the individual to next level.

15. HR – Database Officer / Change Keeper
Key Responsibilities:
Database Maintenance :
Maintaining Employee Personal Files
Updating Continuous Change
Providing statistical data-insights
Maintaining of confidential agreements & Office files
Working on simplification of data keeping
Minimizing paper utilization to the extent possible
Concentrate on developing methods to decrease data
retravel time-Span

16. HR – Employee Champion
Key Responsibilities:
Planning and Executing Employee Engagement activities
Identify active players and provide support
Increase Participation rate of employees
Employee Engagement program budgeting
Quarterly & Annually Reports preparation
Flyers & Calendar Preparation and Publication
Identifying Talent building programs
Connecting employees to organization
Key player in Work Life Balance

17. HR – Employee Safety & Risk Manager
Key Responsibilities:
Take care of women Employee working conditions
Identification of new risk-zones
Prompt support during emergency conditions
Conducting exclusive programs on identification of
workplace hazards and handling typical situations
Attending and suggesting employee quires on
hygiene
Conducting P.O.S.H Committee Meetings
Awareness programs on Child Care, Smoking
hazards, Technological Threats etc.

19. HR – Welfare Officer
Key Responsibilities:
Statutory Role under Factories Act
Taking care of welfare amenities mentioned in
welfare chapter 5
1) Washing Facilities
2) Facilities for storing and drying clothing
3) Facilities for sitting
4) Canteens
5) First aid appliances
6) Shelters, rest rooms and lunch rooms
7) Creches
Acting as intermediate between Employer and
Employees
SPC for all worker related grievance
Maintaining Harmony and good industrial relations

20. HR – Culture Designer
Key Responsibilities:
 A culture designer sets culture by
o Teaching It
o Defining It
o Living It
o Measuring It
o Rewarding It
 The Challenges Include:
o Identifying Cultural Gaps
o Strategy Development to close the gaps
o Continuous track of New Trends
o Diversity balance
o Impact assessment
 Define a common language, values and standards
 Identify cultural ambassadors (Brand Ambassadors)
 Key role in designing working space ambiance and
creating energetic atmosphere.

21. HR – Business Partner
Key Responsibilities:
Develop strategies at organization level
Pro-Active prediction of change
Working together with department HOD’s
Developing cost-saving practices
Total focus on increasing productivity
Development of Next Generation Leaders for the
organization
Key role in Takeovers and Mergers
Thrive Business Acumen
Integrate High Ethical and Morale in business
Single Point of Contact for Organizations high
valued customers / clients

22. HR – Relationship Manager (Clint)
Key Responsibilities:
Maintaining Healthy relations with Stakeholders
Understand customer needs, develop plans to address
them
Resolve customer complaints quickly and effectively
Create positive opinion about the organization
Developing Trust in the customers
Setting up meetings with the clients
Establish long-term study relationships
Create mutual Benefits Packages
Negotiate New Contracts
Approach potential customers, establish relationships

23. HR – Corporate Social Responsibility
Promotion Of
Education
Eradication Of Extreme
Hunger & Poverty
Gender Equality And
Women
Empowerment
Combating
HIV-Aids, Malaria
& Other
Diseases
Reducing child
Mortality & Improving
Maternal Health
Social
Business
Projects
Contribute to
P.M & C.M
Relief Funds
Employment
Enhancing &
Vocational
Training
Social
Business
Projects
Others
Key Responsibilities:
Contribute to the wellbeing of the society
Promote Organizations Image through service
Play vital role on eradication of key barriers to growth
Articulate Organizations stand towards people &
Environment through right media
Prepare a CSR policy for the organization
Design CSR programs, implement them and deliver
results
Preparation of Company CSR quarterly reports and
annual Magazine’s etc.

24. OPERATIONS

25. HR – Time Office Management
Key Responsibilities:
 Take care of Attendance and Leave issues of
employees
 Preparation of shift schedules
 Monitoring Absenteeism on regular basis
 Working hours monitoring Overtime data
preparation
 Initiating disciplinary action against
overstaying of leaves, Continuous absenteeism
 Minimizing Late comings and taking corrective
actions

26. HR – Compensation specialist
Key Responsibilities:
Taking Care of Monthly Payrolls
Implementation of statutory regulations like:
Medical deductions and other applicable deductions
Leave Encashments on yearly basis
Preparation of increment letters and salary revisions
Attending and resolving quires on salary related quires
from time to time
Preparation of reports and statistics
Provident Fund
ESIC
Gratuity
Bonus
Income Tax
Professional Tax. etc.

27. HR – Liaison Officer / Compliance Officer
Key Responsibilities:
Liaising between Organization & Government
Bodies
Maintaining organization statutory library such as
licenses, Agreements, Forms, Deeds, etc.
Timely renewals of statutory compliance
Preparation of observation reports on statutory
audits
Representative of organization in various
Programs & Meetings
Maintain Up-To-Date authenticated information
with regard to latest compliance trends.

28. HR – Grievance Manager
Key Responsibilities:
Resolve grievances in the organization and maintain Harmony
among employees
Issuance of Show-Clause Notice, Charge Sheets and other
disciplinary proceedings.
Counsel employees on account of Mis-Conduct & Dis-Obedience
Conduct statutory meetings of grievance committees, Identify
Action-Points and provide solutions
Trainings on P.O.S.H, Setting up work-shops, seminars by Experts on
improving safe working conditions for women.
Maintaining Grievance resolution track, monthly updating to apex
body
Handling External allegations, Local Demands, etc. along with the
support of government.

29. HR – As A Business Process Outsourcing Manager
(Contract Management)
Key Responsibilities:
Implementer of “Shared Services Concept” In HR
Department
Identify Key HR Services to be outsourced
Analyze and evaluate cost savings and benefits ratio on
outsourcing of particular HR service
Identify potential Third-Party / Contractor to whom the
function can be endorsed
Deal Bargaining & Entering agreements with
contractors
Taking care of their statutory compliance on monthly
basis.

30. HR – Off-Boarding Specialist / Settlement Officer
Key Responsibilities:
Tales care of exit interviews of relieving employees
Financial settlement in respect to retirement / relieving
Employees
Send-Off party’s for senior most employees and Top
executive of the organization
Taking care of exit employees documentation
formalities
Benefit retrieval (Like Company House, Car, Etc.) from
leaving employees.
Closing employee life cycle in the organization with a
good note.