HUMAN RESOURCE

Module 1

Vice President

The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organizations
HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human
resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent
management goals.

Supervisory Responsibilities:
 Recruits, interviews, hires, and trains management-level HR staff.
 Oversees the daily workflow of the department.
 Provides constructive and timely performance evaluations.
 Handles discipline and termination of employees in accordance with company policy.

Duties/Responsibilities:
 Collaborates with executive leadership to define the organizations long-term mission and goals; identifies
ways to support this mission through talent management.
 Identifies key performance indicators for the organizations human resource and talent management
functions; assesses the organizations success and market competitiveness based on these metrics.
 Researches, develops, and implements competitive compensation, benefits, performance appraisal, and
employee incentive programs.
 Provides guidance and leadership to the human resource management team; assists with resolution of
human resource, compensation, and benefits questions, concerns, and issues.
 Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and
requirements.
 Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and
talent management.
 Drafts and implements the organizations staffing budget, and the budget for the human resource
department.
 Participates in professional development and networking conferences and events.
 Performs other duties as assigned.

HR Director

Human Resource Director is responsible for the smooth and profitable operation of a company's human resources
department. Human Resource Director supervises and provides consultation to management on strategic staffing
plans, like compensation, benefits, training and development, budget, and labor relations etc.

Human Resource Director duties and responsibilities

 Create and deliver briefings to executives

 Oversee an organization’s recruitment, interview, selection, and hiring processes
 Plan employee benefit, payroll, health and safety programs
 Initiate and supervise the implementation and advancement of human resource processes
 Follow and ensure adherence to relevant internal and legal procedures 
 Oversee and check the update of employee records
 Respond to all inquiries by Unions and Lawyers in professional and timely manner
 Effectively structure benefits programs to attract and retain top talent
 Initiate, oversee and coordinate updating human resource software systems 
 Suggest appropriate innovative measures for improving performance evaluations and employee engagement

Human Resource Director requirements and qualifications

 Advanced degree in Human Resources, Business Administration, or similar relevant field

 Previous experience working as an HR Director for [X] year(s)
 In-depth knowledge of Human Resource operations and legal regulations
 Hands-on experience in all aspects of HR management
 Impeccable communication, interpersonal and leadership skills
 Strong analytical and project management skills
 Supervisory experience
 Senior Professional in Human Resources Certification (SPHR) will be an advantage

Compensation and Benefits Manager

A compensation and benefits manager focuses on navigating the ever-changing world of employee benefit programs
and compensation. This role is responsible for managing benefit plans including health insurance, life insurance,
dental, vision, , and other programs like employee assistance programs and tuition reimbursement. The
compensation and benefits manager is responsible for managing employee payroll expenses including compensation
plans, audits, and pay bands and position levels. This role is normally exempt level and a salaried position.

Job Specifications

 A bachelor’s degree and 5+ years of experience in a similar position

 Experience with core HR domains, including performance management, organizational design, talent
management, compensation, and employee relations.
 Have an extensive understanding of compensation rules and benefits packages.
 Solid communications skills and the problem-solving talents necessary to help employees solve issues that may
come up.

Staffing Director

Is responsible for the hiring of the entire head of recruiting which is also often referred to as talent acquisition or
talent attraction in some organizations. This individual is the department decision maker responsible for budgeting,
allocation, and strategy planning interfacing with senior leadership on the subject of talent acquisition and
recruitment. Recruiting Directors are responsible for setting guidelines for the company’s hiring policies and
overseeing a team of employees.

Job Specification

 Have a bachelor’s degree in marketing, HR or related field.

 Have Recruiting or other recruitment certification.
 Have 5+ years of experience working in a talent acquisition and recruiting leader role with proven success
metrics.
 Experience leading a talent acquisition team of 5-10 team members and contractors.
  Proficient with Microsoft Office and other administrative software to produce and deliver reports and data.
 Experience managing, budgeting, planning, and negotiation recruitment vendor and technology agreements
and implementations.
 Experience with workplace accessibility, on and offline.

Equal Employment Opportunity Officer

Equal Opportunity Officers monitor and evaluate compliance with equal opportunity laws, guidelines, and policies
to ensure that employment practices and contracting arrangements give equal opportunity without regard to race,
religion, color, national origin, sex, age, or disability. They also investigate employment practices or alleged
violations of laws to document and correct discriminatory factors.

Job Specifications

Most of these occupations require a four-year bachelor's degree, but some do not. A considerable amount of work-
related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete
four years of college and work for several years in accounting to be considered qualified. Employees in these
occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.

Employee Relation Officer

Employee Relations Specialists perform a variety of duties to promote employee welfare, such as resolving human
relations problems and promoting employee health and well-being. They interview workers and discuss personnel,
human relations, and work-related problems that adversely affect morale, health, and productivity. This person also
evaluates and resolves human relations, labor relations, and work-related problems, and meets with management to
determine appropriate action. An Employee Relations Specialist explains and provides advice to workers about
company and governmental rules, regulations, and procedures, and need for compliance.

Job Specifications

 Degree in Human Resources.

 Demonstrated knowledge of employment law.
 Outstanding interpersonal skills.
 Exceptional written and verbal communication.
 Excellent organizational skills and attention to detail.
 Good problem-solving ability.
 Able to effectively and clearly respond to a range of emotional responses from

HR Research and Planning Director

who serves as the leaders of a company's human resources team. develops policy and directs and coordinates human
resources activities. Suggest and implement advanced, best practices HR strategies and procedures

 Manage and oversee the whole recruiting and hiring process

 Oversee payroll submissions and payments
 Structure competitive benefits packages, and measure their success
 Promote healthy relationships between staff and management through mediation and handling labor
disputes
 Administer performance review program to ensure effectiveness, compliance, and equity within
organization
  Facilitate employee onboarding and offboarding
 Responsible for collecting and analyzing employee data and maintaining accurate and complete employee
records

Job Description

 Previous experience working  in HR management for [X] year(s) at SMBs/corporate level

 In-depth knowledge of HR operations and analytics
 Familiarity with labor law rules and regulations
 Impeccable communication, interpersonal and leadership skills 
 Excellent organizational and time-management skills
 MA in Human Resources or similar relevant fields

Give a brief description between Human Resource Development and Human Resource Management ?

Human Resource Management refers to the application of principles of management to manage the people working
in the organisation. Human Resource Development means a continuous development function that intends to
improve the performance of people working in the organisation. HRM is a reactive function as it attempts to fulfil
the demands that arise while HRD is a proactive function, that meets the changing demands of the human resource
in the organisation and anticipates it. HRM is a routine process and a function of administration. On the other hand,
HRD is an ongoing process.

How does HRD activities affects the overall performance of the organization

Business is full of uncertainty and the understanding of labour contribution or human resources development is vital
for management especially in the areas of boosting organizational productivity and as well its profitability .HRD
affects the organizational goals which may result from higher productivity, cost reduction, more profits, better image
and more satisfied customers and stake holders considered as organization dimensions HRD activities, as such, do
not reduce costs, improve quality or quantity, or benefit the enterprise in any way.