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Human Resources Director Job Description - Essential Functions

Department Development, HRIS, Training, Employment, Employee Relations


Development of the Human Resources Department

  • Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.

  • Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.

  • Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration.

  • Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.

  • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.

  • Leads the development of department goals, objectives, and systems.

  • Establishes departmental measurements that support the accomplishment of the company's strategic goals.

  • Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.

  • Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.

  • Participates in executive, management, and company staff meetings and attends other meetings and seminars.

  • With the CEO and CFO, annually plans the company�s philanthropic and charitable giving.

Human Resources Information Systems HRIS

  • Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.

  • Utilizes Great Plains software to the company�s advantage.

Training and Development

  • Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.

  • Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.

  • Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.

  • Assists managers with the selection and contracting of external training programs and consultants.

  • Assists with the development of and monitors the spending of the corporate training budget.


Employee Relations

  • Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.

  • Partners with management to communicate Human Resources policies, procedures, programs and laws.

  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.

  • Conducts investigations when employee complaints or concerns are brought forth.

  • Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.

  • Reviews, guides, and approves management recommendations for employment terminations.

  • Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.

  • Reviews employee appeals through the company complaint procedure.

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