HR Roles and Responsibilities

Human Resource is one of the most essential component of the organization regardless of size of the organization. It is the department which keeps all the other departments connected, working and makes a company ‘Healthy Company’. So Health of any organization is maintained by the HR department with
the co-operation of all others departments. Each and Every employee of an organization needs proper safety, life – work culture, Environment, Growth to give their best in the office. Here comes the pivotal role of an HR in maintaining employees’ all necessities. The reason behind this is that employees give
their maximum time to their respective companies and hence they don’t get enough time to accomplish all additional associated tasks. So, HR policy helps them to balance both of the responsibilities with ease.
Human Resource Organizers always seek and manage people and their purposes simultaneously and remain strictly supportive to create a healthy environment. 

HR Roles and Responsibilities

Since HR is the department which is responsible for all the activities organized for the betterment of the employees. For this, plethora of positions are there for an HR. Some of the Roles and their responsibilities are mentioned below:

1: Selection and Recruitment

This is the first process for those people who are looking for a job. Recruiters also work according to the departments like Technical recruiter looks after only the employees who have technical background and can work on technical projects. Some recruiters work in Health Industry. So they use skillset related to the medical forte. But Generalist kind of recruiters can recruit for any industry and can work in many dimensions of management also.
Recruiters help in collecting resumes from various sources, weeding the resumes in a fixed time, call the person for interview, help them reaching the right location and get meet them to HRs.

2: HR Manager

This role has wide verity of responsibilities related to employees’ life cycle in a company. They are responsible to train the employees about company’s culture, make employees aware about the rules and regulations of the company, fulfil the vacant seats in the company, make environment cheerful and growing, and keep all employees conjugated. They help in organizing activities under employees’ engagement programs. The induction process of new joiners are completed by the HR of the company. In induction process, HR introduces new joiners to the job role and the company’s basic information to be well acquainted with the company.

3: Training and Development

Despite the tenure of any employee, it is mandatory to train the employees related to Company’s software, culture, discipline policies, dress code limitations, skill building for more contribution in the company’s growth, Soft Skills training and basic ethics and policies of the company. As the world is changing fast so does the companies’ needs. To meet all the needs, employees must be focused on acquiring skills relevant to the job role. These are managed by the HR of the company under training and development programs.

4: Consultant

The ideal HR consultants possess in-depth knowledge of human resource management. They keep sound experience in consulting as well as dealing with actual HR issues. They are strategic thinkers and problems solvers. They must possess excellent communication skills. They conduct research through various methods like data analysis and surveys to identify a certain problem and solve them. A good consultant initiate, lead, assist other HR professionals in recruitment, imparting knowledge, integrating policies in the company, managing culture etc. They work as a change agent in the company.

5: HR Analytics

These people collect and compile HR metrics from various sources like HRIS and payroll outputs, employees’ surveys and feedbacks, employment records, exit interviews, competitors’ practices and government labor statistics. From these data, HR Analyzers analyze the current practices of recruitment, motivation, turnover and compliance with employment laws and regulations. On the basis of analyzed data and metrics, they create policies and activities to improve the organizational culture including advice to attract and hire suitable candidates, to motivate and retain employees, to address and advocate staffing issues, and to maintain legal compliances. They conduct HR audits to ensure to stay updated with the latest employment laws and regulations, the employees are being paid fairly, all compliances with important HR regulations, eliminate guesswork around benefits packages. The analytics analyze and reduce employee turnover, helps in accurately classifying the employees, helps in the improvement of the organizational structure. HR audit with the help of analytics help the companies to evolve the expectations of the millennials which is the largest workforce and their interests are more tilted towards the companies where they fit according to their need. It also helps in addressing and preventing harassment at the workplace.


HRBP stands for Human Resource Business Partner. This is one of the highly responsible position in a company. HRBPs aligns business objectives with employees and management and delegate the responsibilities to them. They are responsible for making partners across the HR function to deliver value-added services to management and employees that majorly work with the alignment of the company’s objectives. Eventually, they coach and mentor all other positions in the department. HRBPs make new policies, analyze and follow current metrics to develop solutions, initiate many programs for companies’ welfare, provide day to day performance management (counselling, coaching, disciplinary actions) guidance to the line managers. They know and maintain all the legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliances. They identify training needs for business units, participate in evaluation and monitoring of training programs to ensure success and check whether the training needs are met or not. They develop contract terms for new joiners, promotion and transfer documents for the employees. HRBPs also manage and resolve critical relationship issues of the employees and the partners also