Human Resources Directors are responsible for acting as a strategic business partner with clients. Recommend and develop Human Resources programs that support the client’s needs and counsel client regarding compliance, resource planning, training and development, compensation, benefits, and infrastructure.
Human Resource Managers are responsible for ensuring that the overall administration, coordination, and evaluation of Human Resource plans and programs are realized. Developing and administering Human Resource plans and procedures that relate to company personnel.
Employee Relations Managers facilitate employee relations and resolve Human Resource issues on behalf of a client; oversee all aspects related to employee and management relations and work to help employees and managers understand each other. Designs, plans and implements the client’s employee relations programs, policies and procedures.
The Human Resource Generalist is a person who is well rounded in all aspects of HR and in smaller operations often acts in a management capacity. Although all final HR decisions are still made by the person the HR Generalist reports to like the CFO. The HR Generalist will run the daily functions of the Human Resource (HR) department which may include administering pay, benefits, and leave, and enforcing company policies and practices.
The Benefits Specialist position is responsible for directing and planning the day-to-day operations of group benefits programs (group health, dental, vision, short-term and long-term disability, worker’s compensation, life insurance, travel and accident plan, flexible spending plan, retirement plans, etc.). This position provides excellent customer service and designs quality benefits plans. The administrator continually investigates new benefits programs, improves existing programs, and supervises and monitors benefits administration.
Recruiting Managers oversee client’s recruitment process in its entirety. This includes designing and modifying recruiting procedures, recording recruiting metrics, directing and overseeing the recruiting team and monitoring the recruiting team’s performance. Their goal is always to make their client’s recruitment process as efficient and effective as possible. They devote their time to learning the business and the factors needed for its success. Understand current talent and identify where gaps exist. Develop a strategy to fill gaps and plan for the future of the clients.