Langley James Recruitment.

Guide to HR roles and responsibilities.

HR isn’t one-size-fits-all – it’s a spectrum of roles tailored to strategic goals and company culture.

At Langley James IT Recruitment, we’ve been matching HR mavens with their ideal roles since 1999, and we’re here with pointers to guide you through the HR maze.

The below guide is designed to assist you, as an overview of HR roles and responsibilities. 

Human Resources Director is responsible for creating and implementing HR policies and activities of the organisation. They also manage the HR staff, overseeing all employee-related initiatives, from recruitment and onboarding to managing performance, promotion, and conducting exit interviews.

Head of HR Manage the execution of the HR Strategy and core areas of the HR department including Recruitment, Employee Relations, Workforce Administration, Employee Engagement, Payroll, Reward and Recognition, as well as maintaining and improving HR systems and management of the HR budget.

HR Business Partner work closely with business leaders and line managers to diagnose people priorities, create people plans, and help implement organisation-wide people approaches.  They have an excellent knowledge of the business, a good understanding of all the areas in the people profession, and often act as the point of people expertise for a specific business area.

HR Manager is in charge of the human resources department. They oversee those who perform HR tasks such as finding and hiring new talent. From there, they onboard talent and ensure that the HR file is complete and complies with company procedures and state and federal laws. But the HR manager does more than just hire and onboard people. They work with existing staff to train and develop them into higher positions in the company. A good HR manager is an integral part of the company’s talent growth.

HR Consultants provide a wide range of services for small and large businesses alike, including professional consulting, education, training, and solutions. An HR consultant will perform diverse tasks such as research, analysis, planning and counselling with the aim of advising management on HR structures, policies and procedures. They may also provide HR outsourcing services as required.

HR Analyst is an interdisciplinary role within the human resources department that deals with HR-related matters through technological tools. It is a vital position since, according to every HR analyst job description, they manage all the essential digital records, assist with any HR-related queries, and analyse HR data to provide rapid solutions to any challenges.

Senior HR Adviser is responsible for supporting and actioning day-to-day people-related issues. Those issues will include, recruitment and retention, performance management, employee onboarding, absence management and support, trade union liaison, organisation design, grievance and disciplinary management.

HR Advisor, gives counsel to companies regarding their human resource policies and procedures. Their main duties include offering guidance on employee recruitment and retention, evaluating employee performance and maintaining employee relations.

HR Executive, is a junior-mid-level professional. They oversee recruitment, people management, strategic planning, and organisational human resources policies. They are part of the HR management team and are crucial to the organisation’s success.

HR Coordinators are professionals who complete administrative duties for the HR department. They assist HR managers with a number of roles including recruitment, maintenance of employee records, payroll assistance and administrative support to all employees.

HR Assistants duties are more than likely to include recruiting, hiring and training new and existing staff, as well as planning programs to improve employee welfare. HR assistants also manage payroll, maintain employee records and ensure the HR department runs smoothly day to day.

HR Data Analyst, play a vital role in supporting data-driven decision-making and providing valuable insights to the Human Resources function. Their primary focus is collecting, analysing, and interpreting HR data to identify trends, patterns, and opportunities for improving HR processes and initiatives. This role requires a strong analytical mindset, proficiency in data analysis tools, and the ability to translate complex HR data into meaningful reports and presentations.