About the function of HR Manager
What does the HR Manager do?
The HR Manager job position is likely to be the most ambivalent and versatile function within the Human Resources department. HR managers are not only the go to person for employee & HR compliance topics, but they are also responsible for HR core activities such as recruitment, performance management, talent management and learning & development.
The role of HR Manager requires hands on collaboration with line managers and top management to successfully roll out HR initiatives and to support change. In addition, HR Managers embody the company’s vision and missions to shape a positive work culture. Doing so, they operate as a link between the organisation’s top management and its employees.
What does the future hold for HR Managers?
What brought them here won’t take them there. The role of the HR Manager will keep growing in this ever changing environment.
Embracing technology and people analytics is key to the evolution of the role. Companies shall train HR Managers to first digitise & automate HR repetitive activities often considered as admin duties. Just like their fellow HR colleagues, HR Managers must become proficient at using HR systems powered by AI & machine learning to produce smarter people analytics and to better support business line managers.
Moreover, HR Managers should become change agents, allowing companies to break down silos and increase knowledge sharing. Their role shall become essential to lead successful transitions in period of crisis, disruptions or organisational changes.
Business leaders should also rely on their HR Managers to lead the evolution of Performance management. As process owners, HR managers shall find new ways to engage the workforce by taking the process to the next level. A first step towards such objective is the successful integration (and automation) of blended learning opportunities to support individual & corporate objectives and alimented by continuous feedback.
To lead the change, it is critical for the function to become “digitally ready” in front of the HR transformation challenge that has already started.
Competencies of the HR Manager
How to read the competency table and chart?
The percentage score (%) represents the expertise level required for this position, click on score for more details. Future skills, which are important to your organization's competitivity in the long run, are highlighted with a .
Competencies of the HR Manager
|📖 Business partnering||60%|
|📖 Career development planning||80%|
|📖 Compensation & Benefits management||80%|
|📖 Continuous performance management||60%|
|📖 Digital transformation||60%|
|📖 People Analytics||80%|
|📖 People management||60%|
|📖 Strategic workforce planning||80%|
Development plan for HR Manager
Remember that all Learning & Development (L&D) activities and trainings should be balanced to achieve maximum results. For all Active Learning you perform, remember to balance with Social Learning and several Stretch assignments for the HR Manager to put in practice newly learned skills.
|Business partnering||Active Learning||E-Learning curriculum||HR Business Partner 2.0 Certificate Program (40 hours, 17 modules)||>> Learn more|
|Business partnering||Stretch assignments||Individual assignment||Highlight company's top 5 turnover reasons with action plan to top management|
|Business partnering||Social Learning||Feedback from top manager||Schedule monthly sessions with directors to feedback HR roadmap roll out|
|Career development planning||Active Learning||E-learning course||Getting results through talent management (10 hours)||>> Learn more|
|Career development planning||Stretch assignments||Individual assignment||Train all managers on how to make skill development plans (IDPs)|
|Career development planning||Social Learning||Post project feedback / review||Collect 5 employee satisfaction feedback after implementation of IDPs|
|Compensation & Benefits management||Active Learning||E-learning course||Human Resources: Pay strategy (31 min, incl. certificate)||>> Learn more|
|Compensation & Benefits management||Active Learning||Book/article reading||Examples of innovations in reward & compensation Practices||>> Learn more|
|Compensation & Benefits management||Stretch assignments||Individual assignment||Implement one innovative benefit package tailored to your company's needs||>> Get started|
|Compensation & Benefits management||Social Learning||Networking events||Meet 3 HR peers and exchange best practices on new benefit program initiative|
|Continuous performance management||Active Learning||E-learning course||Performance Management Reimagined (8 hours)||>> Learn more|
|Continuous performance management||Stretch assignments||Individual assignment||Redesign performance management implementing 4 best practices||>> Get started|
|Continuous performance management||Social Learning||Feedback from users||Organize an HR experience session and collect user feedbacks and recommendations|
|Digital transformation||Active Learning||E-learning course||Digital HR transformation (8 hours, 3 modules)||>> Learn more|
|Digital transformation||Active Learning||Book/article reading||How Do You Build a Digital HR Strategy? (20mn read)||>> Learn more|
|Digital transformation||Stretch assignments||Individual assignment||Read, formalize and present your digital transformation strategy to top management||>> Get started|
|Digital transformation||Social Learning||Participative workshop, seminar, events||Enroll Josh Bersin academy and share your HR digital strategy to the community||>> Get started|
|People Analytics||Active Learning||E-learning course||HR Analytics leader course (21 hours, 7 modules)||>> Learn more|
|People Analytics||Stretch assignments||Individual assignment||Create and present new dashboard to CHRO with key metrics for decision making|
|People Analytics||Social Learning||Feedback from top manager||Conduct meetings with top management to identify top 10 most needed metrics|
|People management||Social Learning||Participative workshop, seminar, events||Fundamentals online workshop : How to manage remote teams (12 hours)||>> Get started|
|People management||Stretch assignments||Individual assignment||Implement an employee job rotation program within or across your department||>> Get started|
|People management||Social Learning||Mentoring from subordinate (reverse mentoring)||Apply reverse mentoring with one subordinate||>> Get started|
|Strategic workforce planning||Active Learning||E-learning course||Forecasting the future & supporting organizational strategy (1 hour)||>> Learn more|
|Strategic workforce planning||Active Learning||Book/article reading||A Guide to strategic workforce planning||>> Learn more|
|Strategic workforce planning||Stretch assignments||Individual assignment||Make 5-year manpower plan aligned to business needs and present to CHRO||>> Get started|
|Strategic workforce planning||Social Learning||Communities / Practice group||Involve business units heads in a practice group to identify top 5 most needed skills|