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    Human Resource Vice President: Supervisory Responsibilities

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    Dennis Dagohoy Artugue
    The document describes several roles within a company's human resources department. It outlines the responsibilities and job specifications for positions such as the Vice President of Human Resources, HR Director, Staffing Director, Equal Employment Opportunity Officer, Employee Relations Officer, HR Research and Planning Director, and Compensation and Benefits Manager. Common responsibilities across roles include developing and implementing HR policies, overseeing recruitment and employee development, and ensuring compliance with employment laws.

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    Human Resource Vice President: Supervisory Responsibilities

    Uploaded by

    Dennis Dagohoy Artugue
    112 views4 pages
    The document describes several roles within a company's human resources department. It outlines the responsibilities and job specifications for positions such as the Vice President of Human Resources, HR Director, Staffing Director, Equal Employment Opportunity Officer, Employee Relations Officer, HR Research and Planning Director, and Compensation and Benefits Manager. Common responsibilities across roles include developing and implementing HR policies, overseeing recruitment and employee development, and ensuring compliance with employment laws.

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    HUMAN RESOURCE

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    The document describes several roles within a company's human resources department. It outlines the responsibilities and job specifications for positions such as the Vice President of Human Resources, HR Director, Staffing Director, Equal Employment Opportunity Officer, Employee Relations Officer, HR Research and Planning Director, and Compensation and Benefits Manager. Common responsibilities across roles include developing and implementing HR policies, overseeing recruitment and employee development, and ensuring compliance with employment laws.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    112 views4 pages

    Human Resource Vice President: Supervisory Responsibilities

    Uploaded by

    Dennis Dagohoy Artugue
    The document describes several roles within a company's human resources department. It outlines the responsibilities and job specifications for positions such as the Vice President of Human Resources, HR Director, Staffing Director, Equal Employment Opportunity Officer, Employee Relations Officer, HR Research and Planning Director, and Compensation and Benefits Manager. Common responsibilities across roles include developing and implementing HR policies, overseeing recruitment and employee development, and ensuring compliance with employment laws.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 4

    HUMAN RESOURCE

    Module 1

    Vice President

    The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organizations
    HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human
    resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent
    management goals.

    Supervisory Responsibilities:
     Recruits, interviews, hires, and trains management-level HR staff.
     Oversees the daily workflow of the department.
     Provides constructive and timely performance evaluations.
     Handles discipline and termination of employees in accordance with company policy.

    Duties/Responsibilities:
     Collaborates with executive leadership to define the organizations long-term mission and goals; identifies
    ways to support this mission through talent management.
     Identifies key performance indicators for the organizations human resource and talent management
    functions; assesses the organizations success and market competitiveness based on these metrics.
     Researches, develops, and implements competitive compensation, benefits, performance appraisal, and
    employee incentive programs.
     Provides guidance and leadership to the human resource management team; assists with resolution of
    human resource, compensation, and benefits questions, concerns, and issues.
     Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and
    requirements.
     Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and
    talent management.
     Drafts and implements the organizations staffing budget, and the budget for the human resource
    department.
     Participates in professional development and networking conferences and events.
     Performs other duties as assigned.

    HR Director

    Human Resource Director is responsible for the smooth and profitable operation of a company's human resources
    department. Human Resource Director supervises and provides consultation to management on strategic staffing
    plans, like compensation, benefits, training and development, budget, and labor relations etc.

    Human Resource Director duties and responsibilities

     Create and deliver briefings to executives


     Oversee an organization’s recruitment, interview, selection, and hiring processes
     Plan employee benefit, payroll, health and safety programs
     Initiate and supervise the implementation and advancement of human resource processes
     Follow and ensure adherence to relevant internal and legal procedures 
     Oversee and check the update of employee records
     Respond to all inquiries by Unions and Lawyers in professional and timely manner
     Effectively structure benefits programs to attract and retain top talent
     Initiate, oversee and coordinate updating human resource software systems 
     Suggest appropriate innovative measures for improving performance evaluations and employee engagement

    Human Resource Director requirements and qualifications

     Advanced degree in Human Resources, Business Administration, or similar relevant field


     Previous experience working as an HR Director for [X] year(s)
     In-depth knowledge of Human Resource operations and legal regulations
     Hands-on experience in all aspects of HR management
     Impeccable communication, interpersonal and leadership skills
     Strong analytical and project management skills
     Supervisory experience
     Senior Professional in Human Resources Certification (SPHR) will be an advantage

    Compensation and Benefits Manager

    A compensation and benefits manager focuses on navigating the ever-changing world of employee benefit programs
    and compensation. This role is responsible for managing benefit plans including health insurance, life insurance,
    dental, vision, , and other programs like employee assistance programs and tuition reimbursement. The
    compensation and benefits manager is responsible for managing employee payroll expenses including compensation
    plans, audits, and pay bands and position levels. This role is normally exempt level and a salaried position.

    Job Specifications

     A bachelor’s degree and 5+ years of experience in a similar position


     Experience with core HR domains, including performance management, organizational design, talent
    management, compensation, and employee relations.
     Have an extensive understanding of compensation rules and benefits packages.
     Solid communications skills and the problem-solving talents necessary to help employees solve issues that may
    come up.

    Staffing Director

    Is responsible for the hiring of the entire head of recruiting which is also often referred to as talent acquisition or
    talent attraction in some organizations. This individual is the department decision maker responsible for budgeting,
    allocation, and strategy planning interfacing with senior leadership on the subject of talent acquisition and
    recruitment. Recruiting Directors are responsible for setting guidelines for the company’s hiring policies and
    overseeing a team of employees.

    Job Specification

     Have a bachelor’s degree in marketing, HR or related field.


     Have Recruiting or other recruitment certification.
     Have 5+ years of experience working in a talent acquisition and recruiting leader role with proven success
    metrics.
     Experience leading a talent acquisition team of 5-10 team members and contractors.
     Proficient with Microsoft Office and other administrative software to produce and deliver reports and data.
     Experience managing, budgeting, planning, and negotiation recruitment vendor and technology agreements
    and implementations.
     Experience with workplace accessibility, on and offline.

    Equal Employment Opportunity Officer

    Equal Opportunity Officers monitor and evaluate compliance with equal opportunity laws, guidelines, and policies
    to ensure that employment practices and contracting arrangements give equal opportunity without regard to race,
    religion, color, national origin, sex, age, or disability. They also investigate employment practices or alleged
    violations of laws to document and correct discriminatory factors.

    Job Specifications

    Most of these occupations require a four-year bachelor's degree, but some do not. A considerable amount of work-
    related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete
    four years of college and work for several years in accounting to be considered qualified. Employees in these
    occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.

    Employee Relation Officer

    Employee Relations Specialists perform a variety of duties to promote employee welfare, such as resolving human
    relations problems and promoting employee health and well-being. They interview workers and discuss personnel,
    human relations, and work-related problems that adversely affect morale, health, and productivity. This person also
    evaluates and resolves human relations, labor relations, and work-related problems, and meets with management to
    determine appropriate action. An Employee Relations Specialist explains and provides advice to workers about
    company and governmental rules, regulations, and procedures, and need for compliance.

    Job Specifications

     Degree in Human Resources.


     Demonstrated knowledge of employment law.
     Outstanding interpersonal skills.
     Exceptional written and verbal communication.
     Excellent organizational skills and attention to detail.
     Good problem-solving ability.
     Able to effectively and clearly respond to a range of emotional responses from

    HR Research and Planning Director

    who serves as the leaders of a company's human resources team. develops policy and directs and coordinates human
    resources activities. Suggest and implement advanced, best practices HR strategies and procedures

     Manage and oversee the whole recruiting and hiring process


     Oversee payroll submissions and payments
     Structure competitive benefits packages, and measure their success
     Promote healthy relationships between staff and management through mediation and handling labor
    disputes
     Administer performance review program to ensure effectiveness, compliance, and equity within
    organization
     Facilitate employee onboarding and offboarding
     Responsible for collecting and analyzing employee data and maintaining accurate and complete employee
    records

    Job Description

     Previous experience working  in HR management for [X] year(s) at SMBs/corporate level


     In-depth knowledge of HR operations and analytics
     Familiarity with labor law rules and regulations
     Impeccable communication, interpersonal and leadership skills 
     Excellent organizational and time-management skills
     MA in Human Resources or similar relevant fields

    Give a brief description between Human Resource Development and Human Resource Management ?

    Human Resource Management refers to the application of principles of management to manage the people working
    in the organisation. Human Resource Development means a continuous development function that intends to
    improve the performance of people working in the organisation. HRM is a reactive function as it attempts to fulfil
    the demands that arise while HRD is a proactive function, that meets the changing demands of the human resource
    in the organisation and anticipates it. HRM is a routine process and a function of administration. On the other hand,
    HRD is an ongoing process.

    How does HRD activities affects the overall performance of the organization

    Business is full of uncertainty and the understanding of labour contribution or human resources development is vital
    for management especially in the areas of boosting organizational productivity and as well its profitability .HRD
    affects the organizational goals which may result from higher productivity, cost reduction, more profits, better image
    and more satisfied customers and stake holders considered as organization dimensions HRD activities, as such, do
    not reduce costs, improve quality or quantity, or benefit the enterprise in any way.

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