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Human Resources Manager Job Description
Plan, direct, and coordinate human resource management activities of an organization to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance. The Human Resources Manager must be knowledgeable of company goals, relevant employment laws and union contracts, and needs to be able to recognize and evaluate industry trends.
Secondary school education in business administration at college or university CHRP designation an asset
3 to 5 years HR experience
Knowledge of relevant legislation including Employment Standards Act, Day Nurseries Act and Human Rights Code Strong understanding of key HR principles
Ability to apply HR principles exercising good judgment
Ability to maintain information in confidence
Demonstrated initiative and professionalism
Well developed oral and written communication skills Proven ability to set priorities, manage multiple responsibilities and meet timelines
Strong organizational, interpersonal, problem-solving and decision making skills High level of attention to detail and excellent follow-up skills
Customer-focused attitude, with the ability to understand, anticipate and identify customer needs Proficient in the MS office products including Word, Excel, PowerPoint, Outlook
Skills and Abilities
• Ability to balance multiple priorities
• Attention to detail
• Organization Skills
• Strong follow up and customer responsiveness
• Strong networking skills
• Results Oriented
• Team Player
• Flexible and able to work the off-shift when necessary
• Strong written and communication skills
• Self-motivated; demonstrates high energy and enthusiasm
Create company strategic recruitment and selection plan.
Coordinate company equal opportunity programmes to achieve diversity goals.
Create company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees.
Oversee compensation programmes to ensure regulatory compliance and competitive salary levels.
Oversee the design and development of compensation strategy and programmes.
Direct the administration of benefit programmes to include: health, retirement, death, disability, and unemployment.
Evaluate and recommend improvements to benefit programmes.
Coordinate the administration and negotiation of union contracts.
Develop and coordinate grievances and mediate workplace disputes.
Evaluate procedures and technology solutions to improve human resources data management.
Recommend and maintain an organizational structure and staffing levels to accomplish company goals and objectives.
Evaluate company culture and provide recommendations on changes to accomplish company goals and objectives.
Evaluate and recommend human resource outsourcing opportunities and identify potential vendors.
Develop and manage annual budgets for the division and perform periodic cost and productivity analyses.
Recommend and establish company policies and procedures.
Work with department managers and corporate staff to develop five year and ten year business plans for the company.
Establish and implement short- and long-range departmental goals, objectives, policies, and operating procedures.
Serve on planning and policy-making committees.
Recruit, train, supervise, and evaluate department staff.
Conduct strategic planning and execution.
Conduct contracting, negotiating, and change management.
Interpret and advise on the application of employment equity and skills development laws.
The Human Resources (HR) department serves as a link between management and employees. Providing specialized services to staff members, the department's goal is to foster positive relationships, to increase job satisfaction, and to make sure all customer or client needs are met. Specific responsibilities include: administration, recruitment, company compensation and benefits, training and development, health and safety, and employee relations.
Analyze and assess training and development needs.
Design, development and implementation of salary administration plans and benefit programmes.
Negotiate and manage collective bargaining agreements and alternative dispute resolution processes.
Examine and re-engineer operations and procedures, formulating policy, and developing and implementing new strategies and procedures. Knowledge of computerized information systems used in human resources applications.
Work requires professional written and verbal communication and interpersonal skills.
Motivate teams to produce quality materials within tight timeframes and simultaneously manage several projects.
Participate in and facilitate group meetings.
Develop Human Resource plans and strategies aligned to the organisation’s strategic direction. and business strategy. Provide tools and tactics to enhance execution of these strategies
Integrate HRM with current and pending legislation and socio-political changes.
Integrate Human Resource Management with general organisational management.
Manage the interface between HRM processes and systems.
Formulate and communicate HRM policies.
Administer compensation, benefits and performance management systems, and safety and recreation programmes.
Identify staff vacancies and recruit, interview and select applicants.
Allocate human resources, ensuring appropriate matches between personnel.
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
Analyze and modify compensation and benefits policies to establish competitive programmes and ensure compliance with legal requirements.
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
Analyze training needs to design employee development, language training and health and safety programmes.
Plan, organize, direct, control or coordinate the personnel, training, or labour relations activities of an organization.
Negotiate bargaining agreements and help interpret labour contracts.
Prepare personnel forecast to project employment needs.
Prepare and follow budgets for personnel operations.
Develop, administer and evaluate applicant tests.
Oversee the evaluation, classification and rating of occupations and job positions.
Develop and/or administer special projects in areas such as pay equity, savings programmes, day-care, and employee awards.
Provide terminated employees with outplacement or relocation assistance.
Compensation and Benefits
Manage overall labour costs.
Be responsible for the management and delivery of a full range of Employee Relations services.
Express (embody) the philosophy and values regarding people management in the organisation.
Manage people related issues accompanying mergers, alliances and acquisitions.
Administer, direct, and review employee benefit programmes, including the integration of benefit programmes following mergers and acquisitions.
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
Design, evaluate and modify benefits policies to ensure that programmes are current, competitive and in compliance with legal requirements.
Develop methods to improve employment policies, processes, and practices, and recommend changes to management.
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
Formulate policies, procedures and programmes for recruitment, testing, placement, classification, orientation, benefits and compensation, and labour and industrial relations.
Fulfill all reporting requirements of all relevant government rules and regulations, including UIF, SDA, OHSA (WCA) etc
Identify and implement benefits to increase the quality of life for employees, by working with brokers and researching benefits issues.
Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
Plan and conduct new employee orientations to foster positive attitude toward organizational objectives.
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labour relations, and employee relations.
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
Advise management on such matters as equal employment opportunity, sexual harassment and discrimination.
Conduct exit interviews to identify reasons for employee termination.
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
Negotiate bargaining agreements.
Prepare budgets for personnel operations.
Prepare personnel forecasts to project employment needs.
Resolve labour disputes and grievances.
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
Contract with vendors to provide employee services, such as food services, transportation, or relocation service.
Investigate and report on industrial accidents for insurance carriers.
Represent organization at personnel-related hearings and investigations.
Develop compensation strategies and policies in line with legislation and the organisation’s business strategy.
Attach meaningful monetary values to posts in the organisation ensuring that the organisation’s compensation is in line with market forces (this may be by means of traditional job evaluation or other methods such as skill or competency based pay).
Develop appropriate compensation systems for the organisation.
Assess the long-term impact of short-term decisions on people.
Plans and directs implementation and administration of benefits programmes designed to insure employees against loss of income due to illness, injury, layoff, or retirement.
Directs preparation and distribution of written and verbal information to inform employees of benefits programmes, such as insurance and pension plans, paid time off, bonus pay, and special employer sponsored activities.
Analyzes existing benefit policies of organization to establish competitive benefits programmes.
Evaluates services, coverage, and options available through insurance and investment companies to determine programmes best meeting needs of organization.
Plans modification of existing benefits programmes, utilizing knowledge of laws concerning employee insurance coverage, to ensure compliance with legal requirements.
Recommends benefits plan changes to management.
Notifies employees of changes in benefits programmes.
Directs performance of clerical functions, such as updating records and processing insurance claims.
Compensation, Benefits, and Job Analysis Specialists
Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.
Assess need for and develop job analysis instruments and materials.
Consult with or serve as a technical liaison between business, industry, government, and union officials.
Develop, implement, administer and evaluate personnel and labour relations programmes, including performance appraisal, affirmative action and employment equity programmes.
Ensure company compliance with government and state laws, including reporting requirements.
Evaluate job positions, determining classification, exempt or non-exempt status, and salary. (exempt = above earnings threshold)
Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information.
Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.
Plan and develop curricula and materials for training programmes and conduct training.
Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.
Prepare occupational classifications, job descriptions and salary scales.
Provide advice on the resolution of classification and salary complaints.
Research employee benefit and health and safety practices and recommend changes or modifications to existing policies.
Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.
Advise managers and employees on state and government employment regulations, collective agreements, benefit and compensation policies, personnel procedures and classification programmes.
Advise staff of individuals' qualifications.
Assist in preparing and maintaining personnel records and handbooks.
Negotiate collective agreements on behalf of employers or workers, and mediate labour disputes and grievances.
Prepare reports, such as organization and flow charts, and career path reports, to summarize job analysis and evaluation and compensation analysis information.
Prepare research results for publication in form of journals, books, manuals, and film.
Work with the Department of labour and promote its use with employers.
Administer employee insurance, pension and savings plans, working with insurance brokers.
Speak at conferences and events to promote apprenticeships and related training programmes.