And what do you do?

This week I went to a fundraiser for our local hospital and was introduced to many people. Of course, the question always comes up, what do you do? I often dread this question as people rarely know what Human Resource Professionals do. Responses include: “Oh so you hire and fire people”, or “oh you do payroll and paperwork”. I also get the impression they are visualizing Catbert, “evil director of human resources”, from the Dilbert cartoon by Scott Adams. Another visualization is Toby from The Office. Both are horrible representations of what Human Resources should be. It always makes me cringe! 

Here is what HR REALLY does in general terms: 

Job Descriptions – HR is often responsible with the help of the department to develop a job description for each position. This is done through a job analysis.

Employee Handbook – Used to communicate workplace culture, benefits, policies, attendance requirements, employment practices, employment laws, etc. 

Staffing plans – working with departments and managers to determine staffing needs and create a job description, then a job posting. This leads to recruiting, screening, interviewing, and ultimately placing chosen candidates in their new position. 

Onboarding – Helping new hires through their paperwork, mandatory training, and most importantly making feel comfortable and introducing them to the company culture.

Benefits – Review annually the benefits plan and make suggestions based on the benefits changes and costs. Hold annual open enrollment and communicate the changes.

Pay Structure – Responsible for developing and/or maintain a fair and competitive pay structure.

Personnel Files – There are multiple personnel files needed for each employee. . Audits of personnel files and procedures are essential to keeping employers in compliance. 

Performance Evaluation process and Performance Management– While there is debate on the best practices of performance evaluations, ultimately HR is responsible for the administration of these evaluations. Performance management is the process of helping managers/supervisors improve and maintain employee performance. 

Legal Compliance - Awareness of which Federal, State and Local laws affect their employer.

Safety – Depending on the organization HR professionals may or may not be responsible for OSHA regulations and state regulations for their organization.

Training - HR is often responsible for training and the tracking of outside training. This can include making sure that people maintain their certifications, required legal and safety training, etc. 

Employee Relations - Handling complaints, helping employees navigate changes, resolving conflicts, etc. 

I am sure I am missing a few other items, but the details that go into each of these categories are tremendous. In addition, we also fill the hat of coach, counselor, advisor, good cop/bad cop among many others.

No, I am not Toby or Catbert although I can’t control the thoughts of others. As it is said, “You will always be the villain in someone else’s story”. I take my job seriously and love to help others find their way through the working relationship. HR is complicated and varies from business to business. I’d love to work with your small business and do an HR audit or help with areas of pain.