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Personnel managers oversee existing staff, rather than recruiting new staff. They ensure compliance with laws and company policies, handle employee disputes, and may sit on a company’s board of directors. In some cases, they may also have a legal background to mediate disputes internally.
Employees in personnel management tasks are responsible for managing a portion of the workforce. Personnel management positions are generally classified as Human Resources (HR) positions, although personnel managers are generally tasked with dealing with issues relating to existing staff, rather than taking an active role in recruiting new staff. Many companies have multiple levels of people management roles, from HR supervisors to regional HR or personnel directors.
A personnel supervisor takes responsibility for the day-to-day operations of a human resources department. The supervisor must ensure that all HR employees are familiar with the company’s hiring practices and also ensure that employees comply with laws relating to privacy and equal opportunity. In some countries, companies are required to maintain reports detailing the demographic composition of the workforce. A personnel supervisor must ensure that these reports are completed accurately and that all HR employees complete assigned tasks.
In many cases, supervisors report to a general manager who may oversee several different areas of the HR department. Employee disputes that cannot be resolved by the frontline HR team or the team supervisor are often referred to the HR manager. Departmental managers usually consult with the HR manager before taking disciplinary action against employees. The HR manager must advise departmental managers on company policies and local laws to ensure that all employees are treated equally.
At many large companies, people management jobs typically include a regional director who oversees a company’s HR issues in a particular country or region. Sometimes the HR director takes responsibility for implementing initiatives to create a harassment-free work environment by providing all employees with diversity and cultural sensitivity training. HR managers report to the director of HR and the director may have to represent the company in court during industrial employment disputes. In some companies, the personnel or HR director sits on the company’s board of directors and can have a major influence on the hiring practices of the company as a whole.
Many countries, including those in the European Union and North America, have strict labor laws that make it illegal for companies or employees to discriminate against employees or potential employees based on factors such as race or religion. However, incidents involving discrimination sometimes arise. Additionally, employees who are injured in the workplace can often sue their employers for damages. Consequently, many companies hire corporate lawyers to handle such actions, and these companies are often chaired by a personnel manager who is also a lawyer. In many cases, personnel managers with a legal background are able to mediate disputes internally before the matter is taken to court.
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