21 HR Roles in an Organization: A 2024 Overview
The HR department carries out some of the most critical roles in any organization, from sourcing candidates and hiring top talent to using data and analytics to make key business decisions. Over the past few decades, the role of HR has greatly evolved and continues to change in line with advances in technology and noticeable shifts in the world of work.
So, what are the key HR roles and responsibilities that Human Resources teams undertake today, and how do they add value and contribute to the success of the business? Let’s take a closer look.
Contents
The evolution of HR roles within the business
Key HR roles in an organization
Emerging roles of HR
FAQ
The evolution of HR roles within the business
Initially, in the early 1900s, the HR department was viewed as a caretaker for the business. Employees needed to be managed at (preferably) low cost. Therefore, HR was seen as a potential source for efficiency gains (Becker & Gerhart, 1996). Aside from saving time and money, there was little focus on the effectiveness of HR.
In the late 1990s, as organizations began to adapt to external factors and the working conditions of the time, HR roles started to evolve. Research indicated that HR practices and decisions could influence organizational performance. Put simply, as the HR architecture becomes more sophisticated, the market value per employee increases.
As we approach the digital-human era of work, the demands of the environment are changing once again, and HR roles and responsibilities will need to adapt and evolve to meet these, stay relevant, and seize new opportunities.
Key HR roles in an organization
The HR department has numerous roles and responsibilities, all of which add value and create a positive impact on the organization. Let’s explore what these key HR roles are based on an updated version of Becker & Gerhart’s summary of decades of HR research.
1. Attracting candidates
One of the key roles of HR is to attract the right candidates to the organization. HR uses strategies like strong employer branding, attractive compensation and benefits offerings, and carefully crafted job postings to attract top talent, hire high-potential candidates, and ensure the company has enough qualified employees to complete daily tasks and meet the long-term goals of the organization.
With a wide talent pool to draw from, the overall operations of the business improve, reducing overwhelm and strain on existing employees, and boosting performance.
2. Selecting candidates
Selecting suitable candidates for open positions is another important responsibility of HR. While companies often outsource parts of this process to professional assessment providers, HR (or a talent acquisition team) should manage the process as a whole.
The selection process is a funnel that includes receiving and sorting through applications, screening and pre-selection, interviewing (phone and face-to-face), assessment (cognitive ability tests, skills tests, behavioral tests), and background checks.
It’s up to HR to determine which candidates are most qualified and suitable for each role. Every stage of the selection funnel should contribute to determining this, and only successful candidates will progress through the funnel. Having a solid understanding of the role and the skills and experience needed to perform is essential before looking at resumes and conducting interviews.
3. Hiring from within and from outside
Another of the key roles of HR is hiring, both externally and internally. With a combination of employee training and smart succession planning, HR helps to create a strong talent pipeline in the company where jobs can be filled with internal talent. This is always preferred since existing employees know the company, and it provides an abundance of opportunities for them to grow professionally and advance in their career.
However, for entry-level roles and other positions where the right talent is not available internally, HR will look to hire external talent.
4. Performance appraisals
A performance appraisal (also called performance review or evaluation) is a formal process used to evaluate an employee’s performance over time in their role and provide constructive feedback on how to develop professionally and meet organizational goals. In most companies, this is an annual, bi-annual, or quarterly event.
HR is typically in charge of outlining the performance appraisal process and will also create a performance review form. Managers can then sit down with their team members and use the form to conduct these appraisals in a structured way.
Another role of the HR department is to teach managers how to improve the way they give feedback through mock feedback sessions and design the process to reduce different types of bias.
When conducted successfully, performance appraisals close skills gaps, improve the manager-employee relationship, boost organizational performance, and help companies prepare for the future. Increasingly, companies are opting to go for more continuous feedback in addition to these scheduled performance reviews.
5. Compensation
Delivering fair and competitive compensation is a key Human Resource Management role. Compensation can include direct compensation (including base pay and overtime pay) and indirect compensation (life insurance, tuition reimbursement). Compensation that is perceived as fair will attract top candidates, motivate employees to do their best, and boost retention rates.
HR will typically:
- Develop a compensation philosophy that provides guidance on compensation structures and packages
- Determine a compensation strategy
- Address any compensation issues in the company (like internal and external equity)
- Be involved in compensation planning.
6. Employee benefit management
Research has shown that, at a certain point, extra pay doesn’t make employees happier. However, the right benefits package might. Common employee benefits include paid sick leave, a learning and development budget, extra parental leave, a childcare budget, flexible working arrangements, unlimited paid time off, and more.
Creating the right benefits for employees is crucial in retaining key talent and one of the key roles of HR. They are responsible for developing an employee benefits strategy that aligns with the long-term business strategy. Such strategy helps attract and keep top talent and gives the organization a competitive edge.
Different employees have different needs, and by accommodating these needs, HR can boost motivation, engagement, and performance in employees, which, in turn, improves morale and retention.
7. Learning and development
Learning and development activities help upskill and reskill the workforce, close skills gaps, prepare for the uncertainty of the future, and meet organizational goals. These activities include formal training, enabling on-the-job learning, job rotation to provide people with broader work experience, and challenging assignments (e.g., in problem-solving groups) that help solve organizational issues while also contributing to individual learning.
Learning and development efforts often align with employees’ personal development plans as well as with the core capabilities that the organization is building.
HR plays an important role in creating an effective learning and development process for all employees. This involves analyzing the training needs of the workforce (for today and the future), creating specific learning objectives, designing and developing training content and how it will be delivered, and monitoring and evaluating L&D initiatives to continually improve.
8. Promotions
Promotions are part of effective succession planning and a great way to retain top performers who are eager to learn, develop themselves, and grow in the company. They are usually based on merit and/or seniority but should not be handed purely based on current performance and should also account for predicted future performance.
In line with hiring from within, setting rules for promotion is one of the responsibilities of HR. HR puts in place procedures that enable the internal mobility of talent through promotions. This is crucial because it helps to meet the expectations of employees, reduce hiring costs and turnover, and increase productivity and motivation.
9. Problem-solving groups
Problem-solving groups, also known as quality circles, are teams of employees who are actively involved in problem-solving across the company. Groups of volunteers are organized and meet for a few hours every week or two to look at productivity and quality problems. These groups have a special type of leader or facilitator.
One of the roles HR plays is helping to create these groups, ensure optimum team composition, and facilitate in a way that enables these teams to make an impact.
10. Total quality management
Total quality management (TQM) is an organization-wide effort to create a climate in which employees continuously improve their ability to provide products and services that customers will find valuable. HR is one of the co-owners of this process, especially when it comes to people practices.
They can help roll out tools like process flowcharts, which help define roles and responsibilities in teams, use data to determine where bottlenecks are in current processes, propose improvements, and evaluate the impact of processes.
To ensure employees are committed to TQM, HR provides adequate training for employees, encourages self-evaluation, builds a culture of recognition and reward, and creates a workplace that is transparent where employees feel they can be open about issues and how to solve them.
11. Information sharing
HR roles and responsibilities include sharing key information with employees. For example, a monthly company newsletter to keep everyone up to date with the latest news, events, and changes. HR is also responsible for sharing updated information related to work safety procedures, announcements of layoffs, mergers, acquisitions, or any other impactful event that is relevant for employees.
Clear, transparent, and timely information sharing is crucial in building and maintaining support and successful organizational change.
Another key aspect of information sharing is internal knowledge sharing. HR has a role in facilitating this by creating spaces where employees can meet and chat, encouraging information-sharing in the onboarding process, and hosting frequent knowledge-sharing sessions with experts.
12. Organizational development
The core goal of organizational development is to make an organization more effective and therefore increase its competitiveness.
Many OD interventions crossover with HRM functions, one of which is job analysis. Whenever a new job is created (or an existing job becomes vacant), the first step to hiring the right person is to define what the ideal candidate looks like in terms of skills, experience, knowledge, and behaviors. This is carried out in the job analysis.
The second widely used intervention is job design, which is the process of structuring and organizing job roles and tasks to enhance productivity, employee satisfaction, and overall efficiency within an organization. Any job should have a variety of skills and tasks. In addition, a job should be significant, and the holder of the job should have a degree of autonomy.
Job design is related to job rotation, job enlargement (giving more responsibilities to the employee), and job enrichment (increasing the employee’s autonomy over their work).
Other organizational development interventions that HR play a role in include policies relating to performance management and talent management.
Organizational change and design are macro-level interventions that will affect the entire organization. Here again, the OD or organizational effectiveness unit will provide key input and design HR interventions that will help to achieve the change and build a more effective organization. This is another key HR role.
13. Survey management
Another key role of HR is owning survey management. This includes creating engagement surveys, feedback surveys, and more that are sent out to employees to help them understand where the organization is at, what the attitudes of employees are, and how productivity can be improved through better people management.
HR is also responsible for ensuring all data points are aligned before surveys are sent out and collected in a central database. This enables the people professionals to more accurately manage employee voice and attitudes and reduces survey fatigue.
14. Compliance management
Compliance in HR refers to ensuring that an organization adheres to all relevant laws, regulations, and internal policies, thereby mitigating legal risks and promoting ethical practices within the workplace.
Handling grievance procedures and conflict resolution are also part of compliance management. HR has a crucial role in this, making tough decisions and resolving issues as early as possible. In cases of reported or suspected abuse, theft, misusing company funds or time, and other unethical behavior, HR takes the lead to resolve this.
Conflict resolution is another part of compliance management. Spotting conflicts early on and resolving them effectively is a key responsibility of HR. Best practices are to have predefined structures in place, communicate everything in writing, and, if possible, apply mediation to solve problems in an amicable way.
15. Business partnering
Another key role of HR in an organization is business partnering. HR is a partner of the business and helps by providing tactical and strategic advice.
Becoming a successful business partner requires a strategic mindset, an understanding of the internal business and external business context, as well as being a trusted advisor of line managers and senior management. HR managers work hard to build working relationships with stakeholders and use evidence to demonstrate how HR policies and procedures are directly tied to organizational goals.
16. Data & analytics management
Data management is one of the more recent HR roles as technology continues to advance, and we enter a new era of work. Being able to read, understand, create, and communicate data and information enables HR to make evidence-based decisions.
This role involves working with metrics and KPIs, the ability to conduct data analysis (also known as people analytics), create dashboards, and translate these insights into tangible actions. Continually monitoring key metrics enables HR to understand what’s working well and what’s not and consistently improve processes that contribute to the overall success of the business.
17. HR technology management
HR technology management refers to leveraging technology and software to reduce repetitive manual processes, collect important data, and create one source of truth. Also known as digital HR, technology management is enabling efficient HR practices and a better employee journey.
For example, the applicant tracking system (ATS) can now connect with the company’s learning management system (LMS). As soon as the new hire starts work, the LMS prompts the courses that the person should enroll in to improve their performance in their new role. This helps greatly increase HR’s impact.
18. Change management
In today’s globalized environment, organizations are in a state of flux. Managing this constant change and being prepared for the future is key to being competitive in today’s landscape. HR is often involved in change management activities like leading timelines and agendas for change, advising on new work strategies, educating people by providing resources on various changes, and creating organizational structures that help foster change.
Change management is about inspiring employees to embrace and engage with new work methods and practices that empower them to thrive in their roles.
Organizational culture change is of specific interest here. Shaping a desirable culture that enables the organization to reach its goals has never been more important. Here again, HR plays a crucial role in defining the culture, enabling leadership to lead by example, reinforcing the culture through people practices like performance management, and featuring and rewarding exemplary behavior.
Emerging roles of HR
As the business landscape evolves, so do Human Resources roles. Here are some of the most notable emerging HR roles to be aware of.
19. Employee experience
87% of employee experience professionals believe that offering a great employee experience helps retain and attract talent. Employee experience (EX) – how employees feel about what they encounter during their employee journey, from the moment they apply for a position with you until after they leave – is becoming a business imperative. Every interaction they have with your organization during this time shapes how they perceive the company and their time there.
The role HR plays in employee experience is similar to the role a customer service or sales team plays in customer experience. The ultimate goal is to design an experience that caters to their needs and expectations and shows them that you care.
For example, ensuring that candidates who apply for your jobs are not left waiting weeks without any contact with your recruitment team, that everyone is followed up with regardless of whether they are offered a job with you, and delivering an onboarding experience to new hires that makes them feel welcome and provides them with the support and tools they need to succeed in their role.
The better your employee experience is, the more engaged and motivated your employees will be, and this helps them perform at their best, which helps move the organization forward.
20. DEIB
Diversity, Equity, Inclusion and Belonging in an organization help boost engagement, productivity, and retention rates, improve your employer branding, make you more aware of bias, and broaden your talent pool. More employees, particularly younger ones, are looking to work for organizations that visibly prioritize DEIB.
In many organizations, HR is responsible for DEIB efforts and initiatives. However, other organizations place this responsibility with the CEO or leadership, employ a dedicated diversity officer, or an advisory committee formed of staff volunteers (common in smaller companies).
21. PR
With the employee experience becoming increasingly public, HR must take an active role in monitoring employer brand perceptions and draft responses for potential PR issues that could arise, for example, an employee sharing an inappropriate post on social media.
Sharing authentic employee testimonials on your careers page, snapshots of company culture on your social channels, and highlighting innovative HR initiatives on your website all help to strengthen the employer brand. Messaging must be consistent and aligned with the core values of the organization while resonating with employees and candidates and creating a sense of belonging across all communication channels.
Creating a culture where employees feel they can express frustration or disagreement and resolve this within the workplace is important. HR policies must be fair and transparent, communicated clearly, and be public-ready. Investing in training HR teams in PR tactics is essential in equipping them to handle potential crises and proactively manage the company’s image.
A final word
Remember that all your HR roles integrate with one another. For example, it is hard to hire the right people if you do not compensate them fairly or have a poor employer brand. Similarly, it’s difficult to promote within your company if your employees are lacking in essential knowledge or skills to take that next step.
When managed well, these high-performing HR roles and responsibilities will improve employee engagement, motivation, and productivity, align your people with your goals, and boost organizational performance. This is what good Human Resource Management is all about: creating organizational value through engaged employees.
FAQ
The main roles of HR within an organization are attracting and selecting candidates, hiring and promotions, learning and development, compensation and benefits management, and information sharing.
Some of the most discussed roles of HR today are business partnering, organizational development, change management, data and analytics management, and technology management. HR is also increasingly focused on employee experience, DEIB, and managing employer reputation.
HR roles and responsibilities are key to all businesses when it comes to aligning the workforce with the short and long-term goals of the organization. Your people are your greatest asset, and if you want to retain your high performers, then you must deliver a great employee experience that meets their expectations and helps them meet their professional goals. This is greatly shaped by HR policies and practices.
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