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Human Resources Careers: Roles & Qualifications
Human Resources Line Operations
Roles
Top responsibilities
Main challenges
Interaction
Qualifications
Roles
Human Resources Directors, Associate Director, Consultant, HR Manager, Project Integrator (management level).
Top responsibilities:
- Acts as a front line strategic business partner and as a consultant in Human Resources matters. Provides a strategic contribution by bringing solutions to help the organization and leaders to manage challenges, issues and culture change.
- Increases the organization's ability to anticipate and embrace change quickly and in accordance with market demands. Facilitates the change process and also helps set the direction of change.
- Manages talent management. Focuses on succession planning and engages systematic succession planning to ensure a seamless transition.
- Delivers results and establishes a reliable track record. Measures the quality of the integrated solution (e.g. development, performance management, etc.). Manages HR projects to contribute to the operational success (Projects – cost / Revenue generation).
- Introductionduces and integrates Human Resources programs in clients' groups. Customizes HR programs to meet business needs. Carries out policies and programs covering several or all of the following: benefits, compensation, training, policies and programs.
- Enables organization and leadership development to address human resources issues, challenges and priorities.
- Works effectively with Business Unit Leaders in order to move strategic HR plans forward. Consults with leaders in order to align business HR objectives with those of the Corporation.
- Provides individual team coaching to leaders (e.g. performance issues, harassment, etc.)
Main challenges
- To be a key player in the organization - to understand the business and industry market of clients. HR professionals must have business acumen so that they can link the advantages of the HR solution to the business objectives.
- The HR professional has to understand the client's language, understand the challenges, etc. A Line HR person should have a broad set of HR skills.
- The HR professional must be perceived as a strategic partner. He/She must have a high level of personal credibility consisting of effective relationships with key people both inside and outside his /her business.
- To be aware of trends/best practices in HR and in the industry .
- To deliver innovative solutions (think out of the box) .
Interaction:
- He/she is in constant contact with clients, e.g. Vice Presidents, Chiefs, CP4s (Director level) and Managers (CP2-3).
- Works in partnership with other corporate functions such as: Corporate Human Resources Specialist, Employee Services, Industrial Relations, Legal Department.
Qualifications
Education
- University degree in Human Resources, Industrial Relations/Business Administration or in a related area, or an equivalent education. Experience to be determined based on the position.
Generic competencies
- Business acumen and HR knowledge
- Project management, change management and people development
- Consulting skills (Analysis, communication and team work/partnering)
Note: Most jobs require HR professional certification, in Ontario via the CHRP (Certified Human Resources Professional), and in Quebec via ORHRI (Ordre des conseillers en ressources humaines et en relations industrielles agrées du Québec).
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