Human Resources — Job Descriptions & Interview Questions

OVERVIEW: Conducts periodic reviews of the company's Affirmative Action program, making changes where appropriate and taking the initiative to promote effective Affirmative Action activities in all segments of company operations.

OVERVIEW: Develops, initiates, and maintains policies that deal with employee compensation.  Reviews approved personnel action forms to determine: rates of pay, exempt or non-exempt status, overtime, leaves of absence, and termination benefits.  Stays updated on federal, state, and local legal requirements and advises management on required changes.

OVERVIEW: Organizes and implements all diversity training programs designated and approved by executive management.  Oversees and monitors the company's culture and systems to ensure that all employees are given the opportunity to contribute to the business goals of the company.  Helps create an environment where not only are diverse people recruited into the organization, but all managers and employees work together to develop a mutually beneficial relationship.

OVERVIEW: Helps identify personal problems at an early stage and motivates employees to seek help with these problems.  Provides employees with access to professionally trained counselors and other assistance from local social service organizations as required.  Trains managers on how to deal with communication and implementation of EAP programs for company.

OVERVIEW: The employee relations director is responsible for developing, coordinating, and directing the employee relations programs and functions for the company.  Primary responsibilities include management/labor and employee relations, personnel administration, administration of employees' and company insurance programs, safety programs, and risk management programs.  Functions also include developing, interpreting, and recommending various Human Resources program goals and objectives, policies, procedures, and courses of action.

OVERVIEW: Analyzes work process design and flow, improves processes, and leverages the return on technological capabilities.  Builds project plans, ensures adherence to project schedules, maintains a systems orientation, and works effectively with peers to set technology priorities and conduct long-term planning for Human Resources.  Also serves as a technical point-of-contact for HR directors and personnel and assists them with ensuring data integrity, testing of system changes, writing reports, and analyzing data flow for process improvement opportunities.

OVERVIEW: Assists with all of the activities of the Human Resources office including typing, record-keeping, and handling routine correspondence.  Handles Workers' Compensation forms and claims, and fields basic questions about employee benefits, health plans, and pension plans.

OVERVIEW: Plans, implements, monitors, and evaluates a broad range of employee relations and human resources policies, programs, and practices.

OVERVIEW: Performs personnel management functions relating to recruitment, hiring, training, promotion, compensation, career development, and termination or retirement.

OVERVIEW:  Responsible for supervising personnel functions including recruitment, hiring, training, promotion, compensation, career development, and termination or retirement.  Reports to the Human Resources Manager.

OVERVIEW: Determines and recommends employee relations practices that are necessary to establish positive employer/employee relationships and promote a high level of employee morale.

OVERVIEW: Maintains organizational staff by implementing a recruitment and selection program, and screening and interviewing applicants.

OVERVIEW: Supervises the training of all employees in the latest technology and in the improvement of existing methods.  Programs include, but are not limited to, quality control, human resources, work measurement, manufacturing methods, material requirements planning, and supervisory development.

OVERVIEW: Manages the organization and implementation of training programs undertaken by the company.  Programs will include, but are not limited to, quality control, work measurement, human resources, manufacturing methods, supervisory development, and material requirements planning.