Key Roles and Responsibilities of Human

Resource
 Overview of an HR Function and MODEL

1. Today HR, Plays a role of the important Business Partner, which has a significant impact of the
business performance .
2. Human Resources does not support Business functions, but it takes over the ownership and
Leadership of Change Management Projects.
3. HR introduces the policies and practices focused on the increase of the performance of employees,
maintaining the high level of employee’s satisfaction, and designing the unique corporate culture .
4. The HR leads and manages projects resulting in building competitive advantage.
 Human Resource Model
Business Partner Change Agent

Human Resource

Administrative Expert
Employee Advocate
 Detailed Roles
Business Partner:
Change Agent:
• Key HR Roles in the modern
• Leads Complex projects and
organization.
initiatives with the aim to change
• Builds, maintain and develop the
the corporate culture.
relationship with managers and
• Engages employees and manages
employees.
the change management process .
• Single point of contact for the
• Plans and executes programs for
management .
employees to ease and speed up
• Shares goals with business leaders
the adaptation .
and takes ownership of the Strategic
• Acts as the contributing project
HR Agenda.
team member , who is responsible
• Drives employee and performance
for the people agenda .
agenda

They are also known as the Driving and strategic partners

Administrative Expert
• Implements modern HR Processes
• Monitors, analyses and implements all
employees regulatory changes
• Implements the measurement, which provides
information are fully recorded about the day-
to-day performance of HRD
• Introduces all necessary processes and
changes resulting from the legal framework
• Reduces HR Administration .
They are also known as the transactional and process partner
Employee Advocate
• Protects and acts in the name of employees
• Conducts regular opinion surveys as emotions
and feelings of employees are fully recorded
• Introduces and maintains the grievance
process
• Recommends and implements best
approaches in change management projects .
• Defines clear job profiles and systems of roles
and responsibilities of each individual .
 Key HR Strategic Responsibilities .

• Drive the strategic workforce Planning

• Set simple and performance driven compensation strategies and
compensation policies
• Identify rich recruitment sources and utilize the full recruitment
potential of the organization
• Develop top talents and focus the investment of training funds.
• Build the friendly corporate culture and drive the engagement of
all the employees
• Building of direct communication channels and support honest
and quick information flow
• Build the environment , which recognizes top talents and top
performers
• Support employees’ innovation
THANK YOU