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A job description provides a complete picture of the job and it includes the details of the tasks to be performed, the responsibilities involved, place in the hierarchical structure and other particulars. That advantage of job description if that it attracts the right type of people to apply for the job, as potential recruits will have an idea whether they are suited to the position or not. Drawing up a job description is often the first step of the recruitment process. This paper is a job description for a Human Resource Director at a mid- size organization that operates both domestically and globally.



Depiction of the position

The human resource director is responsible for the guidance and management of the human resource department that has the central purpose to recruit, train and utilize a business’s personnel in the most productive manner to assist the organization in the achievement of its objectives.  The major areas that are overlooked by the director include:

·            Planning the workforce needs of the business;

·            Recruiting and selecting appropriate staff, using variety of techniques;

·            Appraising, training and developing staff at every stage of their careers;

·            Developing appropriate pay systems for different categories of staff;

·            Measuring and monitoring staff performance;

·            Involving all managers in the development of their staff, emphasizing that this is not just the job of the human resource department.

·            Policy development and documentation;

·            Employee welfare, health and safety;

·            Relations among and with employees;

The human resource director initiates and guides the human resources goals, objectives and practices that will promote a culture of high performance and valuation of the employees. The corporate culture enforced by the director would apply empowerment, greater productivity and quality. Moreover, it would focus on the attainment of goals, the recruitment of valuable staff and the creation of a superior workforce. (Stimpson, 2002)

The implementation of policies, services and programs by the human resource department are coordinated by the HR director. The HR director reports to the CEO of the organization, is part of the board of directors, and is the advisor to the manager of the company about the underlying issues and concerns relating to the human resource department.

Primary Objectives

·            Welfare of the employees;

·            Development of potential staff members and workforce;

·            Improvement of the human resource department;

·            Implementation of a corporate culture that promotes learning and continuous improvement in productivity and quality;

Department development

·            Manages and directs the execution and completion of human resource programs. The human resource director is responsible to monitor whether the standards and procedures are properly implemented by the administration. Moreover, inconsistencies are overlooked and resolved and better opportunities for growth and enhancement are recognized.

·            The budget of the services of human resource department and other outgoings such as support to the sports teams, recognition to the employees and company charitable giving are supervised and monitor by the HR director.

·            The human resource director is expected to be knowledgeable and informed about the latest developments relating to the human resource department. Regular studies must be carried out over the practices and policies in order to remain updated.

·            The consultants, training advisors and attorneys are selected and supervised. Outside authorities such as insurance dealers and pension administrators are controlled.

·            The development and attainment of the goals and objective of the department are lead by the HR director

·            Monitors the attainment of the goals and created strategies for the accomplishment of company objectives.

·            Preparation of regular documentation and reports are managed by the director. The reports of the separate functions of the department and the management are updated in order to track the attainment of goals and objectives.

·            Conducts as well as attends meeting and seminars with executive committees, staff members and other mangers.

Information systems of the Human resource department

·            Remains updated with the latest software and technologies for the advantage of the department.

·            Monitors and manages the use of information technology in the department and makes sure that facilities such as internet are available to aid the process of recruitment, selection and appraisals. Also, the intranets sites and company information are managed.

Training and development

·            Assist managers in the training process;

·            Assist the recruitment staff with the selection process;

·            Recognize the needs for training and Delegate authority to the training staff to carry out programs and provides necessary materials for the training sessions;

·            Make distinctions and decisions about the training programs, on the job or off the job;

·            Launch employee orientation programs on recruitment and other training and development sessions for management;

·            Directs the implementation of appraisal techniques, performance management programs and performance management systems;

Employee Relations

·            Manages the relations with the trade unions and carries out negotiations and meeting in order to meet the needs of the workforce;

·            Monitors the disciplinary systems and the development and implementation of programs of performance improvements for less-performing employees;

·            Reviews and manages the recruitment and redundancies carried out. Approves the causes and applications of employee termination;

·            Overlooks the employee complaints and checks for credibility. Actions are taken in order to overcome the problem;

·            Establishes the programs to promote better relationship amongst the employers and the employees in order to promote a positive corporate culture that is employee-oriented and more productive;

·            Establishes and conducts programs and schemes to increase or retain employee motivation and interests. Such as bonus, profit sharing, time flex schemes etc;

·            Overlooks the implementation and application of employee welfare programs and other schemes that promote employee health and safety;

Pay structures

·            The HR director manages the pay structures. Wages and salaries are structured according to the job specifications;

·            The policies relating to the compensation structure are overlooked. Furthermore, extra benefits such bonus and profit sharing is managed;

·            Establishes and directs researches to identify and introduce pay practices and policy in order to attract more superior and qualified staff members;

·            Carries out surveys over the salary structures;

Organizational Development

·            Monitors the culture of the organization and moulds it in order to meet the golas and objectives;

·            Maintains and develops the human resource department so as it is in compliance with the overall goals and objectives of the organization;

·            Makes sure the effective communication is carried out and feedback is provided to employees at every stage of the organizational hierarchy;

·            Plans the organizational structure and job design;

·            Maintains constant communication with the upper level staff including the CEO and keeps the board of directors updated with the development, procedures and changes;


·            Maintains the compliance of the existing laws relating to employment practices, health and safety at work, minimum wages and trade union rights;

·            Protects the interest of the workforce in accordance with the law and the policies of the company and the human resource department;

A human resource department director must be responsible and accountable for a wide range of tasks. They must not only possess appropriate knowledge but must also be effective and efficient leaders so as to lead the organization to attain it goals and motivate employees to be productive.

Human Resource Requirements

·            Experience in the field and a broad knowledge of all the aspects of the job;

·            Plausible interpersonal and people skills;

·            Well versed in written and oral communication procedures;

·            Excellent presentation skills in order to interact efficiently with the higher level authorities and other mangers;

·            Well aware of the latest technologies and advancements and control over computer skills;

·            Broad general knowledge about outside factor and the external environment;

·            exceptional skills of organizing and managing;

Education and Experience

·            bachelors degree in the field of management or business administration;

·            masters degree in human resource management;

·            ten years experience in a related field of managing the human resource department or a sector related to the HR department;

·            special knowledge about policy construction and laws relating to the company and corporate sector;


The job description is a broad scope the requirements form the director of a human resource department, it may not be exact but it encompasses the basic requirement and fields that are present in the job description. A job description for any position in an organization is important in the understanding of scope of the position and convey information about the responsibilities and accountabilities that are affronted. It is essential to maintain a job description in order to recruit employees that fit perfectly to the job and are an asset to the success of the organization.


Baker, M.J (2001). Marketing: critical perspective on business and management. Taylor and Francis

Jones, G.R, ; George, J.M (2007). Contemporary management. McGraw-Hill Companies

Stimpson, P (2002). Business studies. New York: Cambridge University Press

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