Dear Senior,
Could anyone tell me what the difference is in the roles and responsibilities between an HR Director and an HR Manager? As an HR Director, what are the significant responsibilities and abilities compared to an HR Manager?
Thank you and I look forward to hearing from you.
Swe Zin
From Singapore
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Could anyone tell me what the difference is in the roles and responsibilities between an HR Director and an HR Manager? As an HR Director, what are the significant responsibilities and abilities compared to an HR Manager?
Thank you and I look forward to hearing from you.
Swe Zin
From Singapore
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Hello Swe,
This depends upon the hierarchy of the organization. In my previous organization, a manager meant the head of the department for India and at the same time, the director of the company as well. However, you will not find this structure in a typical Indian company. Here, the HR director is the head of the department who formulates HR strategies for the organization, while the manager implements the strategies and manages day-to-day operations.
Thank you!
From India, Bhubaneswar
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149This depends upon the hierarchy of the organization. In my previous organization, a manager meant the head of the department for India and at the same time, the director of the company as well. However, you will not find this structure in a typical Indian company. Here, the HR director is the head of the department who formulates HR strategies for the organization, while the manager implements the strategies and manages day-to-day operations.
Thank you!
From India, Bhubaneswar
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Hi Swe,
In simple terms:
HR Director is a person who sits on the Board of Directors with special responsibility for HR. He will direct the HR Manager on which policies are required for the proper functioning of the company. He is also responsible for keeping up to date with all legislation regarding employment law and filtering such information to the HR Manager. He may also take part in formulating procedures, rules, and regulations. In case of a dispute, he is the ultimate authority within the company, though he can be overruled by the Managing Director, who in turn can be overruled by the Board. He is also responsible for all recruitment, including recruitment at the Board level. He should work closely with the HR Manager.
HR Manager is responsible for the day-to-day HR issues, unless they need to be escalated to the HR Director. He is also responsible for ensuring procedures, rules, and regulations are adhered to and all relevant documentation. He is the first point of contact for any issues. Usually, he is responsible for and will handle all recruitment at junior management and below, though the HR Director may be involved at some stage.
Therefore, there will be some overlap between the two, which is why they should be working very closely.
Hope the above helps.
Regards,
Harsh
From United Kingdom, Barrow
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In simple terms:
HR Director is a person who sits on the Board of Directors with special responsibility for HR. He will direct the HR Manager on which policies are required for the proper functioning of the company. He is also responsible for keeping up to date with all legislation regarding employment law and filtering such information to the HR Manager. He may also take part in formulating procedures, rules, and regulations. In case of a dispute, he is the ultimate authority within the company, though he can be overruled by the Managing Director, who in turn can be overruled by the Board. He is also responsible for all recruitment, including recruitment at the Board level. He should work closely with the HR Manager.
HR Manager is responsible for the day-to-day HR issues, unless they need to be escalated to the HR Director. He is also responsible for ensuring procedures, rules, and regulations are adhered to and all relevant documentation. He is the first point of contact for any issues. Usually, he is responsible for and will handle all recruitment at junior management and below, though the HR Director may be involved at some stage.
Therefore, there will be some overlap between the two, which is why they should be working very closely.
Hope the above helps.
Regards,
Harsh
From United Kingdom, Barrow
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Hi,
In simple terms, the HR director is the planner. His responsibility is to make policies for the growth of the organization, whereas the HR manager is the one who implements the policies and devises strategies to achieve the objectives set by the director.
Thanks,
Sachin
From India, New Delhi
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In simple terms, the HR director is the planner. His responsibility is to make policies for the growth of the organization, whereas the HR manager is the one who implements the policies and devises strategies to achieve the objectives set by the director.
Thanks,
Sachin
From India, New Delhi
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You need to know a simple distinction in a nutshell. An HR Director is responsible for making decisions and framing broad policies and programs pertaining to HR, while an HR Manager is responsible for managing the affairs from top to bottom of the organization, as per the policies and programs issued for implementation.
From India, Delhi
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From India, Delhi
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Let's assume that Company A has a turnover of USD 100 million. Accordingly, they have an HR Director and an HR Manager.
The HR Director's role is more macro in nature, responsible or answerable to the Board. Responsibilities will be strategic, focusing on long-term planning for the future. The overall responsibility of the HR Director includes HR strategy, talent acquisition, management, development, and retention, ensuring HR is optimally utilized to achieve organizational objectives.
On the other hand, the HR Manager's role is more operational. The HR Manager reports to the HR Director and takes care of manpower planning, recruitment and selection, training and development initiatives, and performance management systems. Career planning, employee engagement initiatives, and wellness programs all fall within the HR Manager's domain.
I hope I have been able to create a fundamental distinction between the two queried positions.
From Kuwait, Kuwait
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The HR Director's role is more macro in nature, responsible or answerable to the Board. Responsibilities will be strategic, focusing on long-term planning for the future. The overall responsibility of the HR Director includes HR strategy, talent acquisition, management, development, and retention, ensuring HR is optimally utilized to achieve organizational objectives.
On the other hand, the HR Manager's role is more operational. The HR Manager reports to the HR Director and takes care of manpower planning, recruitment and selection, training and development initiatives, and performance management systems. Career planning, employee engagement initiatives, and wellness programs all fall within the HR Manager's domain.
I hope I have been able to create a fundamental distinction between the two queried positions.
From Kuwait, Kuwait
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Hi Swe,
As the position names explain, the HR Director is the head of the HR division on a country, region, or global level and directs the entire HR department for HR functions. On the other hand, an HR manager is limited to instructing and managing his own/assigned functions of HR, such as HR Recruitment, HR Employee Engagement, HR Training & Development, etc.
However, sometimes a company may assign all these functions to an HR manager. In that case, the HR Director should be in a position to take part in the company's strategic decisions. The HR Manager will always be accountable to the HR Director, whereas the HR Director will be accountable to the CEO/President or the Head of the company.
Regards,
Haider
From Saudi Arabia, Riyadh
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As the position names explain, the HR Director is the head of the HR division on a country, region, or global level and directs the entire HR department for HR functions. On the other hand, an HR manager is limited to instructing and managing his own/assigned functions of HR, such as HR Recruitment, HR Employee Engagement, HR Training & Development, etc.
However, sometimes a company may assign all these functions to an HR manager. In that case, the HR Director should be in a position to take part in the company's strategic decisions. The HR Manager will always be accountable to the HR Director, whereas the HR Director will be accountable to the CEO/President or the Head of the company.
Regards,
Haider
From Saudi Arabia, Riyadh
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Well, the hierarchy that matters here is the manager needing approval for any implementations of HR functions, etc. The major part of the HR director's role is decision-making, while the HR manager is responsible for managing the HR functions.
Thank you for your attention to detail and focus on proper grammar and spelling in your communication. Let me know if you have any other text that needs review or assistance.
From India, Lucknow
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Thank you for your attention to detail and focus on proper grammar and spelling in your communication. Let me know if you have any other text that needs review or assistance.
From India, Lucknow
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Hi,
I believe that the HR director is responsible for creating policies and implementing them into the system. The HR manager, on the other hand, is responsible for following these policies and identifying any issues that arise, ensuring that all problems are addressed effectively.
Thank you.
From India, Delhi
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I believe that the HR director is responsible for creating policies and implementing them into the system. The HR manager, on the other hand, is responsible for following these policies and identifying any issues that arise, ensuring that all problems are addressed effectively.
Thank you.
From India, Delhi
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Hi,
HR Directors are to formulate appropriate HR strategies and agendas in line with Business Units' needs, aligning with Corporate HR guidelines regarding policy norms and talent development. They are responsible for framing HR and administrative budgets, considering both routine and strategic initiatives, and ensuring efficient and cost-effective administrative services. Additionally, they guide HR and Administration teams in implementing these strategies and monitor adherence. They drive the strategic HR roadmap for the organization, conduct Business Process Mapping, and set the HR vision. Collaborating with senior management, they build a performance management strategy and philosophy for the entire organization, oversee performance and talent acquisition, conduct HR audits, manage manpower costing, workforce management practices, and drive implementation across various businesses and functional teams.
HR Managers handle Industrial Relations, Statutory compliance, Talent Acquisition, and are proficient in entire HR operations. They plan for future expansion and manpower requirements, ensuring manpower fulfillment for all branches. Their responsibilities include implementing a competency-based performance management system, performance-linked rewards, Training Management, KRA analysis, Payroll Management, Compensation & Benefits Management, Organizational Structure Designing, Attrition analysis, handling legal compliances like PF, ESIC, TDS, Shop Act, etc., Employee engagement, Vendor Development, and Contract Negotiations.
There are significant differences in power dynamics in these roles.
From India, Delhi
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HR Directors are to formulate appropriate HR strategies and agendas in line with Business Units' needs, aligning with Corporate HR guidelines regarding policy norms and talent development. They are responsible for framing HR and administrative budgets, considering both routine and strategic initiatives, and ensuring efficient and cost-effective administrative services. Additionally, they guide HR and Administration teams in implementing these strategies and monitor adherence. They drive the strategic HR roadmap for the organization, conduct Business Process Mapping, and set the HR vision. Collaborating with senior management, they build a performance management strategy and philosophy for the entire organization, oversee performance and talent acquisition, conduct HR audits, manage manpower costing, workforce management practices, and drive implementation across various businesses and functional teams.
HR Managers handle Industrial Relations, Statutory compliance, Talent Acquisition, and are proficient in entire HR operations. They plan for future expansion and manpower requirements, ensuring manpower fulfillment for all branches. Their responsibilities include implementing a competency-based performance management system, performance-linked rewards, Training Management, KRA analysis, Payroll Management, Compensation & Benefits Management, Organizational Structure Designing, Attrition analysis, handling legal compliances like PF, ESIC, TDS, Shop Act, etc., Employee engagement, Vendor Development, and Contract Negotiations.
There are significant differences in power dynamics in these roles.
From India, Delhi
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