Position Overview
A human resource advisor is usually the first point of contact for managers and other staff members within a human resource department. These people are required to ensure that all functions of the department are run according to established guidelines.
Basically, a human resource advisor works along the lines of attendance management, change management, employment law, employee relations, organizational development, recruitment, reward and recognition, and succession planning.
Education and Skills Requirements
To be eligible for the position of a human resources advisor, it is essential to possess a bachelor’s degree in business, with a major in human resources, at the very least. If you have worked as a human resource advisor or officer in a previous job, you will know most of what there is to know about the work, making you a far better choice to hire than those who are just venturing into this work. As a human resource advisor, it is important to be able to work with people from different backgrounds.
Since you will often be the sole point of contact within the human resource department, you will be bombarded with queries, problems, issues and grievances, which is why it is imperative for you to be able to effectively handle the pressure presented by this work.
What will you specifically do in the role of a human resources advisor? Here is a list of duties:
Human Resources Advisor Duties and Responsibilities
• Conduct job evaluations, and approve posts such as job descriptions and employee outlines
• Act as the first point of contact for staff members, including top level management personnel
• Support the delivery of human resource processes and projects in a proactive manner
• Build and maintain strong business relationships with managers, to ensure that they are kept at par with HR policies and protocols
• Plan, design, develop and implement major human resource management programs
• Provide advice and counsel to management and other employee groups on a wide range of human resource issues
• Create, develop and implement human resource programs, procedures, processes and strategies
• Identify, analyze and recommend solutions for various human resource problems, and monitor implementation of HR programs
• Analyze morale indicators and other personnel measurements, and present correlating recommendations
• Facilitate human resource transactions associated with employee lifecycles, including onboarding, promotions, transfers, and compensations
• Provide employees with strategic assistance to help them improve performance, and enhance career progression
• Develop roadmaps and implementation plans, aimed at transforming existing employee relations communication
• Support the planning, sequencing, and execution of local change initiatives