sagrawal Started The Discussion:
Let me give you some background. I work for the IT Division of a Financial organization and take care of 600 people who are mostly software engineers.
I am been given the responsibility to restructure my HR Department and hence am looking at creating two different roles within HR- HR Operations Manager and HR Generalist, also known as HR Business Partner.
Need your thoughts/ views in designing the Job Description of these two roles clearly defining accountabilities of these two roles, since an HR Generalist often starts playing the role of an Operations Manager in reality which is why I want to define their JDs along with accountabilities very clearly.
Request all of you to please share your inputs on the same.
Good to know that you have a basic idea of reorganizing your department.
HR Generalist or HR business partner is mostly involved in every aspect ..let it be recruitments, C&B, Employee engagement, T&D, PMS..etc. A profile in HR operations is mostly linked with HR and technology, how they can coalesced, ensuring policies and practices are made available through out organization and may be responsible for systems group withing your org.
I hope this gives you a fair idea of both profiles.
All the best!
HR operations focuses mainly on over all development of the organization like Quality, Job designing, ISO, Six Sigma, Project Management, Quality Of Work, Work Schedule as such.
But HR Generalist deals with Employees like joining formalities, induction, training and development, performance management, pay roll, statutory requirement, attendance maintenance, employee relation, employee grievances etc.
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