Home Scholarships Colleges Careers Articles Calculators Student Loans

Human Resources Manager Jobs Washington DC

There are many types of human resources, training, and labor relations managers and specialists. In a small organization, a human resources generalist may handle all aspects of human resources work, and thus require an extensive range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer's needs.

Bettie Biehn, CPRW
(703) 836-8417
414 E. Custis Ave.
Alexandria, VA
 
Shirley Bliss,CPRW, CEIP, CPCC
(301) 919-9907
3310 N. Leisure World Blvd., #803
Silver Spring, MD
 
Drive recovery software
001-9800000000
Street
Town, NM
 
Spencer Stuart Washington
(202) 638-8732
1455 Pennsylvania Ave Nw # 200
Washington, DC

Data Provided by:
American Rights At Work
(202) 822-2127
1100 17th St Nw Ste 950
Washington, DC
 
Darren Cox, CPRW, CPCC
(202) 641-0879
9311 Fordsville Court
Clinton, MD
 
Avery Webster, CPRW
(301) 254-6173
PO Box 6440
Largo, MD
 
Spencer Stuart
(202) 756-3793
1101 Pennsylvania Ave NW
Washington, DC

Data Provided by:
A F G E Local 1092
(202) 561-2700
Bolling Afb
Washington, DC
 
Lecet
(202) 393-1743
905 16th St Nw # 100
Washington, DC

Data Provided by:
Data Provided by:

Human Resources Manager Jobs

Human Resources Managers, All Other

Nature of the Work

Every organization wants to attract, motivate, and retain the most qualified employees and match them to jobs for which they are best suited. Human resources, training, and labor relations managers and specialists provide this connection. In the past, these workers performed the administrative function of an organization, such as handling employee benefits questions or recruiting, interviewing, and hiring new staff in accordance with policies established by top management. Today's human resources workers manage these tasks, but, increasingly, they consult with top executives regarding strategic planning. They have moved from behind-the-scenes staff work to leading the company in suggesting and changing policies.

In an effort to enhance morale and productivity, limit job turnover, and help organizations increase performance and improve results, these workers also help their companies effectively use employee skills, provide training and development opportunities to improve those skills, and increase employees' satisfaction with their jobs and working conditions. Although some jobs in the human resources field require only limited contact with people outside the human resources office, dealing with people is an important part of the job.

There are many types of human resources, training, and labor relations managers and specialists. In a small organization, a human resources generalist may handle all aspects of human resources work, and thus require an extensive range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer's needs.

In a large corporation, the director of human resources may supervise several departments, each headed by an experienced manager who most likely specializes in one human resources activity, such as employment and placement, compensation and benefits, training and development, or labor relations. The director may report to a top human resources executive.

Employment and placement. Employment and placement managers supervise the recruitment, hiring, and separation of employees. They also supervise employment, recruitment, and placement specialists, including employment interviewers. Employment, recruitment, and placement specialists recruit and place workers.

Recruitment specialists maintain contacts within the community and may travel considerably, often to job fairs and college campuses, to search for promising job applicants. Recruiters screen, interview, and occasionally test applicants. They also may check references and extend job offers. These workers must be thoroughly familiar with their organization, the work that is done, and the human resources policies of their company in order to discuss wages, working conditions and advancement opportunities with prospective employees. They also must stay informed about equal employment opportunity (EEO) and affirmative actio...

Click here to read the rest of this article from College Toolkit