The main functions of a human resource department involve recruitment, safety, employee relations, compensation and compliance. A small business lacking a dedicated HR department can outsource the function to achieve workforce management and efficiency.
In-house employment specialists and recruiters are responsible for advertising job openings, screening applicants, sourcing candidates and conducting preliminary interviews. The Occupational Safety and Health Act obligates employers to provide employees with a safe working environment. The human resource department maintains records for fatalities and workplace injury as the federal government mandates. The department also supports workplace safety training. Benefits specialists and risk specialists within the HR department collaborate to manage worker compensation issues.
The human resource department fosters employer-employee relationships through employee engagement, measuring job satisfaction and resolving workplace conflict. Companies with labor unions may have two HR specialists, one dealing with labor relations and the other with employees.
A compensation and benefits specialist within the human resource department is responsible for evaluating competitive pay practices and setting compensation structures. He may also negotiate with insurers to find good group rates for health coverage.
The HR department should be aware of and implement state and federal employment laws to ensure compliance. Non-compliance can result in unsafe working conditions, unfair employment practices and unsatisfactory working conditions. These issues affect profitability and productivity within the organization.