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> NHS Careers in Detail > Management > Types of careers > Human Resources Management
Human resources (HR) management
This page introduces human resources management, providing description of many job roles, and the usual entry requirements for working in this area.
Human resource (HR) management (sometimes referred to as personnel management) includes the overall responsibility for recruitment, selection, appraisal, staff development and training, understanding and implementing employment legislation and welfare.
HR managers may have responsibility for workforce planning or work for one or more directorates (e.g. surgery, day care or accident and emergency) where they will provide HR support and advice to the general manager responsible for that directorate. This might involve advising on the redeployment of staff from a ward that is closing or advertising strategies for the recruitment of new staff. HR managers may have a responsibility for a particular group of staff such as all medical staff working within an NHS trust.
Some senior HR managers (e.g. assistant directors of HR) will have broad areas of responsibility, such as operations or training, development and recruitment, and implementing national initiatives.
There are a variety of job roles and job titles in this area of management. Here are some examples of job roles.
Human resources manager working in a specialist trust providing mental health services for adults, older people, children and adolescents and also substance misuse and specialist learning disabilities. In this example, the HR manager would take a lead role in the trusts human resources agenda and lead on specific corporate HR objectives. Key areas of responsibility would include: recruitment & retention of staff; maintenance of the attendance management process; handling formal grievance and disciplinary process and appeals; the design and delivery of training and development programmes; providing advice on principles and detail of employment legislation and good practice; the maintenance of effective employee relations including participation in local formal consultation machinery and processes of job evaluation, salary administration and reward management. In addition there would be the opportunity to play a key role in specific corporate HR projects such as Improving Working Lives, and Agenda for Change. This post would require an ability to build relationships at all levels, and knowledge of the current NHS HR agenda. This type of post would require experience in a Human Resources role within the NHS.
Medical staffing manager working in a hospital NHS trust. In this example, the postholder has responsibility for all medical staff