What's the Role of HR versus Managers in an Organization?
Jan 16, 2025Have you ever found yourself wondering, “Is this an HR thing, or manager thing?” You’re not alone. The roles of HR and managers often overlap, creating confusion about who’s responsible for what. But it's important that those roles be clear. In the below video (and blog), I break down best practices in structuring Human Resources (or People teams), and management to ensure they work together productively.
What Does HR Do?
It's a legitimate question! And honestly, it’s probably a good thing I’m writing a blog instead of hearing some of the responses this might get in person.
At its core, HR should support the entire organization. They design and implement policies, ensure compliance and create programs that drive employee engagement and development. HR is the “big picture” partner that keeps the organization aligned with its goals while ensuring not just compliance, but also the human touch - including fairness, as well as helping managers motivate and support their teams.
Examples of HR Responsibilities:
- Hiring and onboarding: Creating consistent processes to find the right talent efficiently, and help them get started.
- Policy creation: Memorializing guidelines for things like time off, benefits and performance management, so people know what to expect.
- Employee relations: Addressing sensitive issues such as harassment complaints or workplace conflicts.
- Training and development: Providing programs for leadership growth, team skills, and compliance.
There's plenty more to HR's role, and other groups like Talent Management and Risk Management can have some of this. HR sets the foundation, but they often aren't decisionmakers (that's often the CEO's and Finance's roles), and also aren’t in the day-to-day expertise of your team’s work (that where managers step in).
What Does a Manager Do?
Managers are the “one source of truth” for their teams. Your team looks to you for clarity, guidance and support. While HR creates frameworks, it’s managers who actually bring those to life in the everyday work experience for your teams.
Examples of Manager Responsibilities:
- Setting expectations: Helping employees understand their roles, goals, and how they contribute to the bigger picture.
- Building relationships: Checking in with team members, offering feedback and supporting their career growth.
- Addressing issues early: Noticing when something’s off and addressing it before it escalates.
- Advocating for the team: Sharing feedback with HR or leadership to improve processes or solve challenges.
When you’re managing a team, you’re the first line of support. Your team trusts you to hear their concerns, help them grow, and provide clarity when things feel uncertain. It's why, when your teams bring you their questions, ideas and concerns, that's a good thing. Because even if you don't think you can take anything else on, your team is showing they trust you. Listening to them can go a long way to building and keeping that trust.
Where the Lines Blur
Sometimes, it’s hard to know whether something is an “HR thing” or a manager’s responsibility. Here’s a quick way to think about it:
- HR handles the system; managers handle the people. HR creates the policies, and managers implement them day-to-day.
- HR addresses legal and structural issues; managers address interpersonal and performance issues. For example, HR might step in if there’s a harassment claim, but a manager should be able to address most minor conflicts between team members before they escalate.
- HR provides tools; managers provide execution. HR might roll out a new performance review system, but it’s up to managers to use it to give meaningful feedback.
How HR Can Benefit Teams
HR isn’t just there to enforce rules (I promise!). They’re there (or should be there) to help. Partnering with HR can provide tools and ideas that make work easier. Managing a team, or as an employee, figuring out how to work with a colleague who never responds to your emails, can feel challenging. But HR has often seen these situations, and can help make your life easier. For example:
- Training and development: HR can recommend resources or training programs to help for growth and development.
- Policy clarification: Unsure how to handle a sticky situation? HR can offer guidance and ensure you’re acting within company guidelines (and take feedback when those guidelines don't reflect reality, or the real needs of teams).
- Mediation and support: HR can step in to help mediate conflicts or address issues when they become more complex, or help you do so.
Managers should view HR as a partner, not a last resort. As I say in the video, HR can often best be your playwright, not your best supporting actor. By working together, you truly can create a better experience for your team.
Teams Wants Their Managers as Their Leader
At the end of the day, teams look to their manager as their main source of truth. They want clarity about expectations, encouragement when they’re doing well and guidance when they’re struggling.
Here’s how managers can do that:
- Set clear expectations. Be upfront about goals, deadlines, and what success looks like.
- Be approachable. Let your team know they can come to you with concerns or ideas (and then truly listen to them).
- Follow through. If you promise to address an issue with HR or leadership, make sure you do it.
- Be an advocate. Share your team’s wins and challenges with HR to ensure they’re supported.
If you're a manager and haven't thought of HR as a strategic partner, in the video, go to the 8:36 mark to see how you can do that.
Need Support in Your Role as a Manager?
Manager Method is here to help. From foundational skills in Manager 101 to advanced leadership strategies in Manager 201, we provide the tools and training you need to lead with confidence - including packages for organizations to roll this out effectively and efficiently. Visit our Home Page ManagerMethod.com to learn more.