Why People Manager is needed?

Why company needs someone for People & Culture areas.


2/15/20233 min read

sittin people beside table inside room
sittin people beside table inside room

A People Manager is an essential position for any company. In this post I would like to proof why a company needs such a role like People Manager and why it should be hired at the first stage of developing company.

People operations roles

Human Resources Manager is the most common title for the role on managing the organization's processes like hiring, training, engagement and employee relations. I am not a fan of "human resource" title. In recent years, many organizations have sought to rebrand their human resources departments as "people operations", "talent management", or "employee experience", among other names, to reflect a more holistic and human-centered approach to managing and developing their workforce. These alternative terms are meant to convey a more positive and progressive image, emphasizing the importance of employees as individuals, the role of managers as coaches and mentors, and the need to create a culture of engagement, growth, and well-being. The term "human resources" is not inherently pejorative, but it can be seen as such depending on how it is used or perceived. So firat of all let's began from the roles we have on the market:

  • Talent Manager: This title emphasises the role's focus on attracting, retaining, and developing talent within the organisation.

  • People Operations Manager: This title emphasises the operational aspect of the role, including managing people-related processes, policies, and programs.

  • Employee Experience Manager: This title emphasizes the role's focus on creating a positive employee experience, including engagement, satisfaction, and well-being.

  • Culture Manager: This title reflects the role's focus on shaping and maintaining the organisation’s culture, including values, norms, and behaviours.

Processes and areas

Ultimately, the title of the role may vary, but the purpose remains the same: to manage the organization's most important asset - its people. And one of the most important for people's effectiveness is to create standards and procedures which improve clarity, consistency, accountability, scalability, and continual improvement. By implementing processes, companies can ensure that work is done efficiently and effectively, leading to greater success and growth. What are the main areas of the People Manager's activities?

  • Recruitment and Retention: The People Manager is responsible for recruiting and retaining the best employees. They ensure that job descriptions are accurate, that job postings are placed in the right locations, and that candidates are interviewed and screened thoroughly. They also handle onboarding new employees and ensuring they have the tools and training needed to succeed in their role.

  • Employee Development: A People Manager is responsible for developing and managing employee training and development programs. They work with managers to identify areas of improvement and provide opportunities for employees to learn new skills and take on new responsibilities.

  • Compliance: A People Manager ensures that the company is in compliance with all relevant laws and regulations. They handle issues related to employee benefits, payroll, and legal compliance.

  • Conflict Resolution: A People Manager serves as a mediator in conflict resolution between employees, managers, and departments. They have a strong understanding of the company's policies and procedures and can help employees and managers navigate difficult situations.

  • Culture and Engagement: A People Manager is responsible for fostering a positive company culture and engaging employees. They work to create programs and events that promote employee engagement, such as employee recognition programs, team building events, and wellness initiatives.

Overall, a People Manager is crucial to the success of a company. They ensure that the company's employees are happy, healthy, and productive, which in turn drives business success. Today, a good specialist is not attracted to fruity Wednesdays or a shared space equipped with a playstation. Today, in order to stand out and gain an advantage over the competition, we should focus on the culture, values and norms that prevail in the company. It is best to hire a professional for this kind of a job.