[CM] Roles and Responsibilities of Human Resources Liaison

Roles and Responsibilities of Human Resources Liaison

In the dynamic landscape of modern workplaces, Human Resources (HR) Liaisons play a pivotal role in fostering effective communication between employees and the HR department.

HR liaison professionals serve as a bridge, ensuring that organisational policies and procedures are effectively communicated to all staff members.

One of the primary responsibilities of HR Liaisons is to act as a point of contact for employees seeking assistance with HR-related matters, such as benefits, payroll, and workplace policies.

They play a crucial role in disseminating information on HR initiatives, training programs, and any changes in company policies, thereby promoting transparency and employee engagement.

HR Liaisons often collaborate with various departments to address workforce challenges, contributing to a harmonious and well-informed work environment.

Beyond information dissemination, HR Liaisons support an organisation's recruitment and onboarding processes. They work closely with hiring managers to facilitate the hiring of new talent, ensuring a seamless transition for both the new employee and the existing team.

HR Liaisons may also participate in conducting interviews, assisting with the orientation of new hires, and providing essential information about company culture and values. By actively engaging in these processes,

HR Liaisons contribute to the overall success of talent acquisition and retention strategies, which is pivotal in shaping a positive and productive workplace culture

The Human Resources Liaison (HRL) in crisis management focuses on addressing employee concerns and ensuring their well-being during challenging situations. Their roles and responsibilities include:

Employee Support

• Offer support to employees affected by the crisis.
• Address concerns related to well-being, workload, and emotional stress.

Communication Bridge

• Act as a communication bridge between the crisis management team and employees.
• Provide regular updates on the organization's response and actions taken.

Crisis Counseling

• Coordinate with mental health professionals to provide counselling services.
• Facilitate employee access to crisis support resources.

Family Support

• Address concerns and support needs of employees' families.
• Provide information on resources available for family members.

Leave and Accommodation Management

• Manage employee leave requests during the crisis.
• Facilitate accommodations for employees dealing with personal or family crises.

Resource Allocation for Employee Support

• Collaborate with the Operations Manager to allocate resources for employee support.
• Ensure that necessary resources, such as counselling services, are available.

Conflict Resolution

• Address conflicts arising within the workforce during the crisis.
• Mediate disputes and promote a supportive work environment.

Coordination with External Support Services

• Liaise with external support services, such as Employee Assistance Programs (EAPs).
• Facilitate access to external resources for employees.

Policy Guidance

• Guide HR policies and procedures during the crisis.
• Ensure that crisis-related policies are communicated and implemented.

Post-Crisis Transition:

• Assist in the transition back to normal operations after the crisis.
• Support employees in returning to their regular work routines.
  
  

Summing Up ...

More Information About Crisis Management Blended/ Hybrid Learning Courses

To learn more about the course and schedule, click the buttons below for the  CM-300 Crisis Management Implementer [CM-3] and the CM-5000 Crisis Management Expert Implementer [CM-5].

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