An HR officer must have a clear understanding of their employer's business objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives.

HR professionals not only deal with staff welfare and administration-centered activities, but also strategy and planning. HR departments are expected to add value to the organization, but is likely to include:

working closely with various departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures;
Promoting equality and diversity as part of the culture of the organization;
Liaising with a wide range of people involved in policy areas such as staff performance and health and safety;
Recruiting staff - this includes developing job descriptions and person specifications, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates;
Developing and implementing policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures and absence management;
Preparing staff handbooks;
Advising on pay and other remuneration issues, including promotion and benefits;
Undertaking regular salary review;
Negotiating with staff and their representatives (for example, trade union officials) on issues relating to pay and conditions;
Administering payroll and maintaining employee records;
Interpreting and advising on employment law;
Dealing with grievances and implementing disciplinary procedures;
Developing with line managers HR planning strategies which consider immediate and long term staff requirements;
Planning, and sometimes delivering, training - including inductions for new staff;
Analyzing training needs in conjunction with departmental managers