135■Prepare and advise the managers for grievance hear-
ings.
■Inform the CEO of potential illegal practices that put
the company at risk.
■Procure expert legal advice on behalf of the company
as needed.
■Complete human resources audit once every two years
to determine conformance levels.
■Identify any illegal nonconformance to HR laws before
external agencies do.
Policy Development/Communication
■Create a staff development policy that links staff devel-
opment expenditures to the organization’s needs.
■Communicate information about benefits package
options in plain English, so most employees understand
them.
■Consult with line managers on policy changes that
affect them prior to rewriting policies.
■Write policies that managers can follow without asking
additional questions.
■Prepare estimates of required staffing levels for next
five years, to the satisfaction of the CFO.
■Research and report on potential outsourcing of HR
functions, to the satisfaction of the CFO.
■Develop and communicate performance management
policy to managers so that managers indicate they
understand and can implement the policy.
Work-Unit Support
■Maintain job descriptions and update descriptions each
year or as required by managers.
■Support managers in undertaking performance man-