A Line Manager’s Guide to HR

Managing people is often the most challenging part of a line manager’s role, and organisations may not always provide sufficient support in this area.

The relationship between HR and line managers can be complex.

HR serves as an advisor, offering guidance and setting policies, but ultimately, decision-making rests with the line manager. Managers must operate within legal frameworks and company policies, which can sometimes be tricky.

Line managers must view their people management responsibilities as a core function of their role rather than something that can be handed off to HR.

Employees rely on line managers for guidance, performance management, and problem resolution.

Breathing Space have produced a guide to support managers, covering all the basics.

Scope of This Guide

This guide outlines key responsibilities for line managers, including:

• How HR can provide support
• Key areas of responsibility for line managers:
  • Recruitment
  • Discrimination
  • Bullying and harassment
  • Performance management
  • Appraisals
  • Disciplinary processes
  • Grievance handling
  • Managing absence
  • Family-friendly policies, including:
    • Maternity, paternity, and adoption leave
    • Parental leave
    • Flexible working arrangements

This document does not replace company policies or offer comprehensive legal guidance. Instead, it highlights the most common challenges for line managers and how to address them effectively.

You can access the guide below or download it from How To HR via the website.