Role of Line Manager v. Staff Specialist

Line managers and supervisors are responsible for promoting and enforcing a work environment of dignity. They are expected to communicate clearly and periodically to their stakeholders. A line manager must be prepared to act before a problem arises, or any inappropriate behavior is shown. When staff members report inappropriate behavior, line managers should use their judgment to help find positive, non-confrontational ways to convey that the behavior is undesirable. Line managers are obliged to set the tone for a workplace of inclusion and dignity. They should set a good example by avoiding even the appearance of improper conduct and by treating all staff fairly, with dignity and respect; review their own actions regarding staff employment and career decisions to ensure that they are free of bias and discrimination, both real and perceived; be aware of what is happening in the work unit – watch for hostility or inappropriate exchanges between staff, or changes in behavior such as anxiety, depression, increased absence or reduced efficiency; learn how to deal with inappropriate workplace behaviors by becoming informed about avenues of assistance and complaint procedures, and by consulting with experts in conflict resolution and respectful workplace behaviors; let others know when their behavior is offensive and make sure that offensive pictures, posters, screen-savers, etc., are not displayed in the work area; act promptly, fairly and thoroughly when a problem situation arises or is suspected, and ensure that there is no reprisal when incidents are reported. Line managers who observe or are presented with a case of inappropriate behavior, or who experience such behaviors themselves, should seek advice/assistance. Line managers should always seek advice when the issue is regarded as a serious level of harassment or discrimination.

On the other hand, Staff Specialists do the followings:

Assists supervisors in interpretation and uniform application of company policies and procedures. Coordinates various human resource programs, i.e. recruiting, employment, placement, orientation, affirmative action, EEO, shop salary administration, benefits and career development. Counsels employees regarding a wide variety of job-related issues. Oversees records and documentation processes in accordance with legal and company requirements.

Working with HR Manager, coordinates company training programs. Reviews and recommends programs.