A human resource of a company or organization is generally an employee, and the department that communicates with employees and manages employee-related issues—including job applications, job interviews, drug tests, employment offers, wages, benefits, paid time off (PTO), unpaid leave, employee reviews, termination of employment, and unemployment insurance claims—is often known as the human resources department, or human resources, or simply HR. An employer’s human resources department may consist of one person in a smaller organization or many persons in a larger organization, and is often headed by a human resources manager or human resources director.

In New York, the human resources (HR) department of a company is responsible for managing a wide range of employee-related matters. This includes overseeing the hiring process, which encompasses job postings, interviews, and drug testing, in accordance with New York State laws such as the New York State Human Rights Law and the New York City Human Rights Law, which prohibit discrimination in hiring. HR also handles the creation of employment offers and the administration of wages and benefits, which must comply with the New York Labor Law regarding minimum wage, overtime, and mandated benefits. Paid Time Off (PTO) and leaves of absence, including unpaid leave, are subject to both state and federal laws, such as the Family and Medical Leave Act (FMLA) and the New York Paid Family Leave. Employee evaluations and terminations must be conducted in a manner that does not violate employment laws, including anti-discrimination statutes. Finally, HR is involved in managing unemployment insurance claims, which are governed by the New York State Unemployment Insurance Law. The size and structure of an HR department can vary greatly depending on the size of the organization, but its functions are critical in ensuring that the company complies with all applicable labor and employment laws.