---
esco_uri: http://data.europa.eu/esco/skill/0efbe2dc-2770-47ec-b8f4-d1bdff6ac0a4
esco_label: "advise on risk management"
relation: optional
onet_soc: 11-3121.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# advise on risk management — HR Manager

As an HR Manager advising on risk management isn't about cybersecurity or financial forecasting – it’s about *people* risks. Daily, this means proactively identifying potential issues like legal compliance failures (wrongful termination suits, discrimination claims), reputational damage from poor employee relations, talent loss due to lack of development opportunities, and operational disruption caused by skills gaps or absenteeism. You'll be translating broad organisational risk registers into actionable HR policies & procedures – think robust grievance processes, fair performance management systems, effective health & safety training, and succession planning. 

Typical tasks include conducting regular HR audits (looking for policy gaps), advising managers on handling sensitive employee situations to *prevent* escalation, contributing to business continuity plans from a workforce perspective (who does what if key staff are unavailable?), and staying updated on employment law changes. Tools used might be risk assessment matrices tailored to HR areas, incident reporting systems, data analytics to spot trends in absence/turnover, and legal databases for compliance checks. Good looks like proactively flagging potential issues *before* they become problems, not just reacting after something goes wrong.

Common pitfalls? Thinking risk management is solely the responsibility of Legal or Compliance; failing to involve key stakeholders (managers, employees) in identifying risks; creating overly complex policies that aren’t practical for managers to implement; and neglecting to regularly review & update risk assessments. A big one is focusing only on *negative* risks – also consider opportunities! For example, a skills gap analysis isn't just about avoiding disruption, it's an opportunity to invest in training and improve employee engagement.

Ultimately, successful HR risk management advice demonstrates understanding of how people practices directly impact the organisation’s ability to achieve its objectives. It’s about building a resilient workforce and fostering a culture where risks are identified, addressed, and mitigated effectively – all while upholding ethical standards and legal requirements.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
