Line managers, also known as direct managers, are in charge of overseeing business operations and employees as well as connecting with higher-level managers. They are the go-betweens of the company, the ones involved both in day-to-day work and upper-management activities.

With regard to human resources management, line managers have five major tasks. First, they are responsible for employee relations. They serve as liaisons between workers and bosses, handle complaints from employees, deal with labor unions, manage interactions with government agencies, and help with planning to improve relations between a company and its employees.

Second, line managers handle issues surrounding employee wages and benefits. They make sure employee compensation efforts are running smoothly, handle complaints in that area, resolve issues about sick leave or vacations, and sometimes help with strategic planning to make compensation systems more efficient.

Third, line managers train and evaluate employees. They make sure employees know and are following company goals, standards, and practices. Further, they train employees to fill gaps as needed. Line managers ensure performance and quality, and they provide reviews and feedback in these areas.

Fourth, line managers recruit new employees and help companies plan to acquire a talented workforce. They meet with department managers to make sure they have the workers they need and to determine which positions need to be filled. They also conduct interviews, evaluate applicants, and contribute to hiring decisions.

Fifth, line managers are sometimes in charge of employee health and safety efforts. They assist in inspections, and they make sure that health and safety policies are in place and that employees know about them and follow them. Line managers have the critical task of keeping workplaces safe and employees healthy to the best of their ability.

One distinction often made in management science is that between a line (or direct) manager and a "project" manager. A line manager directly supervises people, although those people may be assigned to work as parts of teams on specific projects, with tasks assigned or supervised within the project context by "project managers."

The responsibilities of line managers vary depending in the specific workplace, but they share certain common attributes. First, line managers are middle management with respect to human resources, and they are responsible for implementing policies that are passed down from executives. Line managers report to higher-level managers or executives. Line managers rarely create human resources guidelines, but they are responsible for implementing them and often interface with both the employees they supervise and human resources departments.

Line managers work closely with human resources in hiring and firing employees. They are usually responsible for conducting regular performance reviews and facilitating appropriate coaching or training. They often mentor employees and are tasked with monitoring and improving employee performance and productivity.

Simply put, a line manager's job is to supervise the people who work under then and to report on the department's activities to their seniors. A line manager can also be referred to as a supervisor, direct manager, or team leader.

A line manager's responsibilities include ensuring that deadlines are met, making sure that their team has everything that they need to do the work, and bridging the gap between upper management and less senior members of staff. By assuming responsibility for the team and its output, the line manager protects their team and prevents mistakes from being made. They can be considered the first level of supervision over entry-level employees.

In addition to this, the line manager is responsible for selecting, recruiting, inducting, and training new team members.

Line managers are essentially the direct managers for certain employees (their direct reports are the next in line in terms of hierarchy and leadership). They have managerial duties over their direct reports, which extend to many human resources functions.

The main functions line managers take on with their reports involve commendation, reprimanding, wages, and time management. If their employee does a good job at something, they are commended, potentially with a bonus or some other perk, and this comes from their direct line manager. Reprimanding works the same way—since the direct line manager works with them closest, they are the ones in charge of reprimanding them for poor performance.

In terms of wages, the line manager handles performance reviews and recommends/approves of raises and bonuses for their employees. Additionally, the line manager is responsible for verifying the timekeeping and absences/vacations of their employees to ensure that they are reported correctly to human resources.

A line manager, also called a direct manager, is responsible for the direct supervision and management of employees in their work. The line manager reports to higher managers and plays a crucial role in human resource management.

The line manager is often responsible for the following functions:

• hiring employees
• supporting and training employees
• coaching employees and providing feedback on their performance
• helping teams meet department or company-wide goals
• reporting to managers about individual employees' performance and about progress towards meeting department goals
• providing performance reviews to employees
• deciding on promotions or raises for employees
• identifying the need for changes in the management of department goals or performance
• working with other direct or line managers

While managers provide overall goals for a department or company, it is up to line managers to oversee teams and individuals to ensure that these goals are met. A line manager plays a critical role in recruiting and hiring employees, in motivating and coaching them to achieve department or company goals, and in communicating company-wide goals to them. Often, an employee's level of motivation depends on his or her relationship with a direct manager, and a line manager plays a vital role in keeping employees motivated and retaining talent. A line manager can also play a critical role in retraining or cross training employees to carry out additional tasks. Line managers are critical in implementing the goals of management and helping their employees meet these goals.