Which of the following is not considered a line manager?

A line manager is typically responsible for managing employees who are directly involved in the production of goods or services, meaning they have a direct influence on the organization's output. This role includes authority over those who carry out operational functions and entails responsibilities like hiring, supervising, and evaluating staff.

The HR manager typically operates in a staff capacity rather than a line capacity. HR managers focus on policy development, administration, and support for line managers and employees regarding human resources functions, but they don’t ordinarily directly manage the day-to-day work of employees who produce goods or services. This distinction is what makes the HR manager not a line manager.

On the other hand, production and sales managers have direct oversight of their respective teams and are involved in day-to-day operations, which aligns with the responsibilities of line managers. Therefore, while production and sales managers are directly responsible for managing operational functions, the HR manager’s role is more supportive and advisory, which does not fit the definition of a line manager.