HR Manager Job Descriptions, Average Salary, Interview Questions

What Does an HR Manager Do?

The HR Manager oversees an organization’s human resources department. They ensure that the organization has the talent, skills, and resources it needs to accomplish its goals, as well as supporting employee development and well-being. Human resources managers are responsible for developing and implementing HR strategies, recruiting, training and development, performance management, compensation, benefits, employee relations, compliance, HR administration, and ensuring that HR strategies are aligned with organizational objectives.

It is the HR manager’s responsibility to manage the day-to-day operations of the Human Resources department, ensure compliance with all applicable laws and regulations, and support an organization’s goals and objectives through effective human resource management. Successful managers will often continue on and be promoted to director or VP of human resources.

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National Average Salary

HR manager salaries vary by experience, industry, organization size, and geography. To explore salary ranges by local market, please visit our sister site

The average U.S. salary for a HR Manager is:


HR Manager Job Descriptions

Example 1


  • Performance and talent management (employee development & succession planning, annual review processes, termination processes, etc.) in partnership with local practices and applicable business processes
  • Site project coordination around policies, processes and change management, in partnership with the VP of HR
  • Oversee the talent acquisition process for hourly and salaried hires (recruiting, new hire on-boarding, and orientation)
  • Partner with the plant leadership team to ensure HR initiatives are aligned with organizational goals and objectives
  • Collecting and analyzing employment data to drive decision making process
  • Plans, organizes, and controls all activities of the department. Participates in developing department goals, objectives, and systems
  • Foster a “trusted advisor” relationship, establishing strong working relationships throughout the company with a customer service orientated philosophy so that people seek out HR for help in working through organizational and people opportunities and have confidence in HR’s ability to deliver high-quality and efficient solutions
  • Drive the alignment and execution of key people strategies that attract, train, and retain employees to support the organization’s short and long-term business goals
  • Responsible for ensuring high morale and strong employee relations. Coordinate activities and programs to promote employee engagement based on current needs and Employee Engagement Survey results
  • Understand and comply with all current plant policies and procedures. Update policies and procedures when necessary and communicate accordingly throughout the Plant
  • Conduct employee relations investigations as needed, and make recommendations on any potential corrective action
  • Maintain compliance with federal and state regulations concerning employment practices. Work closely with legal when necessary
  • Create and communicate departmental and plant-wide goals as part of the Annual Operating Plan (Strategic Planning) process
  • Develop and lead training and development initiatives as required
  • Ensure strong communications and provide guidance on change management initiatives
  • Effectively deploys performance management and rewards processes to drive required levels of employee accountability for desired performance results and ensure retention of top performers


  • Bachelor’s degree in Human Resources or related field is required
  • Master’s degree in related area and/or HR certifications is a plus
  • 5-7 years of HR experience (generalist/specialist combined) in a manufacturing environment
  • Successful track record of performance in a Plant HR Manager role
  • Proven capability to coach and mentor managers and employees in a positive and inclusive environment
  • A solutions oriented mindset and an adaptive style, with bias for action. Additionally, proven ability to effectively manage multiple projects independently with minimal supervision
  • A proven ability to lead and drive change, as well as to effectively influence other organizational leadership to support change initiatives
  • Experience in developing high performance work environments
  • Strong analytical and computer skills. A high level of proficiency in all MS Office products is required as well as knowledge and use of HRIS systems and reporting
  • Excellent written and verbal communication skills with the ability to effectively present to all levels of management
  • Demonstrated ability to lead and drive change across shifts, across functions in a manufacturing environment
  • Experience supporting performance management, talent management, compensation, and other HR functionalities
  • Demonstrated leadership ability with proven experience in strategy development and problem solving

Example 2


  • This individual will manage the tactical day-to-day Human Resources operations as well as providing the strategic oversight in initiatives such as scheduling/rosters, cross training, D&I focuses, etc.
  • System/Administrative and governance responsibilities such as: payroll, auditing, training, job evaluation, job requisitions/bid process, COVID tracking & reporting, new hires, terminations, separation agreements, retirement, unemployment, FMLA, ADA, employee records, benefits, performance, etc.
  • Reviews and analyzes market data to identify trends and recommend solutions for performance improvement, retention, and enhancement of the employee experience
  • Provides management coaching to build leadership capabilities related to talent assessments and resolution of employee issues and recognition
  • Partner with the leadership team to understand and execute the facility’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning
  • Works with managers and employees to address employee relations issues of all types, ensuring that the interests of all parties are represented in a fair and balanced manner
  • Hosts, communicates, and/or support company initiatives in one-on-one and/or group training sessions as appropriate
  • Forms and oversees Employee Resource Groups to foster a diverse and inclusive workplace
  • Performs other duties as assigned

Qualifications and experience requirements

  • Bachelor’s degree in Human Resources, Business Administration, or related field preferred or a combination of education and experience
  • A minimum of three years of human resource management experience required
  • PHR/SPHR Certification is a plus
  • Must have excellent P.C. Skills including Excel, Word, and PowerPoint
  • Excellent verbal and written communication skills
  • Excellent interpersonal, negotiation, and conflict resolution skills
  • Excellent organizational skills and attention to detail
  • Strong analytical and problem-solving skills
  • Ability to prioritize tasks and to delegate them when appropriate
  • Ability to act with integrity, professionalism, and confidentiality

Example 3


  • Oversees all aspects of a multi-functional HR Department including Compensation, Employment, Benefits, Training, Safety and Health, Recruiting, Employee Relations, and Labor Relations
  • Responsible for compliance with all applicable Federal and State Laws including EEO, FMLA, HIPAA, ADA, and Collective Bargaining
  • Responsible for developing and continually improving the safety and health processes for the facility and compliance with applicable regulations
  • Conducts periodic training on applicable topics including sexual harassment, diversity, and employment laws
  • Responsible for meeting the staffing needs of the organization. This includes the selection, testing, and hiring of employees as well as conducting new employee orientation
  • Responsible for developing and improving the knowledge and skills of the organization. This includes analyzing training needs, determining how to deliver the training needs, as well as coaching and mentoring
  • Coordinates labor relations activities including contract interpretation and grievance administration. Handles complaints, settles disputes, resolves grievances and conflicts, and conducts internal investigative procedures
  • Responsible for the administrative aspects of the human resources function including maintaining records and confidential employee files, and providing statistical and regulatory reporting
  • Researches and introduces policy changes for General Manager and Leadership Team approval. Consults and advises Leadership Team on topics of interest that could have a major impact on employee morale
  • Lead the employee engagement effort


  • Bachelor’s degree (B. A.) from four-year college or university; or 5+ years related experience and/or training; or equivalent combination of education and experience


  • Requires effective written and oral communication
  • Professional negotiating skills
  • Ability to investigate and assess employee conflicts objectively and solve such issues using a variety of methods and tools, including coaching and conflict resolution
  • Skilled user of Microsoft Office
  • Strong organizational, analytical, and project management skills
  • Strong customer service orientation

Sample Interview Questions

  • What do you like most about working in human resources? Why did you get into it in the first place?
  • What are your experiences with developing and implementing HR strategies, and how do you ensure alignment with overall organizational goals?
  • In addition to developing job descriptions, posting job openings, and interviewing candidates, what strategies do you use to attract and retain top talent?
  • How do you ensure that your employees have the skills and knowledge they need to perform their jobs effectively? Can you describe your experience managing employee training and development programs?
  • What steps do you take to ensure that employees are motivated and engaged in the performance management process?
  • What steps did you take to ensure a positive outcome for both the employee and your organization when you had to resolve a complex employee relations issue?
  • Describe how you ensure that your organization is in compliance with all relevant laws and regulations relating to human resources.
  • Describe the most important trends and challenges facing HR professionals in the coming years, and how you plan to address them.

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