HR Manager Sample Job Descriptions

Typical duties and responsibilities

• Planning and evaluating employee relationships
• Following human resource policies, programs, and practices
• Updating and observing job requirements and descriptions for employment posts
• Help create a recruiting and interview process
• Conduct exit interviews and propose changes
• Plan, monitor, and evaluate other employees’ work by training/working with managers to coach employees
• Schedule management conferences and listen to the employees’ comments/feedback
• Prepare, update, and study the human resource policies and follow through with procedures

Education and experience

• Bachelor’s degree from a four-year college or university
• 5+ years of human resource roles
• 3+ years of experience in labor relations and employee relations
• 3+ years of experience in a supervisor role

Required skills and qualifications

• Degree in human resources, business administration, business management, or an HR-related field
• Relevant experience in HR activities (e.g human capital, recruitment) 
• Experience as an applicant systems administrator
• Experience mapping workflows within a system 

Preferred qualifications

• Proficiency with Office 365
• Strong verbal and written skills
• Work well in a fast-paced environment

Duties and responsibilities

• Oversee 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
• Conduct 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.
• Coordinate 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. Consult and advise the leadership team on topics of interest that could have a major impact on employee morale.
• Lead the employee engagement effort

Qualifications

• Bachelor’s degree from a four-year college or university.
• 3+ years in human resources management
• 5+ years in a supervisory role

Skills

• 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
• Strong organizational, analytical, and project management skills
• Strong customer service orientation

General Overview: Research, promote, plan, and implement HR values, strategies, programs, and policies in conjunction with other functional HR leaders and business operations managers

Responsibilities

• Develop organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives and initiatives in line with organizational objectives.
• Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.
• Manage human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
• Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
• Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
• Support management by providing human resources advice, counsel, and decisions; analyzing information and applications to minimize potential risk to the company.
• Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
• Drive compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Enhance department and organization reputation by accepting ownership of and responsibility for new and different requests.
• Explore opportunities to add value to job accomplishments.
• Performs other duties as assigned.

Competencies

• Human Resources Capacity
• Ethical Conduct
• Strategic Thinking
• Leadership
• Decision Making
• Communications Proficiency
• Presentation Skills

Other Requirements

• Bachelor’s Degree in HR Management (a Master’s is highly preferred).
• Must have at least 6 years HR work-related skill, knowledge, or experience.
• Must have experience managing other HR personnel and processes.
• Strong interpersonal and communication skills (both verbal and written).
• Must work both independently and as a team member.

Mental And Physical Requirements

• Able to read, speak and write in English.
• Strong physical and mental health to maintain demanding workload.
• Able to work under stressful conditions at times.
• Capable of developing specific goals and plans to prioritize, organize and accomplish work.
• Capable of developing constructive and cooperative working relationships and maintaining them over time.
• Strong work ethic, integrity, and honesty.
• Striving for excellence in all activities employing accompanying communication.
• Dependable, reliable, and capable of fulfilling responsibilities.

Responsibilities

• 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

Qualifications

• Bachelor’s degree in Human Resources or related field is required
• Master’s degree in related area and/or HR certifications is a plus
• 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