What Does an HR Manager Do?
A Human Resources Manager oversees functions related to a company’s workforce, such as recruitment, onboarding, employee relations, payroll, and benefits administration. They act as a liaison between management and employees, striving to create a positive work environment that fosters productivity and engagement.
Additionally, HR managers shape policies and procedures that impact the entire organization. They are responsible for compliance with labor laws and internal guidelines, conduct performance appraisals, and may even be involved in high-level strategic planning. By developing and influencing the workforce, they prepare the company for future challenges and opportunities.
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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 zengig.com.
The average U.S. salary for a HR Manager is:
HR Manager Job Descriptions
A great human resources job description is critical for successful recruiting. Here are some real-world examples you can use as templates for your next opening.
HR Manager (generic)
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
- Proficiency with Office 365
- Strong verbal and written skills
- Work well in a fast-paced environment
Mid-level HR Manager
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
- Bachelor’s degree from a four-year college or university.
- 3+ years in human resources management
- 5+ years in a supervisory role
- 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
Regional HR Manager
General Overview: Research, promote, plan, and implement HR values, strategies, programs, and policies in conjunction with other functional HR leaders and business operations managers
- 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.
- Human Resources Capacity
- Ethical Conduct
- Strategic Thinking
- Decision Making
- Communications Proficiency
- Presentation Skills
- 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.
HR Manager (manufacturing)
- 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
- 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
Candidate Certifications to Look For
- Associate Professional in Human Resources. This certificate is for entry-level human resource workers as it doesn’t require previous work experience. It is the first-ever HR certification designed for professionals who are just beginning their HR career journey and proves a candidate’s knowledge of foundational human resources. Perfect for college students who can complete it before graduating, this certification shows the investment they have made in their HR career. Each certification will have a requirement for the minimum amount of education and/or experience.
- SHRM Certified Professional. This certificate is offered by the Society of Human Resource Management. The certificate was designed for experienced HR professionals who are seeking out management-level positions. The HR professionals who have this certification are the ones who implement policies and strategies, are the contacts for staff and stakeholders, deliver HR services, and perform operational HR functions. Once candidates become an SHRM Recertification Provider, it will eliminate the guesswork for credential-holders, who will know by their status that their program qualifies for recertification credits. Once qualified, there will be a potential to work at conferences, college/university courses, seminars, workshops, and videoconferences.
- Senior Professional in Human Resources. This certificate is for experienced HR professionals looking to show their industry knowledge and job field. Primarily designed for those looking to advance their career to leader-oriented roles, certification demonstrates a candidate’s mastery of the strategic and policy-making aspects of HR management. Organizations seek out these professionals for their HR department goals, knowledge of all HR disciplines, and understanding of business issues within and out of the field.
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 your employees have the skills and knowledge 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 resolving a complex employee relations issue?
- Describe how you ensure that your organization complies 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.