Sample Human Resources Manager Job

Description
HR Manager Overall Job Responsibilities Defined
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BY SUSAN M. HEATHFIELD

Updated May 14, 2018

Position Description:

The Human Resources Manager guides and manages the overall provision of
Human Resources services, policies, and programs for a company within a small
to mid-sized company, or a portion of the Human Resources function within a
large company. The major areas the Human Resources Manager manages can
include:

 recruiting and staffing;

 organizational departmental planning;
 performance management and improvement systems;

 organization development;
 employment and compliance with regulatory concerns regarding
employees;
 employee onboarding, development, needs assessment, and training;
 policy development and documentation;
 employee relations;
 company-wide committee facilitation;
 company employee and community communication;
 compensation and benefits administration;
 employee safety, welfare, wellness, and health;
 charitable giving; and
 employee services and counseling.
The Human Resources Manager originates and leads Human Resources
practices and objectives that will provide an employee-oriented; high-
performance culturethat emphasizes empowerment, quality, productivity, and
standards; goal attainment, and the recruitment and ongoing development of a
superior workforce.

The Human Resources Manager is responsible for the development of processes

and metrics that support the achievement of the organization's business goals.

The Human Resources Manager coordinates the implementation of people-

related services, policies, and programs through Human Resources staff; reports
to the CEO; and assists and advises company managers about Human
Resources issues.

Primary Objectives of the Human Resources Manager:

 Health and safety of the workforce.

 Development of a superior workforce.

 Development of the Human Resources department.
 Development of an employee-oriented company culture that emphasizes
quality, continuous improvement, key employee retention and
development, and high performance.
 Personal ongoing development.

Responsibilities of the Human Resources Manager

Depending on the organization, the Human Resources Manager may or may not
have responsibility for community relations, philanthropic giving, company
community sports team and event sponsoring, space planning, benefits review,
and administration.

Depending upon the needs of the organization, such responsibilities may be

carried out by the finance department, facilities department, marketing, and
public relations, and/or administration.

No matter which department bears the leadership responsibility for the function,
the Human Resources manager is closely involved in decisions, implementation,
and review.

Thus, responsibilities of the Human Resources manager may include the

following.
Development of the Human Resources Department

 Oversees the implementation of Human Resources programs through

Human Resources staff. Identifies opportunities for improvement and
resolves problems.
 Oversees and manages the work of reporting Human Resources staff.
Encourages the ongoing development of the Human Resources staff.
 Develops and monitors an annual budget that includes Human Resources
services, employee recognition, sports teams and community events
support, company philanthropic giving, and benefits administration.
 Selects and supervises Human Resources consultants, attorneys, and
training specialists, and coordinates company use of insurance brokers,
insurance carriers, pension administrators, and other outside sources.

 Conducts a continuing study of all Human Resources policies, programs,

and practices to keep management informed of new developments.
 Leads the development of department goals, objectives, and systems.
Provides leadership for Human Resources strategic planning.
 Establishes HR departmental measurements that support the
accomplishment of the company's strategic goals.

 Manages the preparation and maintenance of such reports as are

necessary to carry out the functions of the department. Prepares periodic
reports for management, as necessary or requested, to track strategic goal
accomplishment.
 Develops and administers programs, procedures, and guidelines to
help align the workforce with the strategic goals of the company.
 Participates in executive, management, and company staff meetings and
attends other meetings and seminars.
 With the CEO, CFO, and community relations group, plans the company's
philanthropic and charitable giving.

Human Resources Information Systems (HRIS)

 Manages the development and maintenance of the Human Resources

sections of both the company website, particularly recruiting, culture, and
company information; and the employee Intranet, wikis, newsletters, and
so forth.
 Utilizes the HRIS system to eliminate administrative tasks, empower
employees, and meet the other needs of the organization.

Training and Development

  Coordinates all Human Resources training programs, and assigns the
authority/responsibility of Human Resources and managers within those
programs. Provides necessary education and materials to managers and
employees including workshops, manuals, employee handbooks, and
standardized reports.

 Leads the implementation of the performance management system that

includes performance development plans (PDPs) and employee
development programs.
 Establishes an in-house employee training system that addresses
company training needs including training needs assessment, new
employee onboarding or orientation, management development,
production cross-training, the measurement of training impact, and training
transfers.
 Assists managers with the selection and contracting of external training
programs and consultants.
 Assists with the development of and monitors the spending of the
corporate training budget. Maintains employee training records.

Employment

 Establishes and leads the standard recruiting and hiring practices and
procedures necessary to recruit and hire a superior workforce.
 Interviews management and executive position candidates; serves as part
of the interview team for position finalists.

 Chairs any employee selection committees or meetings.

Employee Relations

 Formulates and recommends Human Resources policies and objectives

for the company on any topic associated with employee relations and
employee rights.
 Partners with management to communicate Human Resources policies,
procedures, programs, and laws.
 Determines and recommends employee relations practices necessary to
establish a positive employer-employee relationship and promote a high
level of employee morale and motivation. Conducts periodic surveys to
measure employee satisfaction and employee engagement.
 Coaches and trains managers in their
communication, feedback, recognition, and interaction responsibilities with
the employees who report to them. Makes certain that the managers know
 how to successfully, ethically, honestly, and legally communicate with
employees.
 Conducts investigations when employee complaints or concerns are
brought forth.
 Monitors and advises managers and supervisors in the progressive
discipline system of the company. Monitors the implementation of
a performance improvement process with non-performing employees.
 Reviews, guides, and approves management recommendations
for employment terminations.
 Leads the implementation of company safety and health programs.
Monitors the tracking of OSHA-required data.
 Reviews employee appeals through the company complaint procedure.

Compensation

 Establishes the company wage and salary structure, pay policies, and
oversees the variable pay systems within the company including
bonuses and raises.
 Leads competitive market research to establish pay practices and pay
bands that help to recruit and retain superior staff.
 Monitors all pay practices and systems for effectiveness and cost
containment.
 Leads participation in at least one salary survey per year. Monitors best
practices in compensation and benefits through research and up-to-date
information on available products.

Benefits

 With the assistance of the CFO, obtains cost-effective, employee-serving

benefits; monitors national benefits environment for options and cost
savings.
 Leads the development of benefit orientations and other benefits training
for employees and their families.
 Recommends changes in benefits offered, especially new benefits aimed
at employee satisfaction and retention.

Law

 Leads company compliance with all existing governmental and labor legal
and government reporting requirements including any related to the Equal
Employment Opportunity (EEO), the Americans With Disabilities Act
(ADA), the Family and Medical Leave Act, Employee Retirement Income
Security Act (ERISA), the Department of Labor, worker compensation, the
 Occupational Safety and Health Administration (OSHA), and so forth.
Maintains minimal company exposure to lawsuits.
 Directs the preparation of information requested or required for compliance
with laws. Approves all information submitted. Serves as the primary
contact with the company employment law attorney and outside
government agencies.

 Protects the interests of employees and the company in accordance with

company Human Resources policies and governmental laws and
regulations. Minimizes risk.

Organization Development

 Designs, directs, and manages a company-wide process of organization

development that addresses issues such as succession planning, superior
workforce development, key employee retention, organization design,
and change management.

 Manages employee communication and feedback through such avenues

as company meetings, suggestion programs, employee satisfaction
surveys, newsletters, employee focus groups, one-on-one meetings, and
Intranet use.
 Manages a process of organizational planning that evaluates company
structure, job design, and personnel forecasting throughout the company.
Evaluates plans and changes to plans. Makes recommendations to
executive management.
 Identifies and monitors the organization's culture so that it supports the
attainment of the company's goals and promotes employee satisfaction.
 Participates in a process of organization development to plan,
communicate, and integrate the results of strategic planning throughout the
organization.
 Manages the company-wide committees including the wellness, training,
environmental health and safety, activity, and culture and communications
committees.
 Keeps the CEO and the executive team informed of significant problems
that jeopardize the achievement of company goals, and those that are not
being addressed adequately at the line management level.

The Human Resources Manager assumes other responsibilities as assigned by

the CEO.

This job description has been designed to indicate the general nature and level of
work performed by jobholders within this role of Human Resources Manager.
It is not designed to contain or to be interpreted as a comprehensive inventory of
all duties, responsibilities, and qualifications required of employees assigned to
the job.

To perform the Human Resources Manager job successfully, an employee must

perform each essential responsibility satisfactorily. These requirements are
representative, but not all-inclusive, of the knowledge, skills, and abilities
required to lead in the role of the company Human Resources Manager.

Reasonable accommodations may be made to enable individuals with disabilities

to perform these essential functions.

Human Resources Manager Job Requirements

 Knowledge and experience in employment law, compensation,

organizational planning, recruitment, organization development, employee
relations, safety, employee engagement, and employee development.
 Better than average written and spoken communication skills.
 Outstanding interpersonal relationship building and employee coaching
skills.
 Demonstrated ability to lead and develop HR department staff members.
 Demonstrated ability to serve as a knowledgeable resource to the
executive management team that provides overall company leadership
and direction.
 Excellent computer skills in a Microsoft Windows environment. Must
include knowledge of Excel and skills in Human Resources Information
Systems (HRIS).
 General knowledge of various employment laws and practices and
experience working with a corporate employment law attorney.
 Experience in the administration of benefits and compensation programs
and other Human Resources recognition and engagement programs and
processes.

 Evidence of the ability to practice and coach organization managers in the

practice of a high level of confidentiality.
 Excellent organizational management skills.

Education and Experience Required for the Human Resources Manager Job

 Minimum of a Bachelor's degree or equivalent in Human Resources,

Business, or Organization Development.
  A minimum of seven years of progressive leadership experience in Human
Resources positions.
 Specialized training in employment law, compensation, organizational
planning, organization development, employee relations, safety, training,
and preventive labor relations, preferred.
 Active affiliation with appropriate Human Resources networks and
organizations and ongoing community involvement, preferred.
 Possess ongoing affiliations with leaders in successful companies and
organizations that practice effective Human Resources Management.

Physical Demands of the Human Resources Manager Job

These physical demands are representative of the physical requirements

necessary for an employee to successfully perform the essential functions of the
Human Resources Manager's job. Reasonable accommodation can be made to
enable people with disabilities to perform the described essential functions of the
Human Resources Manager's job.

While performing the responsibilities of the Human Resources Manager's job, the
employee is required to talk and hear. The employee is often required to sit and
use his or her hands and fingers, to handle or feel. The employee is occasionally
required to stand, walk, reach with arms and hands, climb or balance, and to
stoop, kneel, crouch or crawl.

Vision abilities required for this job include close vision.

Work Environment for the Human Resource Manager

While performing the responsibilities of the Human Resources Manager's job,

these work environment characteristics are representative of the environment the
Human Resources Manager will encounter. Reasonable accommodations may
be made to enable people with disabilities to perform the essential functions of
the Human Resources Manager's job.

While performing the duties of this job, the employee is occasionally exposed to
moving mechanical parts and vehicles. The noise level in the work environment
is usually quiet to moderate.

Human Resources Manager Job Responsibilities:

Maintains and enhances the organization's human resources by planning,
implementing, and evaluating employee relations and human resources policies,
programs, and practices.

Human Resources Manager Job Duties:

 Maintains the work structure by updating job requirements and job descriptions
for all positions.
 Maintains organization staff by establishing a recruiting, testing, and interviewing
program; counseling managers on candidate selection; conducting and analyzing
exit interviews; recommending changes.
 Prepares employees for assignments by establishing and conducting orientation
and training programs.
 Maintains a pay plan by conducting periodic pay surveys; scheduling and
conducting job evaluations; preparing pay budgets; monitoring and scheduling
individual pay actions; recommending, planning, and implementing pay structure
revisions.
 Ensures planning, monitoring, and appraisal of employee work results by training
managers to coach and discipline employees; scheduling management
conferences with employees; hearing and resolving employee grievances;
counseling employees and supervisors.
 Maintains employee benefits programs and informs employees of benefits by
studying and assessing benefit needs and trends; recommending benefit
programs to management; directing the processing of benefit claims; obtaining
and evaluating benefit contract bids; awarding benefit contracts; designing and
conducting educational programs on benefit programs.
 Ensures legal compliance by monitoring and implementing applicable human
resource federal and state requirements; conducting investigations; maintaining
records; representing the organization at hearings.

 Maintains management guidelines by preparing, updating, and recommending

human resource policies and procedures.
 Maintains historical human resource records by designing a filing and retrieval
system; keeping past and current records.
 Maintains professional and technical knowledge by attending educational
workshops; reviewing professional publications; establishing personal networks;
participating in professional societies.
 Completes human resource operational requirements by scheduling and
assigning employees; following up on work results.
 Maintains human resource staff by recruiting, selecting, orienting, and training
employees.
  Maintains human resource staff job results by counseling and disciplining
employees; planning, monitoring, and appraising job results.
 Contributes to team effort by accomplishing related results as needed.

Human Resources Manager Skills and Qualifications:

Hiring, Human Resources Management, Benefits Administration, Performance
Management, Communication Processes, Compensation and Wage Structure,
Supports Diversity, Classifying Employees, Employment Law, Laws Against Sexual
Harassment, Organization

How to Become a Human Resource Manager

Human resource managers are the overseers of the human resources department and insurers of
the functions and tasks being carried out by the HR team. They are often seen as the link
between an organization’s management and its employees, as their work runs the gamut from
providing consultation on strategic planning with top executives to recruiting, interviewing, and
hiring new staff.
As such, HR managers are the professionals responsible for attracting, motivating, and retaining
the most qualified talent by directing the administrative functions of the HR department. Due to
the supervisory nature of this position, human resource managers are called upon to handle
employee-related services, regulatory compliance, and employee relations, among many other
tasks.
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Human Resource Manager Job Description and

Responsibilities
Human resource managers are responsible for ensuring that the overall administration,
coordination, and evaluation of human resources plans and programs are realized. Therefore,
their essential job responsibilities include:
  Developing and administering human resources plans and procedures that relate to
company personnel
 Planning, organizing, and controlling the activities and actions of the HR department
 Contributing to the development of HR department goals, objectives, and systems

These responsibilities involve achieving the following tasks:

 Implementing and revising a company’s compensation program

 Creating and revising job descriptions
 Conducting annual salary surveys
 Developing, analyzing, and updating the company’s salary budget
 Developing, analyzing and updating the company’s evaluation program
 Developing, revising, and recommending personnel policies and procedures
 Maintaining and revising the company’s handbook on policies and procedures
 Performing benefits administration
 Maintaining affirmative action programs
 Overseeing recruitment efforts for all personnel, including writing and placing job ads
 Conducting new employee orientations and employee relations counseling
 Overseeing exit interviews
 Maintaining department records and reports
 Participating in administrative staff meetings
 Maintaining company directory and other organizational charts
 Recommending new policies, approaches, and procedures

Although in smaller organizations human resource managers may be responsible for all of the
above named duties, these HR professionals in larger organizations may have more specialized
duties. In these settings, these specialized managers may be referred to as compensation and
benefits managers, training and development managers, and the like.
As supervisors, human resource managers are responsible for the oversight of all employees in
the HR department, which includes performance management of HR employees. For example,
they would be in a position to make recommendations to an organization’s leadership based on
analyses of worker productivity. Their value is often realized as they identify ways to maximize
the value of the organization’s employees and ensure all human resources are being utilized as
efficiently as possible.

What it Takes to Become a Human Resource

Manager
Human resource managers possess excellent decision-making, strategic thinking, leadership,
interpersonal, and ethical conduct skills. Beyond these traits, however, human resource managers
must be well-educated in their field of expertise.
Human resource managers typically possess a bachelor’s degree and human resources
experience, although many employers prefer their human resource managers to possess a
master’s degree in human resource management.
Bachelor’s degrees in human resources may be structured as:

 Bachelor of Science/Bachelor of Arts in Human Resource Management

 Bachelor of Science/Bachelor of Arts in Management with a concentration in HR
 Bachelor of Business Administration (BBA) with a concentration in one of the following:
o Human resources
o Organizational behavior
o Management and leadership
o Industrial relations

The U.S. Department of Labor reports that candidates who possess professional certification or a
master’s degree (particularly those with a concentration in HR management) likely have the best
prospects to become human resource managers. Further, candidates with a solid background in
policies, employment law, and human resources are also expected to enjoy more job
opportunities.
As such, popular graduate degrees for human resource managers include:

 Master of Arts/Master of Science in Human Resource Management

 Master of Arts/Master of Science in Management with an HR concentration
 Master of Business Administration (MBA) with a concentration in:
o Human Resource Management/Organizational Leadership
o Leadership Development
o Human Capital Development
o Organizational Behavior
o Labor Relations
o Industrial Relations

Professional certification for human resource managers is also commonplace with these HR
professionals most often possessing one or more of the following designations:

o Society of Human Resource Management (SHRM)

 SHRM-CP (certified professional)
 SHRM-SCP (senior certified professional)

 HR Certification Institute (HRCI)

o Professional in Human Resources (PHR)
o Senior Professional in Human Resources (SPHR)
o Global Professional in Human Resources (GPHR)
o Human Resource Management Professional (HRMP)
o Human Resource Business Professional (HRBP)
o California Certification for PHR and SPHR certified professionals

Salary and Job Outlook Statistics for Human

Resource Managers
The U.S. Department of Labor reports that the median, annual salary among human resource
managers was $99,720, as of May 2012, with the top 10 percent earning more than $173,140.
The Department of Labor also reports that the number of jobs for HR managers is expected to
increase 13 percent between 2012 and 2022.
The Department of Labor predicts strong job prospects for human resource managers as new
companies form and organizations expand their operations. These professionals are also expected
to be in demand due to the adoption of the Affordable Care Act and complex, evolving
employment laws regarding occupational health and safety and equal employment opportunity.
The industries employing the most human resource managers, as of May 2012, were:

 Management of companies and enterprises

 Professional, scientific, and technical services
 Manufacturing
 Government
 Healthcare and social assistance