Human Resources Manager Job Description

A Human Resources Manager is in charge of running the HR department of an organization and determining the HR strategy and tactics to help the organization succeed and grow.

This role encompasses supervising recruitment, retention, remuneration, training, and policies & procedures. Apart from managing the HR team, the Human Resources Manager is also responsible for their performance and contribution to the success of the organization.

Successful Human Resources Managers have a wealth of experience in all HR disciplines, think strategically, and understand the vital contribution HR makes to an organization. They possess both specialized knowledge of HR and excellent generalist management and leadership skills.

Similar Job Titles:

HR Director, Assistant Director of Human Resources, Payroll Manager, Senior HR Business Partner, Benefits Manager, Hiring Manager, Director of Compensation and Benefits

What Does a Human Resources Manager Typically Do?

A Human Resources Manager is responsible for the performance of the HR team and its contribution to the organization. The HR Manager will often act as a link between staff and top management, representing the executives’ strategic interests while ensuring the staff’s needs are met.

A Human Resources Manager typically performs the following tasks:

1. Developing and implementing HR plans
2. Setting HR departmental goals and performance metrics
3. Overseeing recruitment
4. Managing the payroll function
5. Developing and controlling organization policies and procedures
6. Running employee relations programs
7. Managing onboarding procedures for new hires
8. Overseeing staff exit procedures
9. Ensuring HR records are complete, up to date, and accurate
10. HR team leadership

Developing and Implementing HR Plans

The Human Resources Manager develops the HR department’s annual plan in line with the organization’s strategic goals and direction. The plan should include internal departmental tactics and HR activities for the entire organization.

The role is responsible for the subsequent implementation of the HR plan and ensures that HR activities perpetuate the organization’s success.

Setting HR Departmental Goals and Performance Metrics

The Human Resources Manager defines a measurement system that keeps track of HR performance against the organization’s goals. Valuable metrics could include the successful recruitment and retention of a defined number of new hires, implementation of training courses, or accuracy and timely delivery of the payroll function.

The position tracks empirical results against all defined performance metrics and is responsible for the HR department reaching targets.

Overseeing Recruitment

Recruitment of new staff, as defined in the organization’s plans, should be completed successfully and within deadlines. The Human Resources Manager will often work with a specialized recruitment team or an external agency in the initial stages of the process but remains responsible for both the quantity and the quality of new hires.

Managing the Payroll Function

The Human Resources Manager is the final arbiter in the accuracy and completeness of the payroll function. The data collection and manipulation will often be performed by junior team members, but final sign-off and handover to the finance department for payment remain a managerial task.

The Human Resources Manager should be diligent, accurate, and thorough in controlling payroll runs. Payroll staff training and ongoing coaching will also significantly enhance accuracy and reduce the need for detailed control or micro-management.

Developing and Controlling Policies and Procedures

The Human Resources Manager ensures that all required policies and procedures for the organization are in place, published, and understood by all stakeholders.

In addition to making sure the organization’s policies and procedures are fit for purpose and complete, the Human Resources Manager should also check for legislative changes and new trends so as to develop relevant new policies.

Running Employee Relations Programs

The Human Resources Manager is responsible for fostering a happy, productive, and loyal workforce. Employee relations programs encompass everything from employee surveys to union discussions.

The Human Resources Manager walks a fine line between representing the standpoint of senior management and ensuring the workforce’s voice is heard. This function often demands diplomacy, negotiation skills, and a commitment to achieving mutually beneficial outcomes.

Managing Onboarding Procedures for New Hires

The Human Resources Manager ensures new hires become productive as quickly as possible. The role ensures that all new hires receive the necessary documentation, equipment, training, and support as quickly and effectively as possible.

Overseeing Staff Exit Procedures

Good Human Resources Managers realize that staff exits represent an opportunity for the organization to learn and develop. In collaboration with line management, the Human Resources Manager should ensure that departing employees are interviewed, their comments noted, and the insights gained fed into the organization.

Updating HR Records

The Human Resources Manager is responsible for ensuring that all statutory HR records are up to date, accurate, and complete. They are in charge of maintaining the HRIS database and ensuring all relevant information is gathered, properly documented, and easily accessible. 

HR Team Leadership

The Human Resources Manager leads and manages the HR team to foster improvement. Leadership skills are required, as is the ability to manage a potentially diverse team across many disciplines.

Roles a Human Resources Manager Typically Collaborates With

A Human Resources Manager will work closely with the following posts:

Collaborative Roles
HR Director	Payroll Manager	Compensation and Benefits Manager
HR Development Manager	HR Operations Manager	HR Project Manager
Lead Recruiter	Senior Recruiter	Recruiter

Human Resources Manager Salary

The national average salary for a Human Resources Manager will typically be between $93,000 and $117,000 annually in the U.S. The median is around $104,964.  

What Is the Human Resources Manager Pay Difference by Location?

Average salaries for a Human Resources Manager differ by location as follows:

City	Average Salary
San Francisco, CA	$131,205
Seattle, WA	$114,767
Denver, CO	$106,150
Austin, TX	$103,232
Washington, DC	$116,846
Milwaukee, WI	$103,882
Boston, MA	$118,263
New York, NY	$126,271

What Is the Human Resources Manager Pay Difference by Experience Level?

Depending on experience, pay will vary as follows:

Experience Level	Average Salary
< 1 year	$100,603
1–4 years	$101,475
5–9 years	$103,219
10–19 years	$106,268
20+ years	$107,200

Human Resources Manager Job Description Template

[Company Name] is looking for an experienced, talented, and strategically-minded HR Manager to run our HR department.

You will play a pivotal role between the senior management and the workforce, representing the organization’s interests toward staff and simultaneously ensuring our team’s voice is heard, and their needs met.

You will oversee all HR functions, making sure the HR department delivers best-in-class service to the company and its staff. You will also be instrumental in helping us recruit and retain the best people for our future.

You will need to think strategically and have a results-oriented approach. You will manage a team of professionals and should possess the leadership capability to help them deliver excellent results.

HR Manager Responsibilities

• Formulating and implementing HR plans in line with company strategies
• Setting, monitoring, and achieving HR targets
• Managing recruitment, onboarding, and exit procedures
• Overseeing the weekly and monthly payroll
• Ensuring company policies and procedures are in place, understood, and enforced
• Managing employee relations
• Leading the HR team to achieve goals

Required Skill Set

• Bachelor’s Degree in Human Resources or Management
• At least ten years’ experience in HR
• Expert business and organizational planning ability
• Team leadership experience
• Vast experience in employee relations
• Excellent written and verbal communication
• Strategic thinking ability
• Ability to work successfully with multiple internal and external stakeholders

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