Hiring the proper people and keeping them interested in their work is a top priority for today’s business owners. Furthermore, an HR manager plays a key role in every firm using their skills and qualifications, as they are responsible for implementing and maintaining policies and procedures pertaining to hiring, training, and advancing employees. As companies adapt to new technologies, laws, and benefits programs in an effort to enhance the employee experience and the relationships between workers, the value of an HR manager has never been clearer. HR manager job description and how much salary they make will be discussed in this article. Read on!
What Is an HR Manager?
A Human Resources (HR) Manager is the person to contact for anything relating to employees. Your HR Manager’s responsibilities will include overseeing areas like job description creation, hiring, onboarding, employee interactions, performance evaluations, skill development, and talent management.
Also, Human Resource Managers play a crucial role in every thriving firm. You will be responsible for fostering an environment where employees feel valued and supported as they work together to achieve the company’s goals. A comprehensive HR Manager job description, skills, and qualifications should include a focus on promoting business values and developing a positive culture.
HR Manager Job Description
Your HR manager will be responsible for creating a hiring and onboarding procedure that is efficient, thorough, and legally sound. They are also in charge of employee relations and related things. It’s a crucial position, so take your time finding the appropriate person to fill it.
Step one is to attract top talent by crafting a job description for the human resources department as a manager that does justice to both the position and the organization. Here are things to include in the HR manager job description.
#1. Responsibilities
Here are what to watch out for in your HR manager job description when it comes to responsibilities.
- Facilitate communication between management and workers by responding to complaints and suggestions
- Determine what training is required, then implement and evaluate training programs
- Manage and oversee a performance evaluation process that consistently produces excellent results
- Human resource metrics should be reported to management and used to inform action
- Create a pleasant place to work
- Continue existing compensation and benefits program
- Maintain HR legal compliance at all times
- Invest in the company’s most valuable asset — its people — to help it succeed today and in the future.
- Conceive, implement, and oversee the organization-wide HR system, strategy, and methods
- Take charge of the hiring and screening procedure
#2. Requirements
In terms of requirements, the HR manager job description should:
- Superior abilities in active listening, negotiating, and public speaking
- Capability to establish and maintain productive connections with coworkers at all levels of the organization
- Expertise in human resource policies and labor law
- Education in human resources or a closely related field
- Proven track of working with HR metrics
- Expertise in human resources databases and systems
- Capacity for strategic planning and the ability to lead
- Focused on helping others and getting results
- Extensive background working as an HR Manager or HR Executive.
What Are the 5 Roles of an HR Manager?
An HR manager is responsible for a wide variety of tasks. They oversee the HR department, guiding and directing professionals under their watchful eye. Finding out more about the role of an HR manager might help you get ready for the position.
Human resource managers are responsible for a variety of tasks, including those listed below.
#1. Hiring and Recruitment
The HR manager is responsible for finding and employing new employees. Talent can be found through a variety of channels, including online resources, recruitment firms, and traditional advertising. Once the HR manager has located possible candidates, they may review resumes and cover letters to evaluate which applicants are the best fits for the position. They then conduct interviews with the candidates or arrange for other HR professionals to conduct interviews.
At the end of the recruitment process, the HR manager works with other experts to design an attractive remuneration and benefits package that will entice qualified candidates to accept the job offer.
#2. Preliminary and Ongoing Professional Development
In order for new workers to succeed in their positions, it is crucial for companies to provide them with thorough orientation and training. Onboarding is a service provided by an HR manager to new hires, and it typically entails briefing them on the company’s goals and ethos as well as outlining the rules and regulations that govern their work. Depending on the company, it may also involve lessons on how to stay safe on the job.
Human resources not only assist new hires with a smooth transition into the company but also assists current employees with opportunities for continued education and growth. They might devise training programs in-house or hire outside trainers. Investing in employees’ professional growth has many benefits, including increased performance and productivity, lower turnover, and the attraction and retention of talented workers.
#3. Developing a Role Model and Job Description
Professional positions for a certain team or division must be identified and defined as part of the job description and design process by an HR manager. The HR manager establishes the roles and duties of each employee, as well as the required skills, experience, and education, in order to build cohesive and effective teams of professionals. The HR manager may think about the team’s structure of leaders and how they might work together to create value for the firm. The department head of human resources, for instance, may decide that multiple teams, each headed by a team leader, are necessary for optimal departmental performance.
#4. Management of Disciplinary Procedures
Disciplining employees when necessary is a challenging part of an HR manager. Human resources experts need to implement a disciplinary procedure and train new hires on it.
Furthermore, an HR manager may need to provide a written warning to the employee and keep a copy of it on file if an occurrence arises that calls for disciplinary action. Depending on the nature of the problem, the employee may need to be suspended, demoted, or let go. A legal specialist on the HR team helps ensure the company follows all labor laws when disciplining employees.
Compliance with laws and industry safety requirements, data security, and the management of employee benefits are all tasks that fall under the purview of human resource management. In addition, the primary objective is to assist workers in reaching their full potential so that the business can achieve its goals.
#5. Creating a Friendly Environment at Work
In order to boost productivity, employee satisfaction, and staff engagement, HR managers know it’s crucial to provide a friendly and supportive work environment. As part of this effort, they might engage with interior designers to revamp office space to make it more open and inspirational, provide free snacks, and encourage staff to share ideas. They may encourage an open office plan and organize gatherings for workers to socialize and form working ties with one another. The HR manager’s goal should be to foster a welcoming and productive environment for all employees.
Salary of an HR Manager
As of March 28, 2023, the median income for an HR Manager in the United States is $115,441, although the salary can vary anywhere from $102,285 to $129,959. Also, HR manager salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, and the number of years you have spent in your profession.
In addition, some research provides you with the most extensive database of actual salaries posted online.
HR Manager Skills
Human resource (HR) managers ensure that the demands of both employers and employees are met while also fostering an environment conducive to the expansion of their organization. In order to accomplish regular tasks and contribute to the success of the organization, they need to develop specialized abilities. Knowing what employers look for in an HR manager will help you go ahead in your career search.
Furthermore, an HR manager often has to juggle competing demands. A human resources manager’s duties can range widely and include things like hiring new staff, orienting them to their roles, helping them grow professionally, evaluating their performance, rewarding them, and fostering positive relationships with them.
The BLS predicts a faster-than-average rate of job growth for all jobs in HR management (6% by 2029). Even while human resource management roles change and adapt over time and between companies, many of the core skills required of an HR manager are universal. Here are some HR manager skills you have to know if you are choosing it as a career.
#1. Communication Skills
Communication is the top-listed skill for human resources jobs. An HR manager needs strong communication skills because they act as a bridge between the company and the employee. You represent both the employer and the workers as an advocate for both groups.
Effective communication is crucial for this. You’ll have to talk to people from all walks of life and all tiers of power. It’s not the same to talk to the CEO of your firm as it is talking to an entry-level employee. For this reason, an HR manager needs to be able to communicate effectively with people from many walks of life.
Also, Human resource professionals also need to be able to tell stories effectively as a means of communication. As data continues to permeate every element of a company’s operations, an HR manager must develop the skills necessary to synthesize data into stories that resonate with a variety of stakeholder groups.
Of course, you need to communicate with more than just stakeholders; your own staff relies on you as a source of information. Most generalist jobs require you to be adept at fielding customer inquiries and grievances. The capacity to converse officially and informally in a variety of settings (including face-to-face and online) is crucial.
#2. Flexibility
As an HR manager, you likely regularly face situations that require you to swiftly adjust to change, such as finding a replacement for a key position after an employee’s unexpected departure or getting ready for a sudden shift in the company’s staffing needs. HR managers need to be adaptable in order to keep up with the ever-changing demands of the workplace. Human resources flexibility refers to a company’s quickness in adapting to new situations and situations that arise in the workplace.
As an HR manager, one method to demonstrate flexibility is to promote a culture of talent mobility inside your organization. Such a culture has been shown to generate beneficial financial results. Research found that 80% of HR managers agree that higher rates of talent mobility lead to positive outcomes such as shorter hiring cycles, higher rates of retention, greater job satisfaction, and a more harmonious workplace culture.
By assisting workers in adjusting their professional development, interests, and abilities to meet the objectives of the company, a solid talent mobility strategy allows you to respond quickly to shifting market conditions. Workers imagine their careers to be linear, but in reality, careers are more like a lattice, with individuals moving through a variety of roles and departments to develop their talents. Human resources managers play a pivotal role in creating internal talent mobility projects that allow workers to seamlessly transfer between departments and positions inside the company, all in the name of better matching employee capabilities and the needs of the business.
#3. Analytics
Business owners and managers have been increasingly reliant on technology in recent years. Human resource managers that are open to new technologies and analytics will stand out to hiring managers and assist improve the company’s bottom line.
However, 75% of HR leaders surveyed for a recent Deloitte Human Capital Trends Report predicted that HR’s accountability would increase as a result of the predicted changes. Using data effectively is one method of holding oneself to responsibility for producing outcomes.
HR manager uses their analytical skills to access user data in order to learn how much it takes to find and hire new staff, what factors may lead to high turnover, and what themes and trends emerge from employee surveys. When employees leave your company, you may use analytics to gather real-time data on their participation in the outplacement program, the effectiveness of your outplacement investment, and the sentiment of your alumni. You can use this information to strengthen efforts and fine-tune strategies to better guard your company’s reputation as an employer and forestall unwanted feedback from employees.
As an HR manager, you can demonstrate to your leadership team how HR is harnessing data to generate business results and enhance the employee experience with the correct analytical skills.
#4. Empathy
An HR manager’s position at most companies makes them a go-to person for employees with inquiries or complaints. The best HR manager keeps their doors open (virtually or otherwise) and fosters an environment where all employees are treated with respect.
Being a good listener is a vital skill for any HR manager who wants to demonstrate empathy and compassion. An employee may come to you with an issue in the hopes that you may act as a sounding board while they figure out a solution on their own rather than expecting you to provide one right away. An employee may be struggling to maintain a healthy work-life balance since they are also responsible for caring for a child or other family member. Listen carefully to the employee and put yourself in their shoes before coming up with a solution if they bring this up to you and suggest things like more flexible working hours.
Trust is built on a foundation of empathy. If you want to build trust with employees, it’s important to show that you care about them, whether it’s in a one-on-one meeting or while breaking bad news like a layoff. Trusting connections with workers boosts participation, cooperation, and output.
#5. Wellness-Promoting
Human resources managers are not unfamiliar with employee advocacy. But what is shifting is a more general recognition of the importance of workers’ health and happiness in the modern workplace. This was unfortunately emphasized over the past two years as COVID-19 flipped the script and put stress on workers’ bodies and minds.
However, the health and safety of employees are critical for businesses even when there are no immediate threats. Workplace stress costs US businesses about $200 billion annually in healthcare costs and is a major contributor to voluntary employee turnover, as reported by McKinsey.
HR manager plays a critical role in ensuring that employees continue to be happy, healthy, and productive as the importance of employee wellness becomes more apparent. One of the most important HR developments for 2023 will be an emphasis on employees’ overall health and happiness, as businesses will come to realize that doing so is not just the right thing to do, but also facilitates business continuity.
How to Improve Human Resource Manager Skills
Human resource managers can take the following steps to improve their skills:
#1. Seek Out Ways to Improve Your Knowledge
Human resources managers can grow professionally by taking advantage of available training. They might, for instance, sign up for workshops, seminars, and other employer-sponsored educational opportunities. These experts can also improve their knowledge and abilities with the use of online resources including articles, classes, and professional videos.
#2. Learn from Human Resources Professionals
Human resources experts also advance their knowledge by learning from more seasoned colleagues through formal and informal mentoring programs. Learning new abilities is facilitated by observing professionals in the industry. Look at their interactions with customers and coworkers, how they handle their time, and the specific abilities that have contributed to their success. Also, read WHAT IS A TALENT MANAGER? Job Description, Salary & Software Solutions.
#3. Upgrade Your Educational Experience
If you want to advance your career and increase your earning potential, you should think about expanding your education. If you already have an associate’s degree, you should think about going for a bachelor’s, and if you have a bachelor’s, you should think about going for a master’s. As an HR manager, a master’s degree in human resources management typically takes between two and three years to earn and is rewarded with a higher salary by some organizations.
HR Manager Qualifications
If you’re looking for a job where every day is different and you’re not afraid of a challenge, the role of Human Resources Manager at any company, no matter how big or little, is a great option.
HR is a highly competitive sector, so how can you ensure that you stand out from the crowd and secure the managerial position of your dreams?
It’s important to note that, as with many human resources positions, the path to HR manager is not set in stone. You can enroll in a Higher National Diploma (HND), a graduate degree program, a training program, or an undergraduate degree program.
However, if you’re looking to save time and money, one of the most popular options is to pursue professional qualifications from the Chartered Institute of Personnel (CIPD), which is widely regarded as the gold standard for HR training and offers two qualifications particularly well-suited to HR professionals who aspire to achieve and excel in HR management. Here are some of the qualifications you need as an HR manager.
#1. Associate Diploma in People Management at CIPD Level 5
If you have prior experience in human resources and are looking to advance your career, this certification is for you.
The CIPD Level 5 Associate Diploma, which is roughly equivalent to an undergraduate degree, will allow you to acquire the extensive set of analytical and problem-solving skills and qualifications necessary to excel in mid-level roles (i.e. HR manager or HR advisor) by studying a wide range of HR models and practices across key and essential areas, such as employment law, recruitment, and talent management.
In addition, becoming a member of the CIPD after enrolling will grant you access to the organization’s extensive library of useful materials for human resources specialists.
As your CIPD qualifications increase, so will your eligibility for a higher tier of CIPD membership, giving you access to even more benefits.
#2. Certificate in Advanced People Management Studies at CIPD Level 7
The CIPD Level 7 Advanced Diploma is designed for seasoned human resource professionals who have extensive work experience, a relevant degree, and/or have completed the CIPD Level 5 Associate Diploma.
To put it another way, if you’re interested in taking this course, you’re likely either an experienced HR professional who wants to sharpen their skills and qualifications for greater impact in their present position or a middle manager with aspirations of advancement.
Also, with the knowledge and experience you receive from this course, you will be better prepared to persuade influential individuals to adopt cutting-edge HR practices and modern workplace rules.
After finishing this program, you’ll be qualified to seek to become a Chartered Member of the CIPD, the greatest honor in the field, and add the letters “Chartered MCIPD” to your name to show off to prospective employers.
What Are the 6 Duties of an HR Manager?
Here are the top 6 duties of an HR manager:
- Researches and recommends competitive base and incentive pay packages to ensure the company recruits and retains top talent in the industry.
- Develops training and education plans to help workers advance their skills in-house.
- Manages the process of employee reprimands, dismissals, and inquiries.
- Carries out supplementary tasks as required.
- Ensures that all HR policies and procedures are in line with applicable federal, state, and local standards as well as industry best practices.
- Collaborates with upper management to define and implement the company’s human resources and talent strategy, with a focus on meeting immediate and long-term personnel needs, retaining top performers, and preparing for organizational change.
Conclusion
In conclusion, when you are trying to hire the person who is going to be in charge of hiring all of your other employees, it is a very important matter, and you want to make sure that you locate the proper person the very first time around. A smart first step is to craft a compelling job description for the position of human resources manager.
HR Manager FAQs
What are the 4 major HR functions?
Human resource management’s four core functions are standard fare for any manager.
- Planning
- Organizing
- Directing
- Controlling.
What are the 7 main functions of HR?
Although every HR department is unique and may perform fewer or more than the seven functions. There are still common goals that all HR departments should strive to achieve. The seven functions are as follows:
- Hiring
- Performance
- Education
- Succession
- Pay
- Data
- Analytics.
In addition, human resources offices may decide to expand their responsibilities or hand them off to other groups.
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