Key Responsibilities and Required Skills for HR and Recruitment Manager

🎯 Role Definition

As our HR and Recruitment Manager, you will be the cornerstone of our people operations, acting as a strategic partner to leadership and a dedicated advocate for our employees. This is more than just a functional role; it's an opportunity to shape the future of our company culture and drive our growth by attracting, developing, and retaining the very best talent in the industry. You will be responsible for architecting our entire talent acquisition framework, from employer branding to onboarding, while also overseeing critical HR functions like employee relations, performance management, and compliance. We're looking for a leader who can balance strategic thinking with hands-on execution and build a world-class employee experience.

📈 Career Progression

Typical Career Path

Entry Point From:

Senior Talent Acquisition Specialist / Senior Recruiter
HR Business Partner (HRBP)
Senior HR Generalist with a focus on recruitment

Advancement To:

Director of Human Resources / HR Director
Head of People / VP of People
Director of Talent Acquisition

Lateral Moves:

Compensation and Benefits Manager
Talent Development or L&D Manager
People Operations Manager

Core Responsibilities

Primary Functions

Design, implement, and continuously refine a comprehensive, multi-channel talent acquisition strategy to attract high-quality, diverse candidates for all organizational levels.
Manage the end-to-end recruitment lifecycle, including job description creation, sourcing, screening, interviewing, offer negotiation, and closing candidates for a variety of technical and non-technical roles.
Lead, mentor, and develop a team of recruiters and HR coordinators, setting clear performance goals and fostering a collaborative, high-performance team environment.
Develop and champion our employer brand through various channels, including social media, career pages, professional networks, and industry events to position us as an employer of choice.
Act as a strategic partner to hiring managers and department heads, providing expert guidance on talent acquisition best practices, interview techniques, and workforce planning.
Oversee and optimize the employee onboarding experience to ensure a seamless and engaging transition for new hires, fostering early integration into the company culture.
Manage and resolve complex employee relations issues with a high degree of empathy and professionalism, conducting thorough and objective investigations as needed.
Develop, review, and implement HR policies and procedures to ensure they are up-to-date, compliant with current legislation, and aligned with our company values.
Administer the company's performance management program, including annual reviews, goal setting, and providing coaching to managers on delivering effective feedback.
Ensure strict compliance with all federal, state, and local employment laws and regulations, including EEO, FMLA, ADA, and FLSA, and maintain up-to-date knowledge of legal changes.
Utilize HR metrics and recruitment analytics to track key performance indicators (KPIs) like time-to-fill, cost-per-hire, and quality-of-hire, providing data-driven insights to leadership.
Partner with leadership to develop and execute strategies for employee engagement, retention, and professional development across the organization.
Manage the compensation and benefits administration process, including salary benchmarking, benefits enrollment, and communication with employees about their total rewards package.
Drive diversity, equity, and inclusion (DEI) initiatives within the recruitment process and broader HR programs to build a more representative and inclusive workforce.
Oversee the offboarding process, including conducting insightful exit interviews and analyzing feedback to identify trends and areas for organizational improvement.

Secondary Functions

Manage relationships and contracts with external recruitment agencies, vendors, and HR technology providers, ensuring a strong return on investment.
Administer and maintain the Human Resources Information System (HRIS) and Applicant Tracking System (ATS), ensuring data integrity and optimizing system functionality.
Lead or contribute to special HR projects such as employee satisfaction surveys, culture initiatives, and the implementation of new HR software.
Develop and facilitate training programs for managers and employees on topics such as interviewing skills, performance management, and compliance.
Prepare and manage the annual budget for the HR and recruitment department, tracking expenses and ensuring efficient use of resources.

Required Skills & Competencies

Hard Skills (Technical)

Full-Cycle Recruiting Expertise: Demonstrated mastery of the entire recruitment process, from sourcing and pipeline building to offer negotiation and closing.
ATS & HRIS Proficiency: Advanced knowledge of modern Applicant Tracking Systems (e.g., Greenhouse, Lever, Workday Recruiting) and HR Information Systems (e.g., BambooHR, Workday, SAP SuccessFactors).
Sourcing & Research Tools: Skilled in using advanced sourcing techniques, including Boolean search, LinkedIn Recruiter, and other talent platforms to identify passive candidates.
Employment Law & Compliance: In-depth knowledge of federal, state, and local labor laws and regulations to ensure legal compliance and mitigate risk.
HR Analytics & Reporting: Ability to analyze HR and recruitment data to generate reports, identify trends, and make data-driven recommendations to leadership.
Compensation & Benefits Knowledge: Understanding of compensation principles, market benchmarking, and benefits administration.
Employer Branding: Experience in developing and executing strategies to build and promote a compelling employer brand across digital platforms.

Soft Skills

Leadership & Mentorship: Proven ability to lead, inspire, and develop a team of HR and recruitment professionals.
Strategic Thinking: Capacity to align HR and recruitment strategies with overarching business goals and anticipate future talent needs.
Exceptional Communication: Superior verbal and written communication skills, with the ability to articulate complex information clearly to diverse audiences.
Interpersonal & Relationship Building: Excellent skills in building rapport and trust with candidates, employees at all levels, and senior leadership.
Negotiation & Influence: Strong negotiation skills for managing candidate offers and influencing stakeholders to adopt best practices.
Discretion & Confidentiality: Unquestionable integrity and the ability to handle sensitive and confidential information with the utmost discretion.
Problem-Solving & Conflict Resolution: Adept at navigating and resolving complex employee relations issues and workplace conflicts effectively and empathetically.

Education & Experience

Educational Background

Minimum Education:

Bachelor’s degree in a relevant field.

Preferred Education:

Master’s Degree in Human Resources Management or Business Administration (MBA).
Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is highly desirable.

Relevant Fields of Study:

Human Resources Management
Business Administration
Industrial/Organizational Psychology

Experience Requirements

Typical Experience Range:

7+ years of progressive experience in Human Resources, with at least 3-4 years focused specifically on talent acquisition and recruitment.
A minimum of 2 years of experience in a management or leadership role, directly supervising HR or recruiting staff.

Preferred:

Experience scaling a recruitment function in a high-growth environment.
Proven track record of developing and implementing successful HR strategies from the ground up.
Experience working in both startup and established corporate environments is a plus.