Job Specification | Human Resource Manager

🎯 Role Definition

The Human Resource Manager is a cornerstone of the organization, acting as a strategic partner to leadership and a dedicated advocate for employees. This role moves beyond administrative tasks to actively shape the company's culture, drive talent strategy, and ensure a healthy, compliant, and high-performing work environment. As a trusted advisor, the HR Manager balances the needs of the business with the well-being of its people, architecting programs and policies that attract, develop, and retain top talent. They are the lynchpin for all things people-related, from navigating complex employee relations to championing initiatives that make the company a truly great place to work.

📈 Career Progression

Typical Career Path

Entry Point From:

Senior HR Generalist
HR Business Partner
Talent Acquisition Manager

Advancement To:

Senior HR Manager
Director of Human Resources
Head of People & Culture

Lateral Moves:

Organizational Development Manager
Compensation and Benefits Manager

Core Responsibilities

Primary Functions

Develop and implement forward-thinking HR strategies and initiatives that are directly aligned with the overall business strategy and long-term goals.
Serve as a strategic business partner to the leadership team, providing insightful counsel on all people-related issues, including organizational design, succession planning, and talent management.
Oversee and manage the entire recruitment and talent acquisition lifecycle, including workforce planning, sourcing, interviewing, and hiring to secure exceptional talent.
Champion the employee onboarding and orientation process, ensuring new hires have a seamless and engaging integration experience that sets them up for success.
Act as the primary point of contact for complex and sensitive employee relations issues, conducting thorough and objective investigations and recommending effective resolutions.
Design, implement, and manage a comprehensive performance appraisal system that drives high performance, facilitates constructive feedback, and supports employee development.
Administer and refine compensation and benefits programs, conducting market analysis and ensuring offerings are competitive, equitable, and aligned with the company's philosophy.
Guarantee full compliance with all federal, state, and local employment laws and regulations, proactively mitigating risks and managing all required reporting.
Nurture a positive, inclusive, and productive work environment by developing and leading employee engagement, recognition, and morale-boosting initiatives.
Identify training and development needs for teams and individuals, creating and implementing programs that enhance skills and support career growth.
Manage and maintain the Human Resource Information System (HRIS), ensuring data integrity and leveraging its capabilities for insightful analytics and reporting.
Develop, review, and enforce clear, comprehensive, and fair HR policies and procedures, ensuring they are well-communicated and consistently applied.
Lead all offboarding processes, including conducting exit interviews and analyzing data to identify trends and areas for organizational improvement.
Manage leave of absence administration (FMLA, ADA, etc.), ensuring compliance and providing clear guidance and support to employees and managers.
Bridge management and employee relations by addressing demands, grievances, or other issues, fostering a culture of open communication and trust.
Advise and train managers and supervisors on HR best practices, including hiring, performance management, coaching, and disciplinary procedures.
Oversee workplace health and safety programs, ensuring a secure working environment and compliance with all OSHA and related regulations.
Prepare and manage the HR department's annual budget, ensuring judicious use of resources to achieve departmental and organizational goals.
Lead and champion Diversity, Equity, and Inclusion (DEI) initiatives, embedding DEI principles into all people processes from hiring to promotion.
Analyze trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Facilitate change management processes within the organization, providing support and communication to help employees navigate organizational shifts smoothly.

Secondary Functions

Support ad-hoc reporting requests from leadership on key HR metrics like turnover, time-to-fill, and employee engagement scores.
Contribute to the broader organizational strategy by providing data-driven insights on people, culture, and workforce trends.
Collaborate with department heads to translate business objectives into actionable talent and performance management strategies.
Participate in cross-functional project teams, representing the People function and advocating for employee-centric solutions and policies.

Required Skills & Competencies

Hard Skills (Technical)

HRIS Proficiency: Deep experience with major HR Information Systems (e.g., Workday, ADP, SuccessFactors) for data management, reporting, and process automation.
Employment Law & Compliance: Comprehensive knowledge of federal, state, and local labor laws, including EEO, FMLA, ADA, FLSA, and OSHA.
HR Metrics & Analytics: Ability to gather, analyze, and interpret HR data to generate insights and inform strategic decisions.
Compensation & Benefits Administration: Expertise in designing and managing competitive compensation structures and benefits packages.
Talent Acquisition Systems: Proficiency with Applicant Tracking Systems (ATS) and modern sourcing techniques.
Performance Management Systems: Experience implementing and managing software and processes for performance reviews and continuous feedback.
Full-Cycle Recruiting: Demonstrated ability to manage the entire hiring process from sourcing to offer.

Soft Skills

Exceptional Communication & Interpersonal Skills: The ability to articulate complex information clearly and build rapport and trust at all levels of the organization.
Conflict Resolution & Negotiation: A master at de-escalating tense situations, mediating disputes, and finding mutually agreeable solutions.
Strategic Thinking: The capacity to see the big picture, anticipate future needs, and align HR functions with business objectives.
Empathy & Emotional Intelligence: A genuine ability to understand and connect with employees' perspectives while maintaining professional boundaries.
Discretion & Confidentiality: Unquestionable integrity and the ability to handle highly sensitive information with the utmost professionalism.
Leadership & Influence: The skill to guide, mentor, and persuade others, including senior leaders, toward positive outcomes without direct authority.
Problem-Solving & Decision Making: Strong analytical skills to assess situations, evaluate options, and make sound, timely decisions.
Adaptability & Change Management: Resilience and flexibility to navigate a fast-paced environment and lead others through organizational change.

Education & Experience

Educational Background

Minimum Education:

Bachelor's Degree

Preferred Education:

Master's Degree in a relevant field
Professional HR Certification (e.g., SHRM-SCP, SHRM-CP, SPHR, PHR)

Relevant Fields of Study:

Human Resources Management
Business Administration or Management

Experience Requirements

Typical Experience Range: 5-8 years of progressive experience in Human Resources roles.

Preferred: At least 2-3 years of experience in an HR management, supervisory, or senior HR Business Partner capacity, demonstrating leadership and strategic responsibility.