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Key Responsibilities and Required Skills for a Human Resources Manager

💰 $95,000 - $145,000

Human ResourcesManagementPeople Operations

🎯 Role Definition

The Human Resources (HR) Manager is a strategic partner to the business, acting as the architect of the people strategy and the champion of the company culture. This role is pivotal in cultivating a thriving, high-performance workplace where employees feel valued, supported, and empowered to do their best work. More than just a policy enforcer, the HR Manager serves as a crucial bridge between leadership and employees, balancing organizational objectives with the needs of its people. They are a trusted advisor, a problem-solver, and a proactive leader who oversees the entire employee lifecycle—from attracting top talent to fostering their growth and ensuring a positive and compliant work environment.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior HR Generalist
  • HR Business Partner (HRBP)
  • Talent Acquisition Manager

Advancement To:

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

Lateral Moves:

  • Compensation and Benefits Director
  • Talent Management Director

Core Responsibilities

Primary Functions

  • Develop and implement forward-thinking HR strategies and initiatives that are directly aligned with the organization's long-term business objectives.
  • Drive the full-cycle talent acquisition process, from strategic sourcing and employer branding to interviewing and onboarding, to attract and secure high-caliber talent.
  • Act as a primary advisor for complex and sensitive employee relations issues, conducting thorough, objective investigations and recommending effective resolutions.
  • Champion a positive and productive work environment by developing and leading culture-building initiatives, employee engagement surveys, and action plans.
  • Oversee and continuously improve the performance management cycle, including goal setting, performance reviews, and career development planning to foster a culture of high performance.
  • Ensure comprehensive compliance with all federal, state, and local employment laws and regulations, proactively mitigating legal risks.
  • Manage and administer competitive and equitable compensation and benefits programs, conducting regular market analysis and benchmarking to attract and retain talent.
  • Partner with leadership on organizational design, workforce planning, and succession planning to build a resilient and agile organization.
  • Guide and support managers on all HR-related matters, including performance coaching, disciplinary procedures, team development, and conflict resolution.
  • Design, implement, and maintain company policies and the employee handbook, ensuring they are current, clear, and effectively communicated.
  • Lead the HR team or function, providing mentorship, guidance, and professional development to foster a high-performing HR service delivery model.
  • Analyze trends and metrics using the HRIS to develop data-driven solutions, programs, and policies that address business challenges.
  • Manage the employee lifecycle from a seamless onboarding experience to a respectful and compliant offboarding process.
  • Identify company-wide training needs and collaborate on the design and implementation of leadership and employee development programs.
  • Serve as the administrator for the Human Resources Information System (HRIS), ensuring data integrity, system optimization, and valuable reporting.
  • Lead change management initiatives by developing clear communication plans and providing support to employees and managers during organizational shifts.
  • Administer all employee leave programs (FMLA, ADA, etc.), ensuring compliance and providing clear guidance to employees and managers.
  • Develop and manage the HR department's annual budget, ensuring efficient allocation of resources for programs and tools.
  • Facilitate the annual salary review process, ensuring pay decisions are fair, equitable, and aligned with performance and budget.
  • Build strong, trusted relationships across all levels of the organization to effectively influence and drive people-first initiatives.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis to provide leadership with timely people-related insights.
  • Contribute to the organization's broader data strategy and roadmap, particularly regarding people analytics.
  • Collaborate with business units to translate their unique operational and talent needs into actionable HR requirements and projects.
  • Participate in cross-functional project teams and committees to provide an HR perspective on business-wide initiatives.

Required Skills & Competencies

Hard Skills (Technical)

  • HRIS Proficiency: Deep experience with major HR Information Systems (e.g., Workday, ADP Workforce Now, SAP SuccessFactors) for data management and reporting.
  • Employment Law & Compliance: Comprehensive knowledge of federal, state, and local labor laws (e.g., EEO, FMLA, ADA, FLSA).
  • Full-Cycle Recruiting: Proven ability to manage the entire recruitment process, including sourcing, interviewing, and using Applicant Tracking Systems (ATS).
  • Compensation & Benefits Administration: Expertise in designing and managing compensation structures, benefits packages, and open enrollment.
  • Performance Management Systems: Skill in implementing and managing performance review cycles, goal-setting frameworks, and feedback mechanisms.
  • HR Analytics and Metrics: Ability to gather, analyze, and interpret HR data to generate insights and inform business decisions.
  • Policy Development & Implementation: Experience in writing, communicating, and enforcing clear and compliant HR policies and procedures.
  • Training Program Facilitation: Competency in identifying training needs and facilitating or coordinating development workshops.
  • Change Management: Knowledge of change management principles and the ability to guide an organization through transitions.
  • Employee Relations & Investigations: Formal training or significant experience in conducting fair and thorough internal investigations.

Soft Skills

  • Exceptional Communication & Interpersonal Skills: The ability to communicate clearly, compassionately, and effectively with individuals at all levels of the organization.
  • Empathy & Emotional Intelligence: A natural ability to understand and connect with employees' perspectives while balancing business needs.
  • Strategic Thinking: The capacity to see the big picture and align HR functions with overarching business goals.
  • Problem-Solving & Conflict Resolution: A strong aptitude for navigating complex interpersonal dynamics and finding fair, practical solutions.
  • Leadership & Influence: The ability to guide, mentor, and influence others, with or without direct authority.
  • Discretion & Confidentiality: Unwavering integrity and the ability to handle sensitive information with the utmost confidentiality.
  • Adaptability & Resilience: Thrives in a fast-paced, evolving environment and can manage multiple priorities with a calm and steady demeanor.
  • Business Acumen: A solid understanding of business operations, finances, and how HR contributes to the bottom line.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree

Preferred Education:

  • Master’s Degree in a relevant field and/or professional HR certification (e.g., SHRM-SCP, SHRM-CP, SPHR).

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Industrial-Organizational Psychology

Experience Requirements

Typical Experience Range: 5-8 years of progressive experience within the Human Resources field.

Preferred: At least 2 years of experience in an HR management, supervisory, or senior HR Business Partner role with a demonstrated track record of leading strategic HR projects and managing complex employee relations.

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