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Home » Roles » HR manager

HR manager

The human resources (HR) department ensures employees’ growth, efficiency, and well-being.

An HR manager is a multifaceted individual responsible for numerous critical tasks at the forefront of this department. 

What is an HR manager?

An HR manager is the linchpin of the human resources department. This professional serves as the bridge between an organization’s leadership and its employees.

A dedicated HR manager is also responsible for ensuring the company’s human capital is well-maintained, nurtured, and efficiently utilized. 

Moreover, this profession involves creating and implementing HR policies, resolving employee disputes, and overseeing talent acquisition and development.

Duties of an HR manager

An HR manager’s role is multifaceted, encompassing many responsibilities.

Here are some of the core duties HR managers typically handle:

  • Policy development – An HR manager develops and implements HR policies and procedures, ensuring compliance with labor laws and company guidelines.
  • Employee relations – Mediating and resolving employee conflicts is a significant part of an HR manager’s role. HR managers create a conducive work environment by addressing grievances and maintaining a positive workplace culture.
  • Performance management – An HR manager is responsible for monitoring employee performance, conducting appraisals, and implementing strategies for improvement and growth.
  • Training and development – Identifying training needs and organizing development programs to enhance employee skills and career growth is another critical aspect of an HR manager’s role.
  • Benefits administration – An HR manager manages employee benefits, such as health insurance, retirement plans, and leave policies.
  • Compliance and legal matters – Staying up-to-date with labor laws and ensuring the company complies with them is vital. An HR manager also handles legal matters related to employment.

Skills and requirements needed in an HR manager

To excel as an HR manager, individuals need a diverse skill set and specific qualifications.

Here are the essential skills and requirements for the role:

  • Strong interpersonal skills to build relationships and resolve conflicts 
  • Must be approachable and understanding
  • Quick thinking and finding solutions to complex HR issues 
  • Understanding of labor laws and regulations to ensure compliance and handle legal matters
  • Familiarity with HR software and tools for recruitment, performance management, and record-keeping
  • A bachelor’s degree in HR or a related field is often required
  • HR certifications such as PHR (Professional in Human Resources), SHRM-CP (Society for Human Resource Management Certified Professional), or Certified Human Resource Professional (CHRP)

Where to hire an HR manager

Finding the right HR manager can be challenging, but there are various sources and platforms where you can look for qualified candidates.

Here are some hiring avenues to explore:

1. Freelance websites

Freelance websites like Upwork and Freelancer are excellent platforms for finding an experienced HR manager for part-time or full-time positions.

2. Social media and networking

General job boards like the following often feature job listings for HR managers:

These platforms allow you to reach a wide pool of the best HR manager candidates and facilitate the application and screening process.

3. Referrals

Referrals from current employees or industry contacts can lead you to qualified HR manager candidates. This method often yields candidates who are already vetted to some extent.

Salary comparison

According to Payscale.com research, an HR manager’s average yearly income in the United States is $72,693, whereas it is $10,100.89 in the Philippines.

From a similar source, let’s see the total annual salary of the HR manager role from junior to senior position between the United States and the Philippines:

JuniorMidSenior
USA$64,821 $74,077 $78,110 
Philippines$6,537$9,555$11,449

On-site vs. Remote setup for an HR manager

The choice between an on-site or remote setup for an HR manager depends on various factors, including the nature of the organization, its size, and the specific job requirements.

Here’s a comparison of the two setups via pros and cons:

On-site setup

Pros:

  • An on-site HR manager can directly engage with employees, fostering stronger relationships and a better understanding of workplace dynamics.
  • Monitoring employee attendance and ensuring compliance with workplace policies for an HR manager in this setting is more straightforward.

Cons:

  • An on-site HR manager may have a less flexible work schedule and struggle to address off-hours concerns.
  • Finding the right HR manager talent might be more challenging if the organization is remote.
  • Maintaining an on-site HR department requires office space and infrastructure.

Remote setup

Pros:

  • A remote HR manager can work from anywhere, reducing office space and overhead costs.
  • A remote HR manager can offer extended support and address issues outside traditional office hours.

Cons:

  • Building relationships with employees may be more challenging, and misunderstandings can occur due to a lack of face-to-face communication.
  • Coordinating with a remote HR manager in a different time zone can be tricky.
  • Managing sensitive employee data remotely requires robust cybersecurity measures.

HR manager job description template 

This job description template is a comprehensive guide for recruiters looking to hire a skilled and excellent HR manager to oversee the entire human resource process.

It outlines the key responsibilities, qualifications, and application process, clearly showing the role’s requirements and expectations within the organization.

Feel free to customize this template to match your company’s needs and preferences.

HR manager interview questions

Businesses can tailor and employ these interview questions to evaluate and filter candidates for the HR manager position effectively. 

This customization ensures that the chosen candidate is well-suited to meet the specific needs and expectations of the organization.

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