Human resource manager job description

Human resource management Mar 15, 2016

Drafting job descriptions for staff members is part of the human resource manager’s job – but just what should a human resource manager job description look like? You already know how important your key deliverables are to the success of your organization, and you probably know your job so well that it’s hard to look at it objectively.

Alternatively, many people considering careers in human resources may be slightly unclear as to what HR duties consist of. There may be some variation from organization to organization, but the basics in our sample job description below generally apply.

Start with a summary – but do it last when creating the human resource manager job description

You can jot down the important areas of your job as guidelines that will help you to unpack the details, but the summary of your final human resource manager job description, though it may appear at the top of your document, will be written last. Generally speaking, it will look something like this:

“Develops human resource policy and coordinates human resource department activities including recruitment, employment practices, labor relations and employee services including employee benefits and training programs. These tasks are achieved through the performance of the following duties:”

Now detail the duties you perform and the areas you are responsible for

Use the heading “Duties and responsibilities” and get cracking! Here are some examples that should come in handy when developing your human resource manager job description, you can consider sorting them into subheadings, but since many of these tasks overlap, this may prove to be easier said than done. However, you could try to divide these areas into headlines such as ‘Administration’, ‘Recruitment and Selection’, ’Remuneration and Rewards’ and ‘Information gathering and analysis’

  • Analyze wages and salaries as compared to data for related positions and industries to develop a competitive compensation plan.
  • Communicate directives related to equal employment opportunities, employee benefits and compensation policy to guide departmental manager decision-making.
  • Consult with legal specialists to ensure that all policies are compliant with local, federal and state law.
  • Meet requirements for management information needs by developing human resource systems and reports.
  • Supervise the maintenance and analysis of employment records required by departmental managers and local government in compliance with legal requirements.
  • Ensure that procedures and reports comply with legal requirements.
  • Update knowledge of employment legislation, arbitration decisions and collective bargaining agreements in order to understand and communicate recent developments and trends.
  • Recruit and select employees to fill vacant positions within the organization.
  • Plan and conduct induction and orientation of new employees in order to ensure rapid adaptation to company needs and systems and a clear understanding of the goals of the organization.
  • Supervise record-keeping activities including employment contracts, promotions, transfers, pension and insurance details, the results of performance reviews and details of terminations for internal and government reporting requirements.
  • Train managers in procedures for interviewing, hiring, terminating employment, conducting performance reviews and making recommendations for promotions as well as the requirements for workplace safety.
  • Advise managers on the resolution of employee relations concerns.
  • Respond to employee and manager enquiries regarding policies and procedures.
  • Administer performance review systems and programs in such a way that they are effective, equitable and compliant with organizational and legal requirements.
  • Provide remuneration and rewards guidance in the form of clear requirements, policies and procedures.
  • Administer and monitor the provision of additional benefits such as insurance, pensions, leaves and employee assistance programs.
  • Ensure compliance with health and safety legislation through accident reports and investigations, the administration of worker’s compensation claims and regular Safety Committee meetings.
  • Prepare a budget for human resource functions including salaries, incentives and employee benefits programs.
  • Prepare the necessary documentation for severances and resignations as well as the format for exit interviews.
  • Recommend the necessary strategies for employee retention and reduction of absenteeism.
  • Represent company interests during disciplinary hearings and investigations and make recommendations to managers dealing with disputes or misconduct.
  • Contract outside organizations or individual contractors to assist with human resource requirements.

There may be more to job than this – that depends on your organization’s overall strategy. For example, succession planning may be an important part of your job, or your organization may want you to prioritize tasks related to attracting and retaining talent. Your duties are determine by your organization’s aims, how they relate to your daily activities and the HR manager job description. Finally, keep it mind that there are different roles for hr professionals, which includes human resources specialists, human resources director, HR generalist and HR manager. Career development, education and training as well as job duties depend on the role.

Supervisory and advisory responsibilities

Depending on the size of the company you work for, you may have to perform a wide variety of basic administrative tasks, or have a team to assist you. Thus, the content you write under this heading would depend on the employees that report directly to you. For example:

“Supervise administrative assistants such as payroll clerks, filing clerks, and those contributing to staff record keeping.”

You are also likely to have an advisory role, and this can be included in an additional section of your job description or be included in a single heading as seen above.

Qualifications and skills

This heading outlines the qualifications and experience you and your CEO see as being necessary for the performance of the tasks outlined above. Remember that your human resource manager job description may well be used for recruitment purposes should you choose to move on, and the content under your ‘qualifications’ headline will guide your company in selecting the right candidate.

What these qualifications might be will vary depending on your duties and the organisation you work for. For instance, a Bachelor of commerce degree could be sufficient, or you may find that Industrial Psychology is essential to deal with human resource needs. Experience is beneficial. What kind of experience would a candidate need in order to do your job? Consult with senior management in order to determine their opinions on this topic.

Other skills that may prove to be of importance include language and communication skills, mathematical skills and reasoning skills. Certifications and licenses may also form part of the requirements for your post.

Need a better way to manage your human resource operations? Learn more about Deskera HRMS software


Deskera is an award winning integrated business application.

Great! You've successfully subscribed.
Great! Next, complete checkout for full access.
Welcome back! You've successfully signed in.
Success! Your account is fully activated, you now have access to all content.