HR Manager Jobs

Attributes of an HR Manager

Manager level HR jobs tend to be secured by the brightest CIPD-qualified HR professionals. HR Managers will be expected to have at least five years’ experience of generalist HR practice, or specialist experience in, for example, HR recruitment or HR project management. Often employers seek people with the ability to manage multiple projects, work on their own initiative, and make progress within tight deadlines, as time is of the essence when dealing with human resources issues. Because HR is now deemed an important strategic element of running successful organisations, HR Managers will be required to identify priorities and issues - such as the need to rebrand recruitment advertising, or introduce executive coaching - that impact on business and service performance.

Key Responsibilities of an HR Manager

HR Manager jobs extend into many walks of corporate life. The role will typically involve managing a team of HR officers, reporting to the HR Director or management board on HR issues, and managing a budget for all staffing costs, or for elements, such as training or graduate recruitment. Duties might include overseeing recruitment, training, reward structures and staff development, as well as supporting senior managers and taking care of employee relations and equality issues. But there could also be a requirement to lead HR projects such as introducing a company pension or updating the benefits package. HR Managers could be involved in revising and updating HR policy, communicating on changes to employment legislation, and managing diversity in the workplace. They might also deal with ad hoc requests for management information, on for instance absence rates, and retention levels.

Inside the Job

A big issue for HR Managers today is whether they can justify large training budgets to Finance Directors and CEOs, who are likely to argue the case for company cash to go elsewhere. Forward-thinking HR professionals will regularly review their budgets and work hard to ensure the workforce is delivering the right levels of productivity. There may be instances where employees don’t understand their role, and need training support to deliver what the company requires, and evidence of this, and clear, commercially-driven reasoning with the board can help secure the necessary funding.

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