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Hiring an HR Manager: Job Description Template

By Agwaonye Samuel


Are you seeking to bring in a skilled HR manager to your organization? Then, creating a captivating job description is vital.

Finding the right HR manager can significantly impact your company’s success in talent acquisition, employee retention, and fostering a positive workplace culture.

In this manual for recruiting an HR manager, we will delve into the fundamental stages of the hiring process, highlight the roles and responsibilities expected of an HR manager, and delve into vital aspects, including compensation and financial implications.

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Responsibilities & Role of an HR Manager

HR Managers are essential for building a strong workforce and ensuring a positive work atmosphere. It’s important to know what they do and their value when hiring.

Let’s explore some of an HR Manager’s important tasks and roles:

  • Talent Acquisition and Recruitment Strategy: Your HR manager will be responsible for developing a recruitment strategy, sourcing top talent, and creating job descriptions that attract candidates with the right qualifications.
  • Employee Relations and Conflict Resolution: The person in this role will be a mediator who handles employee conflicts, provides guidance on workplace issues, and ensures a harmonious work environment.
  • Compliance and Policy Development: They will oversee HR policies, ensuring they comply with labor laws and regulations. They also keep the organization updated on any legal changes.
  • Benefits Administration and Performance Management: The HR manager will manage employee benefits programs, from health insurance to retirement plans, and educate employees about their options. They will facilitate performance reviews, provide feedback to employees, and assist in implementing improvement plans.
  • Training and Development: They will organize training programs and initiatives to enhance employee skills and promote professional growth.

How to Hire an HR Manager

Hiring an HR manager involves a strategic approach to ensure you find a professional who aligns with your organization’s culture and HR goals. 

Here are the essential steps to follow:

1. Define Your Hiring Needs

Before you begin the hiring process, clearly define your organization’s HR needs.

Consider factors such as:

  • The size of your workforce.
  • Specific HR challenges.
  • Any anticipated changes in your HR strategy.

Partner with directors and senior managers to clearly establish your hiring objectives. By outlining your requirements, you will better understand the level of personnel management you need. 

2. Search for Top HR Managers

Consider effective recruitment channels for finding your HR manager. Think about where to find the best candidates for your organization. You can advertise job openings on job boards, use social media, connect with professional networks, and collaborate with recruitment agencies.

Check out some of the various job boards and industry-specific networks:

  • Online Job Boards: Post job openings on popular job boards like CareerBuilder, Monster,  Remember to customize your job listings using our job description template below to attract the right HR manager candidates.
  • Company Website and Social Media: Feature the job listing prominently on your organization’s career page. Utilize platforms like LinkedIn and Twitter to promote your job openings through your company’s profile. Create hashtags to reach a wider target audience.
  • Professional Associations and Networks: Harness HR-related professional networks and associations as they offer a network of HR professionals and provide resources for HR recruitment. Society for Human Resource Management (SHRM), Association of Professional Recruiters (APR), HR-related meetup groups, and HR conferences and events are the best places to get exceptional candidates.

3. Screen Resumes and Applications

Carefully review resumes and applications, looking for candidates with relevant HR experience and qualifications. Pay attention to degrees in HR, business, or related fields, as well as HR certifications such as PHR or SHRM-CP.

Pay attention to their qualifications:

Check for these certifications: 

Decide on the qualification and certification that will impact your company based on your HR needs.

4. Assess Candidates’ Work Experience

Examine the candidate’s past work experience and request examples of their accomplishments and projects that showcase their HR skills. Having expertise in HR software and tools is an advantage.

Prioritize candidates with industry-specific knowledge, which will benefit your company in the long run. 

Technical proficiency cannot be ignored anymore in this time and age; it is important to ask candidates about their level of expertise in major software. Software or tools such as Applicant Tracking Systems (ATS), Learning Management Systems (LMS), Human Resources Information Systems, Customer Relationship Management (CRM), payroll software, employee onboarding software, HR analytics tools, and time and attendance software are vital for improving personnel management in your organization.

5. Conduct Interviews

Schedule interviews with shortlisted candidates to assess their HR skills, experience, and cultural fit with your organization. Ask about their previous HR responsibilities, achievements, and their approach to HR challenges.

Encourage the candidate to provide detailed responses and ask follow-up questions to understand their work experience better. Pay attention to their communication, interpersonal, and negotiation skills.

Assess soft skills such as: 

  • Communication
  • Empathy
  • Conflict Resolution
  • Active Listening
  • Problem-Solving
  • Negotiation
  • Time Management
  • Adaptability
  • Confidentiality
  • Cultural Sensitivity
  • Leadership
  • Stress Management
  • Teamwork
  • Creativity

6. Check References and Cultural Fit

Reference checks and assessing cultural fit are critical steps in hiring, helping ensure you make informed decisions about prospective candidates. 

Contact the provided references to verify a candidate’s qualifications, work history, and performance to provide valuable insights into a candidate’s past work experiences and potential fit within your organization.

Assessing cultural fit can be subjective but crucial for long-term employee satisfaction and organizational cohesion.

Consider asking these questions:

  • Can you provide examples of the candidate’s achievements or notable contributions during their tenure?
  • How did the candidate handle challenges or difficult situations in the workplace?
  • Did the candidate work well with colleagues and superiors? How would you describe their teamwork and interpersonal skills?

A new hire's first day checklist

HR Manager Job Description

Have you ever thought about what makes job ads attractive to job seekers? Well, job postings that are well-written, have clear job titles, provide concise yet detailed job descriptions, and openly share information about benefits and growth opportunities usually catch the eye of more applicants. Crafting a compelling job description is crucial to attracting top HR Manager candidates. Here’s a sample job description:

Download Template

Job Title: HR Manager

Company: [Your Company Name]

Location: [Location]

Job Type: [Full Time / Part Time / Contract]

Salary: [Salary / Competitive / DOE]

About Us:

[Provide a brief description of your company, its values, and its mission.]

The Opportunity: 

Our dynamic company seeks a skilled HR Manager to lead our HR team. You will drive HR strategy, talent acquisition, and employee engagement. With a collaborative and innovative work environment, you’ll have the opportunity to impact our organization’s HR efforts significantly.

Your Responsibilities:

  • Develop and implement HR strategies to support organizational goals.
  • Oversee talent acquisition, recruitment, and onboarding processes.
  • Manage employee relations, conflict resolution, and HR policies.
  • Administer employee benefits programs and ensure HR compliance.
  • Lead training and development initiatives for staff.
  • Conduct performance evaluations and provide constructive feedback.
  • Stay informed about and ensure compliance with legal HR requirements.
  • Foster and promote a positive workplace culture.
  • Handle employee grievances and mediate conflicts as needed.
  • Manage HR budgets and resources efficiently.
  • Oversee HR record-keeping and documentation.
  • Keep abreast of industry trends and best HR practices.
  • Collaborate with leadership to align HR strategies with organizational goals.
  • Monitor and report on HR metrics and key performance indicators.

What You’ll Bring:

  • A bachelor’s degree in human resources, business, psychology, or a related field.
  • [Specify years] of experience in HR management or a related role.
  • Proficiency in HR software and tools, including (mention specific tools if applicable, e.g., ATS, CRM).
  • Strong leadership and communication skills.
  • Excellent organizational abilities.
  • A commitment to promoting diversity and inclusion in HR practices.
  • Knowledge of industry trends and HR best practices.
  • Proven success in HR leadership roles.
  • Experience in [specific aspects relevant to your industry].
  • Strong networking and relationship-building skills.

Our Ideal Candidate is Someone Who Has:

  • Proven success in HR leadership roles.
  • Experience in [specific aspects relevant to your industry].
  • Strong networking and relationship-building skills.

Benefits and Perks:

  • Competitive salary.
  • Health insurance benefits.
  • Retirement plans (e.g., 401(k)).
  • Paid time off (PTO).
  • Professional development opportunities.
  • Tuition reimbursement.
  • Performance bonuses.
  • Stock options.
  • Health and wellness programs.
  • Family-Friendly Benefits (e.g., parental leave).
  • Employee assistance programs.
  • Transportation benefits (e.g., commuter benefits).
  • Life insurance.
  • Relocation assistance.
  • Flexible work arrangements.
  • Casual dress code.
  • Team building activities.
  • Employee discounts.
  • Social responsibility initiatives.
  • Flexible spending accounts.

How to Join Us:

Please send your resume and a cover letter detailing your qualifications to [email address] with the subject line “Application for HR Manager Position – [Your Name].”

[Your Company Name] is an equal-opportunity employer. All qualified candidates will be considered regardless of their race, color, religion, gender, sexual orientation, gender identity, national origin, or protected veteran status.

Closing Date: [Insert closing date for applications]

Note: Customizing this template to align with your company’s precise requirements and the unique responsibilities of the HR Manager position you aim to hire is crucial.

How Much Does it Cost to Hire an HR Manager?

Bringing a recruiter on board is a strategic investment in enhancing your organization’s talent acquisition abilities. It’s crucial to carefully assess the financial aspects of this decision to ensure efficient resource allocation. Now, let’s explore the critical cost factors involved in hiring an HR manager:

Recruitment Expenses

You may need to invest in job postings on various online platforms and job boards to attract a wide pool of candidates. Costs can vary depending on your chosen platforms and whether you opt for premium listings.

Here are the costs of using some job boards and platforms: 

Compensation and Benefits

The core of your financial commitment is the HR manager’s salary. Salaries for HR managers can vary widely based on various factors. Ensure that the salary aligns with market rates and the candidate’s qualifications.

The salary of an HR manager ranges from $55,000 to $117,000.

Some organizations offer performance-based bonuses or commissions to recruiters based on successful placements. This can serve as an incentive for HR managers to excel in their roles.

HR managers are employees, too, so you’ll need to provide them with benefits such as health insurance, paid time off, and retirement plans. Factor in the costs associated with these benefits.

Agwaonye Samuel

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