HR Manager Job Description

What is an HR manager?

A Human Resources Manager (HR Manager) is part of the People Operations/HR team at a company; they manage that team. Human Resource Management (HRM or HR for short) is the function of people management within a company. HR is responsible for facilitating the overall goals of a company via effective administration of human capital — focusing on employees as the company's most important asset. Talent management refers to the entire scope of the human resources (HR) process; it includes attracting, developing, motivating, and retaining high-performing employees. Its goal is to maintain a high-performing workforce through the management of employees. 

Talent management includes a wide variety of processes and functions that range from recruitment to employee retention:

• Job requisition.
• Recruitment planning.
• Job description (a process that should include team members).
• Writing job advertisements.
• Placement and continued optimization of job ads.
• Application review.
• Communication with candidates.
• Phone, online assessment, video, or screening interview.
• Interviews that include multiple employees and team members.
• Background checks and information verification.
• Extending a job offer.
• Negotiation or agreeing upon conditions.
• Employment contract signing.
• Employees' first day and onboarding process.
• Welcoming a new employee and company introductions.
• Job training.
• Setting employee goals.
• Employee coaching, relationship building, and informal feedback.
• Formalized feedback such as employee performance reviews.
• Employee development and continued training.
• Career planning and career path trajectory.
• Promotions, lateral moves, transfers, referrals, internal hires.
• Employment termination, either by choice or by discretion of employer.

What are the job roles and responsibilities of an HR Manager?

The job roles and responsibilities of an HR Manager include the entire scope of the human resources (HR) process: attracting, developing, motivating, and retaining high-performing employees. The goal is to maintain an effective workforce through the management of employees. 

The scope of talent management encompasses much more than the sum of its parts. For example, one aspect of talent management is retention of employees. This objective, however, does not simply mean reactively offering employees more money as they announce their intent to leave the company, but rather fostering a thriving workforce filled with happy employees via company culture, values, and diversity. Talent management involves making sure that newly acquired talent is developed and nurtured to ensure increased business growth and employee productivity and performance. It is the process of retaining and growing the employees hired from a company's talent pool.

Sources:

https://www.smartrecruiters.com/resources/glossary/hiring-team/  https://www.smartrecruiters.com/resources/glossary/recruitment/  https://www.smartrecruiters.com/resources/glossary/talent-management/ 

How to write a job description for an HR Manager:

A company's job description for an HR Manager should include the following sections:

Company Description:

• Company mission.
• Detailed description of the company’s services and/or products.
• Company successes.
• General description of the company work/office environment, compensation, and benefits.

Job Description:

• The HR Manager's goal is to enable the company to be nimble and execute on its priorities by getting the resources needed, while at the same time ensuring appropriate governance. 
• The HR Manager will drive workforce analytics, insights, and reporting  in close partnership with the HR (People) Team, Finance and Business partners, and stakeholders — to support the development, execution, and ongoing refinement of the company’s workforce plan. 
• State if this role will leverage plan data to drive hiring demand and Flex Work forecasting and analytics.
• Primary responsibilities include:
• Measuring, tracking, analyzing, and reporting annual workforce plan, performance, and distribution
• Driving process and governance for approval of incremental headcount for company functions.
• Leading workforce analytics and insights to help drive talent management, planning, and pipelining.
• Leading PMO and analytics work on crucial workforce initiatives.
• Providing data, including scorecards and ad hoc analysis/insights to People (HR) team, Business and Finance leaders, including insightful analysis to inform decision making
• State if position is in-person, hybrid, or remote; give pertinent details.

Qualifications:

Basic:

• Number of years of relevant work experience with a Bachelor’s Degree or at least number of years of experience with an Advanced Degree (e.g. Masters, MBA, JD, MD) or number of years of work experience with a PhD.

Preferred:

• Prior consulting or corporate experience in HR management. 
• Superior strategic and analytical skills with ability to draw key insights from data and develop clear recommendations
• Project management experience with multiple stakeholders — prioritizing and delegating projects/tasks.
• Ability to work across various levels of a company, while building trust and fostering collaboration.
• Expertise in data visualization, analytics and presentation tools (Excel, Powerpoint, Tableau, SQL).
• Ability to thrive in an ambiguous, fast-paced, and dynamic environment
• Strong business judgment and decision making skills.
• Experience working with HR/Company data and systems.
• Experience in running governance structures and processes to facilitate executive decision making.
• Expertise in data analysis and presentation. See beyond the numbers to inform, influence, support, and execute decisions.
• Strong business acumen to understand business needs, scope data requirements, synthesize relevant insights, and develop clear and context appropriate recommendations.
• Strong communication, presentation. and influencing skills to make compelling insights/solutions presentations to stakeholders at all levels.
• Ability to manage multiple concurrent projects that require inputs from cross-functional stakeholders while balancing impact on business needs.
• Exceptional judgment and discretion when dealing with highly sensitive people data.

Additional Information:

• COVID-19 vaccination policy.
• Statement regarding Equal Employment Opportunity and Affirmative Action.
• Statement that qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.  
• State if the company will also consider for employment qualified applicants with criminal histories in a manner consistent with EEOC guidelines and applicable local law.
• State if the company will consider for employment qualified applicants with criminal histories in a manner consistent with applicable local law.

Work Hours:

• State hours or if varies upon the needs of the department.

Travel Requirements: 

• This position requires travel X% of the time.

Physical Requirements: 

• State if this position will be performed in an office setting and will require the incumbent to sit and stand at a desk, communicate in person and by telephone, and frequently operate standard office equipment, such as telephones and computers.

Source: https://jobs.smartrecruiters.com/Visa/743999814386618-senior-hr-analytics-manager