HR Manager job description

Human resources — HR Manager
Runs the HR team and owns policy, employee relations and compliance.

RESPONSIBILITIES
- Design the sourcing and screening approach for a whole hiring campaign, and check the pass-through data at each stage for unfair or unexplained drop-off.
- Train managers to interview in a structured way, review their scoring for bias or drift, and fix question sets that do not predict success in the role.
- Redesign the onboarding program from new-hire feedback and early-leaver data, and get managers to own their part of it.
- Investigate complex or senior allegations, including ones with several complainants, and write reports that stand up to challenge at appeal or in a legal claim.
- Handle contentious cases, such as parallel grievances or appeals, and prepare the case file and witness evidence for a possible legal claim.
- Advise leaders on changes with legal risk, such as restructures, and assign each HR legal and reporting duty an owner and a deadline.

REQUIREMENTS
- Experience at the HR Business Partner level (level 3 of 5) or equivalent
- Holds SHRM Certified Professional (SHRM-CP)

REQUIRED SKILLS
Talent Acquisition
- Job Requisition and Role Scoping — You can scope roles that are new to the organization or sit across several teams, and set the requisition standard other recruiters and managers follow.
- Candidate Sourcing and Screening — You can design the sourcing and screening approach for a whole hiring campaign, and check the pass-through data at each stage for unfair or unexplained drop-off.
- Structured Interview Design — You can train managers to interview in a structured way, review their scoring for bias or drift, and fix question sets that do not predict success in the role.
- Offer Management and Pre-Employment Checks — You can set the offer approval rules and the checks each role needs, and fix the steps that keep delaying start dates.
- New Hire Onboarding Delivery — You can redesign the onboarding program from new-hire feedback and early-leaver data, and get managers to own their part of it.

Employee Relations
- Employee Relations Case Handling — You can oversee a team's caseload, spot patterns that point to a wider problem, and raise them with leaders and, where employees are represented, their representatives.
- Workplace Investigation Conduct — You can investigate complex or senior allegations, including ones with several complainants, and write reports that stand up to challenge at appeal or in a legal claim.
- Disciplinary and Grievance Procedure Management — You can handle contentious cases, such as parallel grievances or appeals, and prepare the case file and witness evidence for a possible legal claim.
- Employment Law and HR Compliance — You can advise leaders on changes with legal risk, such as restructures, and assign each HR legal and reporting duty an owner and a deadline.
- Absence and Leave Management — You can review absence data across the organization, fix the policy or process gaps it reveals, and train managers to hold return-to-work conversations well.

HR Operations
- HR Records and HRIS Administration — You can lead a change to the HR system, such as a new module or a migration, and keep records complete and correct through it.
- Payroll Input and Benefits Administration — You can run the payroll and benefits calendar across several teams or countries, resolve disputes with the payroll provider, and tighten the controls that keep failing.
- HR Policy Writing and Maintenance — You can review the whole policy set on a schedule, remove overlaps and contradictions, and make sure managers use the policies rather than work around them.
- People Data Reporting and Analytics — You can set up the people metrics a business area tracks, define each one clearly, and make sure the data behind them can be trusted.

Performance & Growth
- Performance Review Cycle Administration — You can improve the review process from what went wrong in the last cycle, and train managers to write reviews that rest on evidence rather than opinion.
- Manager Coaching on People Issues — You can build the confidence of a group of managers so fewer issues reach HR, and spot when a manager needs development rather than case advice.
- Learning Needs Analysis — You can build the organization's learning plan from the needs analysis, and set its priorities against the budget.
- Compensation Benchmarking and Pay Banding — You can run the annual pay review, test pay for unexplained gaps between groups, and recommend fixes with their cost.
- Learning Program Design and Delivery — You can evaluate a learning program by comparing participants' work performance before and after, and change the design when the results fall short.

People Strategy
- Workforce Planning — You can plan across several business areas, test the plan against scenarios such as slower growth, and agree the trade-offs with leaders.
- Organizational Design and Change — You can design a new structure for a business area, weigh the options against cost and how work flows, and lead the people side of putting it in place.
- Employee Engagement, Wellbeing and Inclusion — You can choose the listening methods for the organization, such as surveys and focus groups, and check whether wellbeing and inclusion programs changed the results.
- HR Business Partnering — You can coach a senior leadership team through a people change, and show with data how it moved the measures the leaders chose.
- Talent and Succession Planning — You can build succession plans for critical roles across several business areas, and test the talent criteria for unfair gaps between groups of employees.

Delivery
- Project Management — You can keep several people's work in step across teams, agree priorities and hand-offs with them, and keep one shared task list that all of them actually use.
- Planning & Estimation — You can estimate work that spans several teams, name the assumptions behind each figure, and rework the plan when those assumptions break.
- Ownership & Accountability — You can hold accountability for outcomes delivered mostly by other people, taking the blame when it fails and passing on the credit when it works.
- Quality Focus — You can set how quality is checked on complex work shared by several teams, and you spot the problems that only appear where their pieces meet.

Craft
- Problem Solving — You can make the call on a problem outside your expertise and explain its cost, time and risk.
- Domain Expertise — You can bring in good practice from outside the organization and make it work here, and your judgment clearly improves the work you touch.
- Continuous Learning — You can judge which new ideas are worth the team's time and which are not, and you make room for the people around you to learn too.

Communication
- Communication — You can bring disagreeing groups to agreement on the facts and the next steps, and help colleagues frame a difficult or sensitive message.
- Collaboration — You can align teams with competing priorities on a common goal, surfacing the conflict early instead of letting it harden into resentment.
- Writing & Documentation — You can own the documents behind a large piece of work, coordinating contributions so that people who were not involved can carry it on.
- Stakeholder Management — You can hold senior and external relationships, negotiate between competing demands, and deliver unwelcome news without losing trust.

Leadership
- Leadership — You can lead across team boundaries, build the credibility that makes people follow you by choice, and create room for others to lead.
- Mentoring — You can develop other mentors, coach people through career decisions rather than tasks, and lift the capability of a whole team.
- Strategic Thinking — You can set direction for an area, choose deliberately what not to do, and defend that choice when it is challenged.

REQUIRED CERTIFICATIONS
- SHRM Certified Professional (SHRM-CP) (required from HR Manager)