Develops human resources policies and programs and directs the staff in managing and implementing programs that support employee engagement, productivity, and company objectives.
Manages key HR functions, including recruiting, employee/labor relations, health and safety, compensation, benefits, training, diversity, payroll, and employee records. Develops and delivers internal staff communications. Evaluates, selects, and manages relationships with vendors to provide supplemental HR processes and services. Maintains employee records of pay, benefits, accidents, performance, and other activities and files reporting required to comply with labor laws and regulations. Collaborates with leadership on special projects.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Human Resources Manager skill and competencie below to view definitions.
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Explains the importance and advantages of benefits program.
Level 2 Behaviors
(Light Experience)
Documents and maintain administrative procedure manuals for managing the benefit program.
Level 3 Behaviors
(Moderate Experience)
Formulates a benefits plan program based on the results of employee needs assessment and gap analysis.
Level 4 Behaviors
(Extensive Experience)
Leads the design and implementation of the company’s benefit programs and activities.
Level 5 Behaviors
(Mastery)
Develops communication strategies to ensure benefit programs are fully understood by stakeholders.
Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Explains the importance of compensation management in retaining and alluring our employees.
Level 2 Behaviors
(Light Experience)
Identifies and analyzes appropriate compensation for each job to provide pay grade and salary range.
Level 3 Behaviors
(Moderate Experience)
Performs statistical analyses to support the implementation and management of compensation programs.
Level 4 Behaviors
(Extensive Experience)
Manages our compensation program to assure an appropriate approach is established for compensation claims.
Level 5 Behaviors
(Mastery)
Develops and maintains a framework for market-based salary ranges and compensation plan structure.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Documents best practices in planning and organizing work to address important tasks.
Level 2 Behaviors
(Light Experience)
Discusses the positive and negative outcomes of planning and organization in the workplace.
Level 3 Behaviors
(Moderate Experience)
Helps set up new practices to anticipate and address the needs of planning and organization initiatives.
Level 4 Behaviors
(Extensive Experience)
Facilitates the adoption of advanced tools to streamline the process of planning and organization.
Level 5 Behaviors
(Mastery)
Develops best practices in planning and organizing activities to improve organizational efficiency.
Skill definition-Resolving all disagreements and confrontations at the individual, group, or situation level.
Level 1 Behaviors
(General Familiarity)
Identifies potential and actual conflicts in own area.
Level 2 Behaviors
(Light Experience)
Compiles information from all the conflicting parties about the reasons for the conflict.
Level 3 Behaviors
(Moderate Experience)
Helps manage disagreements by professionally using facts.
Level 4 Behaviors
(Extensive Experience)
Facilitates the development of creative solutions to conflicts.
Level 5 Behaviors
(Mastery)
Develops the processes in expanding areas of agreement and narrows areas of disagreement.
There are 0 hard skills for Human Resources Manager.
12 general skills for Human Resources Manager, Benefit Programs, Compensation Management, Diversity and Inclusion, etc.
11 soft skills for Human Resources Manager, Planning and Organizing, Conflict Resolution, Coaching Others, etc.
While the list totals 23 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Human Resources Manager, he or she needs to be skilled in Planning and Organizing, be an expert in Conflict Resolution, and be an expert in Coaching Others.
