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)
Compares the pros and cons of two benefits vendors.
Level 2 Behaviors
(Light Experience)
Collects required information to support the analysis of benefits program objective.
Level 3 Behaviors
(Moderate Experience)
Communicates benefits clearly to employees based on company policies.
Level 4 Behaviors
(Extensive Experience)
Analyzes industry trends to help improve overall benefits strategy and program offerings.
Level 5 Behaviors
(Mastery)
Analyzes current benefits costs and creates a budget spreadsheet outlining annual benefits costs.
Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Cites state laws and regulations that impact our organization's compensation management processes.
Level 2 Behaviors
(Light Experience)
Applies compensation survey process using platforms to aggregate and report on market data.
Level 3 Behaviors
(Moderate Experience)
Communicates compensation recommendations to fulfill gaps between the expectations of our employees.
Level 4 Behaviors
(Extensive Experience)
Delivers training on compensation processes to help determine the appropriate employee compensation.
Level 5 Behaviors
(Mastery)
Champions the adoption of new philosophies and technologies for compensation management.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Cites potential challenges and workplace issues in delegating tasks that may impede well coordinated work.
Level 2 Behaviors
(Light Experience)
Assists in identifying and breaking tasks into a sequence of steps for a more organized task plan.
Level 3 Behaviors
(Moderate Experience)
Aligns tasks and priorities with business goals and objectives.
Level 4 Behaviors
(Extensive Experience)
Creates programs to improve planning and organization of work to achieve business objectives.
Level 5 Behaviors
(Mastery)
Builds and designs organizational systems and planning tools to enhance overall productivity.
Skill definition-Resolving all disagreements and confrontations at the individual, group, or situation level.
Level 1 Behaviors
(General Familiarity)
Describes interests and motivation in other parties to better resolve conflicts.
Level 2 Behaviors
(Light Experience)
Acts calmly and rationally in conflict situations with empathy and self-detachment.
Level 3 Behaviors
(Moderate Experience)
Demonstrates good judgment in deciding when to involve a third party.
Level 4 Behaviors
(Extensive Experience)
Aligns personal and organizational values with conflict management tenets in mind.
Level 5 Behaviors
(Mastery)
Creates a climate where disagreement is regarded as healthy and resolvable.
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.
