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)
Identifies major types of benefits program.
Level 2 Behaviors
(Light Experience)
Performs employees' needs assessment to support the selection and of benefit program.
Level 3 Behaviors
(Moderate Experience)
Recommends improvements to the overall benefits program.
Level 4 Behaviors
(Extensive Experience)
Monitors overall benefits benchmarking activities to assess current programs and policies.
Level 5 Behaviors
(Mastery)
Establishes a periodic evaluation process to assess effectiveness of benefits.
Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Identifies and describes different types of employee compensation in our workplace.
Level 2 Behaviors
(Light Experience)
Prepares reports and statistical information to identify potential issues in compensation management.
Level 3 Behaviors
(Moderate Experience)
Reviews compensation data to assist management with making pay decisions and designing pay programs.
Level 4 Behaviors
(Extensive Experience)
Monitors employee compensation to ensure compensations remain competitive to retain the best talent.
Level 5 Behaviors
(Mastery)
Establishes the guidelines and criteria for evaluating the appropriate employee compensation.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Explains the importance of planning and organization in building a good working environment.
Level 2 Behaviors
(Light Experience)
Identifies key implications of ineffective planning and organization that affects decision-making.
Level 3 Behaviors
(Moderate Experience)
Leverages key performance indicators to measure progress completion against performance metrics.
Level 4 Behaviors
(Extensive Experience)
Manages the planning and sequencing of activities to create well-planned schedules and achieve goals on time.
Level 5 Behaviors
(Mastery)
Establishes standards for planning and organization processes to align efforts with business goals.
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 uncover underlying and unstated issues causing the conflict.
Level 4 Behaviors
(Extensive Experience)
Facilitates the development of creative solutions to conflicts.
Level 5 Behaviors
(Mastery)
Mediates adversary relations between highly charged individuals or groups.
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.
