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)
Lists the factors that should be considered in the development of the benefits objectives.
Level 2 Behaviors
(Light Experience)
Responds to employee inquiries regarding benefits program.
Level 3 Behaviors
(Moderate Experience)
Reviews cost and usage rates of existing benefit programs to assess actual and perceived value.
Level 4 Behaviors
(Extensive Experience)
Monitors overall benefits benchmarking activities to assess current programs and policies.
Level 5 Behaviors
(Mastery)
Keeps current on latest state laws and regulations impacting employee benefit programs to ensure compliance.
Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Lists the best practices for managing compensation plans in our organization.
Level 2 Behaviors
(Light Experience)
Prepares reports and statistical information to identify potential issues in compensation management.
Level 3 Behaviors
(Moderate Experience)
Utilizes data tools to manipulate data sets for incentive compensation plan design and management.
Level 4 Behaviors
(Extensive Experience)
Oversees the implementation of new techniques to ensure continuous improvement in compensation processes.
Level 5 Behaviors
(Mastery)
Keeps updated on all state laws and regulations that Impact compensation and benefits 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)
Lists commonly used tools in workplace planning and organization.
Level 2 Behaviors
(Light Experience)
Works with specific tools in prioritizing and allocating resources to ensure task accuracy.
Level 3 Behaviors
(Moderate Experience)
Prepares schedules to plan, organize, and complete priorities promptly.
Level 4 Behaviors
(Extensive Experience)
Sets short- and long-term objectives to organize team workload and improve efficiency.
Level 5 Behaviors
(Mastery)
Leads the development of new techniques and strategies to drive effective planning and organization.
Skill definition-Resolving all disagreements and confrontations at the individual, group, or situation level.
Level 1 Behaviors
(General Familiarity)
Lists typical scenarios that lead to conflict.
Level 2 Behaviors
(Light Experience)
Uses the steps of specific techniques for conflict resolution.
Level 3 Behaviors
(Moderate Experience)
Mediates and resolves conflicts among individuals, groups, and departments.
Level 4 Behaviors
(Extensive Experience)
Supervises team leaders to act with integrity as they handle uncomfortable situations.
Level 5 Behaviors
(Mastery)
Transforms stressful disagreements and hostile situations into win-win resolutions.
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.
