Category: Human Resources Job Descriptions

The job of a Human Resources Manager is to oversee the HR department and make sure that the team performs its tasks and functions. The HR Manager commonly works as a link between the staff and management, performing a range of different tasks. While they recruit, interview, and hire employees, they also consult with top executives in the company about strategic planning.

As a supervisory role, a Human Resources Manager handles tasks such as employee relations, regulatory compliance, and employee-related services. They are vital decision-makers within the company, which means that they need to have strong analytical, communication, and critical thinking skills.

Similar Job Titles:

HR Director, HR Coordinator, HR Assistant, HR Specialist, HR Generalist

What Does a Human Resources Manager Generally Do?

The position of a Human Resources Manager comes with two essential functions—managing the staff and overseeing the HR department functions. The most important tasks that a Human Resources Manager performs include:

1. Recruiting new employees
2. Handling administrative tasks
3. Managing employee relations
4. Oversee training and development

Recruiting New Employees

A Human Resources Manager needs to attract top talent that can help the company grow. Some of the most common tasks that HR Managers perform are recruiting, interviewing, hiring, and onboarding new workers. 

Depending on the structure of the company, a Human Resources Manager often shares these responsibilities with recruiters and other managers.

Handling Administrative Tasks

Human Resources Managers commonly handle various administrative tasks, such as running payroll, scheduling workers, arranging employee files, and processing time-off requests. By performing these tasks, an HR Manager ensures that the processes within the company are legally compliant. 

While plenty of companies employ HR software to streamline most of the administrative tasks, an HR manager still needs to take care of them proactively.

Managing Employee Relations

A Human Resources Manager needs to implement employee relations strategies to create the best possible relationship between the employer and the employees. This includes focusing on particular steps that ensure the general well-being of each staff member. 

It’s the Human Resources Manager’s job to provide a safe working environment where no one has to worry about harassment and discrimination. An HR manager assesses the relations within the company and responds to employee complaints.

Overseeing Training and Development

Human Resources Managers perform assessments to determine when and what kind of training employees need to boost their productivity and performance. This task focuses on evaluating performance records to determine areas that require improvement. An HR Manager identifies the best training solution, such as a seminar or workshop.

A Human Resources Manager also incorporates a strategy for professional development. This includes succession planning for employees that show the desire and competence for upward mobility.

Roles a Human Resources Manager Typically Collaborates With

Some of the most common roles that a Human Resources Manager works closely with are:

Roles Human Resources Managers Collaborate With
Director of Communications	Data Analyst	Account Manager
Chief Executive Officer	Computer Programmer	IT Specialist
Consultant	Content Manager	Project Manager

Human Resources Manager Salary

The average annual salary of a Human Resources Manager in the United States is $78,000.

Based on their education, experience, and the company they work for, a Human Resources Manager earns from $54,000 to $110,000.

What Is the Human Resources Manager Pay Difference by Location?

In some of the most prominent cities in the United States, the average salary of a Human Resources Manager is:

San Francisco, CA	$93,034
Seattle, WA	$81,379
Denver, CO	$75,268
Austin, TX	$73,199
Washington, DC	$82,853
Milwaukee, WI	$73,660
Boston, MA	$83,857
New York, NY	$89,536

What Is the Human Resources Manager Pay Difference by Experience?

Here’s a table of how much a Human Resources Manager earns based on their level of experience:

Years of Experience	Average Annual Salary
< 1	$51,000
1–4	$60,000
5–9	$68,000
10–19	$73,000
20+	$75,000

Human Resources Manager Job Description Template

[Company Name] is looking for an experienced Human Resources Manager to oversee the development, implementation, and assessment of our company’s HR policies, programs, and strategies. 

As a Human Resources Manager at [Company], you will handle employee relations, be in charge of the recruitment process, and collaborate with other managers both locally and internationally. 

Working with our competent HR team, you will establish the best possible pay practices and salary bands to help us attract, recruit, and retain exceptional employees. We need someone with strong analytical and interpersonal skills who can work in a fast-paced and ever-changing environment.

Human Resources Manager Responsibilities

• Manage HR policies, programs, and procedures in line with the overall business strategy
• Oversee the employee recruitment and selection process
• Supervise employee training and development
• Develop and revise an effective compensation program
• Incorporate employee relation strategies and ensure that the company provides a safe working environment
• Manage payroll, benefits, compensation, and pension schemes
• Establish legal compliance throughout the entire HR department
• Produce and revise job descriptions
• Develop affirmative action programs
• Organize reports and employee files
• Create, analyze and update the organization’s salary budget
• Handle wage and performance reviews
• Generate concise and coherent reports
• Oversee the performance of junior Human Resource Managers
• Supervise exit interviews

Human Resources Manager Requirements

• Previous working experience as an HR Manager or Executive
• Comprehensive understanding of HR systems and databases
• Strong analytical, interpersonal, and communication skills
• Extensive knowledge of labor law and optimal HR practices
• Solid experience with coaching and educating employees
• Bachelor’s degree in Management, Human Resources, or another relevant field
• Considerable knowledge of health and safety regulations
• Proficiency with HR metrics
• Excellent administrative skills

An HR Generalist is a go-to person for all tasks in the human resources department of a company. Their job covers a large specter of responsibilities focused on employees and their wellbeing. This includes recruiting, onboarding, managing employee relations, administering benefits and compensation, and the professional and organizational development of employees.

An HR Generalist makes sure all procedures that fall under the human resources department run smoothly and bring value to the company. As the company grows, their role can shift from performing the tasks to overseeing and organizing responsibilities between other HR experts.

Similar Job TItles:

HR Director, HR Assistant, HR Specialist, HR Coordinator

What Does an HR Generalist Usually Do?

HR Generalists run the human resources department of a company and use their extensive knowledge to perform or organize strategic, logistic, administrative, and compliance duties within the company. 

HR Generalists mediate between the staff, managers, and executives to ensure coordination between employee satisfaction and achieving company goals.

Here’s a list of activities An HR Generalist typically performs:

1. Handles employment 
2. Manages the onboarding and training process
3. Controls employee relations 
4. Handles employee compensation and benefits
5. Ensures compliance with labor laws
6. Manages absence administration

Handles employment 

HR Generalists are in charge of conducting the hiring process to make sure only the best talents and qualified professionals fill in the job vacancies of the company. That implies posting job adverts, sourcing talents, performing job interviews, evaluating and narrowing down candidates, and sending job offers. 

 

This is one of the most important segments of the HR Generalist’s job, as the responsibility of hiring the right candidate and retaining them falls directly on him. This segment serves to  assess the HR Generalist’s capabilities of performing other hr-related tasks.

Manages the onboarding and training process

It is useful for any company to facilitate the onboarding process of the new hire, as well as invest in employees’ professional development. HR Generalist uses analytics features and reports to assess the need of providing more information, support, or training programs to employees. 

They make sure employees are equipped with knowledge and skills to perform their daily tasks for the benefit of the company.

Controls employee relations

Handling employee relations is one of the more obvious tasks that HR Generalists perform. This includes managing employees’ daily challenges, as well as relationships with other staff members. 

Activities that fall under HR Generalist’s responsibilities are training managers, handling harassment and other complaints, investigating misconduct, making suggestions to improve employee performance, and firing. The goal is to create a healthy and productive environment that will guarantee the company’s progress.

Handles employee compensation and benefits

HR Generalists serve as a mediator between employees and benefits providers. They offer guidelines for employees’ healthcare-related questions and refer them to carriers for clarifications.

Other administration processes that HR Generalists handle are pension and retirement plans as well as employee perks. Those perks can include on-site daycares, company cars, employee lunches, gym memberships, or team buildings. 

Ensures compliance with the labor laws

One of the most important aspects that the HR department has to deal with is making sure all employer-employee relationships are handled according to labor laws and regulations. It is the HR Generalist’s job to create policies and procedures in accordance with the laws, as well as introduce them to employees.   

They achieve it by providing constant communication, employee education and training, creating and updating employee handbooks, and conducting regular HR compliance audits.

Handles absence administration

Absence administration is another thing that falls under the category of HR Generalist job description. That involves handling employee leave programs for medical or personal purposes, such as maternity/paternity leaves, vacations, or any health-related leave. 

 

Administering this task implies handling a lot of paperwork or keeping a precise record to be able to maintain compliance with the law.  

 

Roles a HR Generalist Typically Collaborates With

Depending on the structure of the company, a HR Generalist can work closely with a number of different roles. Here are the most common ones:

Roles Social Media Strategists Collaborate With
Marketing Director	Account Director	SEO Specialist
Recruiter	Brand Manager	Human Resources Manager
Director of Business Development	Account Manager	Account Executive

HR Generalist Salary

The average annual salary for a HR Generalist in the United States is around $55,000. 

Depending on the experience, the skillset, and the company, an HR Generalist’s annual salary can range between $41,000 and $71,000.

What is the HR Generalist Pay Difference By Location?

Here is how an average annual Social Media Manager salary differs in major U.S. cities:

City	Average Annual Salary
San Francisco, CA	$74,091
Seattle, WA	$62,092
Denver, CO	$55,546
Austin, TX	$54,658
Washington, DC	$61,808
Milwaukee, WI	$50,404
Boston, MA	$60,958
New York, NY	$64,297

What is the Social Media Manager Pay Difference By Experience?

The level of experience also impacts a Social Media Manager’s salary. Here’s a table of average Social Media Manager salaries by experience level:

Years of Experience	Average Annual Salary
< 1	$52,000
1–4	$62,000
5–9	$67,000
10–19	$68,000
20+	$82,000

HR Generalist Job Description Template

[Company Name] is looking for an experienced and energetic individual to become a part of our team in the role of the HR Generalist. 

As an HR Generalist at [Company], you will serve as a vital member of our management and will be in charge of all hr-related practices. You are expected to implement different HR strategies to ensure a positive, productive working atmosphere, as well as an alignment with the company’s objectives. The goal of the HR Generalist is to create a relationship between our management and employees and achieve employee satisfaction while promoting our business strategies.

An ideal candidate has to be a well-spoken, organized, patient, and team-oriented person, with outstanding interpersonal skills and a desire for constant improvement.

HR Generalist Responsibilities:

• Handling recruiting and staffing logistics
• Managing and promoting employees’ personal and professional development for the sake of the company’s progress
• Facilitating communication between managers and employees 
• Communicating and interpreting company policies and procedures
• Analyzing data and making recommendations for improvements to upper management
• Organizing compliance and other types of employee training
• Handling administrative tasks, such as benefits, leave programs, and employee perks
• Producing reports and presenting results of HR metrics

HR Generalist Requirements:

• A bachelor’s/master’s degree in human resources or any other related field
• + years of experience in working as an HR Generalist or in a similar role
• Extensive knowledge of employee benefits, recruiting, payroll, and managing employee relations
• The ability to collaborate and make strong, trustworthy connections with other members of the team
• Great organizational skills
• Outstanding verbal and written communication 
• Experience with payroll and employee data maintenance

A Recruiter’s main task is to fill a job vacancy in the company that hired them. They go through resumes and get in touch with individuals that are qualified for a particular job position. The Recruiter’s job is to interview the candidates and review their work experience to determine whether they meet the company’s requirements. Some of the aspects that they evaluate are punctuality, interview skills, and professional presence.

Aside from finding the right person for the job, a Recruiter also helps applicants get ready for the interview. This includes offering suggestions on how to write the best possible resume and cover letter. Recruiters can act as advocates for the applicants by overseeing salary negotiation. They can also inform them about industry news and provide advice on labor laws and employment issues.

Similar Job Titles:

HR Generalist, HR Coordinator, HR Specialist, Human Resources Manager

What Does a Recruiter Generally Do?

While a Recruiter has the best interests of both the employer and the applicants in mind, the company is their client. Since the employer pays them a fee, the Recruiter’s primary goal is to find the best person that fits the company’s criteria for a particular position. In line with their priorities, a Recruiter commonly performs tasks such as:

1. Understanding the company’s hiring needs
2. Finding talented individuals for job vacancies
3. Overseeing the interview process
4. Following up with the candidates

Understanding the Company’s Hiring Needs

To find the right candidate for a job position, a Recruiter needs to have a comprehensive understanding of the company’s recruitment needs. This includes having a grasp on the company’s mission and projected growth rate. This way, a Recruiter can figure out which job roles should be prioritized. 

The company can have broader and more specific hiring needs. It could be looking to recruit people for a variety of positions across different departments or building a team that consists of specific job roles. 

Finding Talented Individuals for Job Vacancies

When a Recruiter understands the company’s hiring goals, they can look for candidates that are fit for particular job positions. The Recruiter’s task is to post job ads on the company’s website, social media profiles, and relevant job boards. They need to research every individual that applies for an ad and determine whether they might be suitable for the job.

After reaching out to the applicants, the Recruiter needs to assess whether they fit the company’s hiring goals based on their skills, work experience, and professional career goals. If they are a good match for a particular job position, the Recruiter will invite them to an interview.

Overseeing the Interview Process

A Recruiter needs to plan and set up the interview. This task includes managing logistical details, figuring out the time that suits all parties, and preparing both the interviewers and applicants for the interview process. 

Aside from coordinating the interview, the Recruiter also needs to set up a system for gathering feedback. This enables them to know how well each candidate did and prepare a proper follow-up.

Following Up With the Candidates

After the interview and the assessment of each applicant, it is the Recruiter’s job to follow up with the candidates by letting them know about the outcome and the status of their job application. The Recruiter needs to inform the unsuccessful candidates that they didn’t pass the interview and extend job offers to those that have been determined as suitable for the role.

Roles a Recruiter Typically Collaborates With

Let’s take a look at some of the roles within the company that a Recruiter commonly works with:

Roles Recruiters Collaborate With
Chief Executive Officer	Data Analyst	Digital Designer
Consultant	Web Developer	Social Media Specialist
Copywriter	Director of Communications	Project Manager

Recruiter Salary

A Recruiter’s average annual salary in the United States is $49,000.

Based on factors such as their skill set, experience, and the company hired them, a Recruiter earns from $35,000 to $76,00.

What Is the Recruiter Pay Difference by Location?

Here’s the average salary of a Recruiter in some of the most prominent cities across the United States:

San Francisco, CA	$71,667
Seattle, WA	$62,689
Denver, CO	$57,981
Austin, TX	$56,388
Washington, DC	$63,824
Milwaukee, WI	$56,742
Boston, MA	$64,598
New York, NY	$68,972

What Is the Recruiter Pay Difference by Experience?

Based on how many years of experience they have, the average annual salary of a Recruiter is:

Years of Experience	Average Annual Salary
< 1	$42,000
1–4	$50,000
5–9	$58,000
10–19	$61,000
20+	$65,000

Recruiter Job Description Template

[Company Name] is looking for a skilled Recruiter to work with our hiring managers and understand the recruitment needs of our company. You will be responsible for managing the complete recruitment cycle for crucial roles across different departments within the company.

Your job will be to develop a recruitment strategy and produce job descriptions and specifications. You will source, recruit, and help us hire top talent that will boost our company’s growth.

We are looking for a decision-maker with strong interpersonal and communication skills. You need to be able to recognize and attract the best candidates for particular job positions.

Recruiter Responsibilities

• Develop and incorporate an effective recruitment strategy
• Produce and update job specifications and descriptions
• Arrange recruitment materials
• Post job ads on the company’s website, social media channels, and relevant job boards
• Evaluate resumes, cover letter, and job applications
• Perform interviews and evaluate the candidates’ skills, knowledge, and experience
• Follow up with successful candidates and update the company’s internal records
• Be a point of contact between the candidate and the company during the selection process

Recruiter Requirements

• Previous experience in recruitment or human resources
• Bachelor’s Degree in Human Resources Management or another relevant field
• Excellent interpersonal, decision-making, and communication skills
• Extensive experience with conducting various types of interviews
• Comprehensive understanding of HR databases, Applicant Tracking Systems, and Candidate Management Systems

A Payroll Coordinator deals with all payroll-related functions in an organization on a daily, weekly and monthly basis. Typically working in a team and reporting to a Payroll Supervisor, the Payroll Coordinator requires the following skills and attributes:

•         Accounting background
•         Excellent computer literacy
•         Knowledge of all major payroll software packages
•         Knowledge of tax requirements and deduction policies
•         Total attention to detail
•         Expert numerical literacy
•         Ability to work to deadlines

 As well as running the payroll function in an organization, the Payroll Coordinator will often have to answer payroll-related queries, handle discrepancies, manage leave allocations and remain abreast of any legislative changes.

While not a management position, the Payroll Coordinator’s job is of vital importance in an organization, given the level of detail focus required and the financial amounts involved.

 

Similar Job Titles:

Payroll Specialist, Departmental Payroll Clerk, Payroll Clerk,Payroll Processor

What Does a Payroll Coordinator Typically Do?

A Payroll Coordinator runs the entire payroll process in a department or organization. This involves all aspects of remuneration for staff, whether casual, part-time or full-time, and typically involves the following tasks:

•         Creating, maintaining and updating employee records
•         Collecting timesheets and work records
•         Tracking leave taken and remaining
•         Calculating benefits, commission, bonuses and other emoluments
•         Calculating the payroll
•         Preparing payslips or statements of earnings, taxes and deductions
•         Distributing the payroll
•         Reviewing payroll actuals versus budget
•         Ensuring compliance with company policy and legislation
•         Preparing payroll reports for audits and for management

 

Creating, maintaining and updating employee records

All employees, whether casual, part-time, or full-time must be recorded on the system, together with contact details, payment methods, tax details, and any other information required by legislation.

 Collecting timesheets and work records

This involves the collection and filing of all work records for all employees as physical verification of work done. Often, the Payroll Coordinator will be tasked with chasing missing documentation.

Tracking leave taken and remaining

All leave taken and remaining, including paid, unpaid, sickness, and emergency leave, must be tracked and kept up to date on the payroll system. Similarly, any long-service leave increments must be captured and maintained.

 Calculating benefits, overtime, commission, bonuses and other emoluments

All monies due other than standard wages or salaries must be calculated and inputted timeously into the payroll system.

 Calculating the payroll

This will, in most cases, be automatic, but must be cross-checked and verified before payment.

 Preparing payslips or statements of earnings, taxes and deductions

All employee payment records for each payment period must be prepared and verified.

 Distributing the payroll

The Payroll Coordinator must ensure and verify the correct payments are made to the correct recipients at the correct time. This will mostly be by electronic transfer but some employees may also require checks to be delivered.

 Reviewing payroll actuals versus budget

This cross-checks that payroll actuals are in line with budgets and ensures the Finance Department can track cash flow accurately.

Ensuring compliance with company policy and legislation

This involves regular checking that systems for calculating payments, as well as the payments themselves, comply with company policy and with the relevant legislation. It is also periodically necessary to check for changes in the legislative environment and update processes accordingly.

 Preparing payroll reports for audits and for management

Weekly and monthly payroll tracking must be collated and presented to management to allow management reports to accurately reflect actuals. In addition, these reports must be formatted in such a way as to satisfy auditing requirements.

 The role of Payroll Coordinator demands perfectionism, dedication and a love of detailed process.

 

Roles a Payroll Coordinator typically collaborates with

 

Sales Manager	Marketing Manager	Managing Director
HR Manager	Finance Manager	Payroll Manager
Production Manager	Accountant	Operations Manager

 

Payroll Coordinator Salary

How much does a Payroll Coordinator typically make?

The national average salary for a Payroll Coordinator will typically be between $53,000 and $65,000 per annum in the US. The median is around $56,000  

What is the Payroll Coordinator pay difference by location?

Average salaries for a Payroll Coordinator differ by location as follows:

City	Average Salary
San Francisco, CA	$70,000
Seattle, WA	$61,200
Denver, CO	$56,700
Austin, TX	$55,100
Washington, DC	$62,400
Milwaukee, WI	$55,400
Boston, MA	$63,100
New York, NY	$67,400

 

What is the Payroll Coordinator pay difference by experience level?

Depending on experience, pay will vary as follows:

Experience Level	Average Salary
< 1 year	$55,873
1-4 years	$56,878
5-9 years	$56,878
10-19 years	$56,878
20+ years	$56,878

 

Payroll Coordinator Job Description Template

[Company Name] is looking for a tenacious, dedicated and reliable Payroll Coordinator with an accounting background to assist us with payroll duties.

As a Payroll Coordinator with [Company Name] you will be responsible for the end-to-end running of our payroll.  Reporting to the Payroll Manager, you will ensure all remuneration is calculated correctly and paid timeously.

Your role is critical to the smooth running of [Company Name], which prides itself on maintaining a happy team.

Key Responsibilities

The Payroll Coordinator’s tasks will include, but are not limited to:

•         Maintaining accurate and complete employee records across the organization
•         Collating electronic timesheets and work records
•         Maintaining accurate leave taken and remaining records
•         Calculating weekly and monthly payroll
•         Preparing payment records and distribution payments
•         Preparing weekly and monthly payroll reports for management
•         Ensuring all payroll activities are and remain fully compliant with company policy and relevant legislation

Required Skill Set

The Payroll Coordinator should possess the following qualifications, skills and attributes:

•         Accounting diploma or equivalent experience
•         Certified expert knowledge of all major payroll software packages
•         Proven track record of detail focus and accuracy
•         Expert computer literacy
•         Ability to work under deadline pressure
•         Excellent administrative skills
•         Working knowledge of tax law, labor law and other relevant legislation