GUIDE TO HIRE HUMAN RESOURCES MANAGER

CONTENT

1. Getting started
2. Job description
3. Interview Questions

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1- GETTING STARTED

Why hire a Human Resources Manager?

Human resources managers strategize, coordinate, and direct the employee-related functions of an organization. They oversee the recruiting, hiring, training, and cultivation of staff — and often serve as a link between an organization’s management and its employees. They also develop and maintain HR-related practices and policies, handle employee-related issues, and help keep performances at peak levels. They’re employed in nearly every industry and mainly work in office settings. Some HR managers may travel to other branches of an organization and attend professional meetings or conferences.

You might hire a Human Resources Manager to:

• Assist with recruitment by sourcing and filtering prospective candidates, interviewing qualified applicants, coordinating interviews between hiring managers and candidates, and managing the onboarding process
• Supervise the payroll department to ensure payments and benefits programs are processed correctly
• Maintain and manage learning and development programs for new hires and current employees
• Oversee employee relations — and address workplace issues such as disputes and workplace health and safety

Skills and qualifications to look for in a Human Resources Manager

Although every organization has different needs, many recruiters and hiring managers look for human resources managers with the following skills and qualifications. Understanding which skills and qualifications are required and which are preferred can help you determine the best-fit candidates.

Required skills and qualifications

• Exceptional communication skills, writing skills, and interpersonal skills
• Knowledge of regulatory issues impacting HR
• Problem-solving and conflict-resolution skills

Preferred skills and qualifications

• Experience with HR policies and systems
• Familiarity with HR administration software
• An ethical mindset that emphasizes fairness

2- JOB DESCRIPTION

How to write a Human Resources Manager job description

You can find an excellent human resources manager by creating an effective job description. To attract the right person for the role, share some details about your company’s values and culture. Use brief, bullet-pointed statements to explain how the human resources manager will contribute and how their work will impact the company.

Take time to read through your first draft, keeping an eye open for any inaccuracies or errors. Being direct and concise is always the best approach in a job description.

HUMAN RESOURCES MANAGER JOB DESCRIPTION TEMPLATE

This sample job post will introduce your organization’s culture and values while helping potential candidates understand how they’ll contribute from Day 1.

Sample Human Resources Manager job description

[Company X] has a long history of hiring engaged, productive employees, and we’re looking for a human resources (HR) manager to continue this tradition. The ideal candidate will have experience in HR or employee recruitment, with a thorough understanding of HR policies and procedures. The bulk of the role will involve employee orientation, benefits administration, compensation, rewards, and conflict resolution, and there is a great opportunity for developing and refining systems. We’re eager to find a human resources manager who connects easily with people and has a detail-oriented mindset for handling the dynamic nature of today’s workforce.

Objectives of this role

• Oversee and refine employee standards and procedures, using existing HR systems as well as improved or recommended processes
• Maintain and enhance employee benefits programs, including compensation, health insurance, expense reimbursement, and vacation
• Assist with recruitment efforts, and prepare employees for their assignments by establishing and conducting orientation and training programs
• Ensure compliance with national and local HR regulations by conducting investigations and maintaining records
• Identify and recommend improvements to internal standard operating procedures, including team restructuring and morale building

Responsibilities

• Support departments in developing and delivering strategic HR plans that fit with the overall business direction
• Plan, monitor, and appraise HR activities by scheduling management conferences, resolving employee grievances, training managers in how to coach and discipline, and counseling employees and supervisors
• Champion the onboarding process by ensuring that it's high-quality and up to date, and provide clarity and connection for employees so their roles serve the overall business vision
• Maintain management guidelines by preparing, updating, and recommending human-resources policies and procedures
• Build strong relationships with external suppliers, fostering trust and promoting collaboration
• Handle confidential matters with discretion

Required skills and qualifications

• Three or more years of experience in human resources or employee recruitment
• Exceptional communication and interpersonal skills and an ethical mindset
• Adept at problem-solving and conflict resolution
• Strong problem-solving and conflict-resolution skills
• Familiarity with HR software

Preferred skills and qualifications

• Bachelor’s degree (or equivalent) in human resources or related field
• Experience working with PeopleSoft software
• Strong understanding of national laws related to HR

3- INTERVIEW QUESTIONS FOR HIRING HUMAN RESOURCES MANAGERS

The right interview questions can help you assess a candidate’s hard skills, behavioral intelligence, and soft skills. Explore the top questions to ask and tips for analyzing the answers.

3.1.Hard skills: Use these questions to identify a candidate’s technical knowledge and abilities.

3.2. Behavioral Intelligence: Use these questions to determine how a candidate handled situations in the past.

3.3. Soft skills: Use these questions to assess a candidate’s personal traits and cognitive skills.

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3.1. Top hard skills interview questions

How do you go about finding the best, most qualified job applicants for various positions?

Why this matters:

Recruitment is a major responsibility of human resources managers, so the candidate should be able to outline their sourcing process from end to end clearly. This question gives insight into the candidate’s resourcefulness and leadership skills, ultimately showing how they would drive results and fill open roles at your company.

What to listen for:

• Familiarity with various recruitment tools, such as job boards, direct advertising, employee referrals, and networking events
• Willingness to take initiative and a desire to drive results
• Experience using modern sourcing methods, like social media recruitment, is a plus

Which employee benefits do you believe are most effective at boosting employee engagement?

Why this matters:

Human resources managers play a large part in ensuring an excellent employee experience, and putting together compelling benefits packages is a key part of their role. This question will assess whether the candidate keeps a pulse on evolving benefits and maintains an employee-first mindset.

What to listen for:

• A comprehensive knowledge of different employee benefits and their importance
• A history of surveying employees to hear their feedback and preferences firsthand
• A recognition that there is always room for growth and a desire for continuous improvement

What software or tools are essential for human resources managers in their day-to-day work?

Why this matters:

Human resources managers should be familiar with different computer programs and software that pertain to their role. The answer to this question will show what HR tools the candidate uses daily, and what knowledge they have when it comes to technology and software. While the software used may vary by position, the ideal candidate should be able to adapt to new software and show a desire to learn.

What to listen for:

• Technical skill level that aligns with your current needs
• Technical strengths and weaknesses
• Commitment to continuous learning and a willingness to learn new technologies as needed

3.2. TOP BEHAVIORAL INTERVIEW QUESTIONS

Tell me about a time when you had to resolve a conflict between an employee and upper-level management. How did you handle this?

Why this matters:

Understanding how the candidate handles conflict resolution will help you determine whether they’ll make a good addition to your team. Disputes at any level can be difficult to navigate, but this is something human resources managers deal with daily. The candidate should be able to explain how they mediate major issues between management and employees, clearly showcasing their conflict resolution and leadership skills.

What to listen for:

• Ability to remain impartial
• Strong conflict-resolution and mediation skills
• Comfortability around taking the initiative to defuse conflicts

How do you ensure your team members work well together and cooperate with you on a project?

Why this matters:

Human resources managers are in charge of leading teams on various projects, so this question is designed to evaluate the candidate’s leadership skills and determine whether they’re able to manage different groups of people successfully. The candidate should be able to walk you through their process of leading teams and coworkers, providing clear examples of how they have accomplished this in the past.

What to listen for:

• Examples of techniques for effectively leading teams and coworkers
• Strong conflict-resolution skills, and a desire to maintain a positive work environment
• Awareness of what different personality types need to succeed at work

Have you ever dealt with an unethical situation in the workplace? If so, share an example.

Why this matters:

It is a human resources manager’s job to gauge corporate liability and potential law violations for all stakeholders and leaders of the organization. The candidate should have measures in place if an unethical situation should occur, including a detailed course of action. HR managers should strive to reach the best possible outcome for their organization.

What to listen for:

• A well-thought-out course of action
• Leadership skills and professionalism that helped the candidate handle a potentially high-stress situation
• How the candidate learned from their experience

3.3. TOP SOFT SKILLS INTERVIEW QUESTIONS

What are the three most important aspects of a job in human resources?

Why this matters:

While there are no wrong answers to this question, ideally you are looking for a candidate who aligns with your company’s mission and has complementary values. Hiring employees who work well with your existing team will increase the organization’s chance of success. This is also an opportunity for the candidate to showcase relevant strengths, so their answer should reveal their values and approach to their career.

What to listen for:

• Values that align with your company’s culture and mission
• Relevant strengths and other qualities that relate to the role
• An awareness of how their role impacts others across the organization

What does constructive criticism mean to you?

Why this matters:

This question is designed to gauge how the candidate handles feedback. As a human resources manager, will regularly gather feedback from employees and clients — and this answer will indicate how well they respond to constructive criticism.

What to listen for:

• Excellent communication and listening skills
• Ability to handle constructive criticism and acknowledge improvement areas
• Level of comfort in taking initiative and responsibility

How do you remain up to date on issues of compliance with national labor laws?

Why this matters:

Human resources managers typically deal with issues on the regulation of local and national taxes, minimum wage, worker’s compensation, and health insurance. Since this is a management position, candidates should be familiar with these areas and have key resources at hand to stay compliant with corporate standards.

What to listen for:

• Knowledge of compliance issues and national labor laws
• Commitment to staying on top of advancements in legislation
• Willingness to seek outside expertise when they reach their limitations

Sources: Linkedin

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