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Career as an HR Manager



Who is an HR Manager?

HR managers are the professionals responsible for attracting, motivating, and retaining the most qualified talent by directing the administrative functions of the HR department. Due to the supervisory nature of this position, human resource managers are called upon to handle employee-related services, regulatory compliance, and employee relations, among many other tasks.

What does an HR Manager do?

Human resource managers are responsible for ensuring that the overall administration, coordination, and evaluation of human resources plans and programs are realized. Therefore, their essential job responsibilities include:

  • Developing and administering human resources plans and procedures that relate to company personnel

  • Planning, organizing, and controlling the activities and actions of the HR department

  • Contributing to the development of HR department goals, objectives, and systems

These responsibilities involve achieving the following tasks:

  • Implementing and revising a company’s compensation program

  • Creating and revising job descriptions

  • Conducting annual salary surveys

  • Developing, analysing, and updating the company’s salary budget

  • Developing, analysing and updating the company’s evaluation program

  • Developing, revising, and recommending personnel policies and procedures

  • Maintaining and revising the company’s handbook on policies and procedures

  • Performing benefits administration

  • Maintaining affirmative action programs

  • Overseeing recruitment efforts for all personnel, including writing and placing job ads

  • Conducting new employee orientations and employee relations counselling

  • Overseeing exit interviews

  • Maintaining department records and reports

  • Participating in administrative staff meetings

  • Maintaining company directory and other organizational charts

  • Recommending new policies, approaches,and procedures

Types of HR Managers:

Employment, Recruitment, and Placement Manager

Employment, recruitment and placement managers oversee how and when a company hires employees. They direct their team on where to find talent, how to screen candidates and how to decide which candidates to pursue. Employment, recruitment, and placement managers must have good discernment skills and an eye for recognizing high-quality potential employees. They should have excellent interviewing skills and the ability to work closely with the hiring managers in different departments within the company. Most employment, recruitment and placement managers work under an HR manager or a director of human resources.

International Human Resources Associate

An international human resources associate plays a generalist role within a company’s human resources department, but with global responsibility. Such an associate may post jobs for staff, assist in recruiting efforts by screening candidates, review benefits and compensation packages and engage in other standard human resources activities. The difference between a human resources associate based at company headquarters and one who is international is that the latter must have a solid grasp of employment markets around the world—the cultural aspects, benefits and compensation, and how to best go about screening candidates. This is why they are paid more than national human resources associates. It also helps to be multilingual and live or have lived in the countries the associate is focusing on.

Executive Recruiter

Executive recruiters, sometimes called head-hunters, look for individuals to fill senior executive job positions, generally at corporations or non-profits. Executive recruiters need to know their industries well enough to be able to convince prospects, who are often employed at other companies, to come work for a competitor or a different corporation. Executive recruiters interview candidates for skill and cultural fit, presenting the perfect candidates to the corporation seeking to employ them. The executive search industry can be incredibly profitable for those who are successful at finding candidates to fill positions. They are often paid on retainer, paid in full when the candidate is presented to the company or paid a portion, up to percent, of a hired candidate’s first-year compensation.

Labour Relations Specialist

Labour relations specialists are the bridge between the corporations where they work and the labour unions that company employees participate in. labour relations specialists must be experts in local, state and federal labour issues, so that they can devise contracts that adhere to the laws and politics of labour. A labour relations specialist also is a representative for the company in any legal action and sometimes public relations. The labour relations specialist must always keep a close eye on regulations, ensuring that his or her business is compliant at all times. Negotiating skills, the ability to read, write and interpret legal documents, and good communication abilities are a must.

Human Resources Consultant

Human resources consultants help corporate managers devise policies, employment structures, benefit issues, performance incentives, and anything else that corporations need help with. The consultant, usually a contractor, will come in as an independent expert who provides much-needed insight into a company’s human resources problems. An HR consultant analyses a company’s human resources situation—its labour- and employee relations, the success of its employment system, how well benefits are panning out, and more—and recommends productive changes to that system. Oftentimes, HR consultants come from a background of in-house human resources work and have accumulated years of experience in their profession. Human resources consultants should be competent across the board of human resources skills.

Training and Development Manager

Training and development managers are in charge of all facets of employees’ training, education within the corporation, and career development. They organize orientation sessions for new employees, training sessions for all employees, personal development courses and any other in-person training that employees require to build their careers. Training and development managers are also in charge of composing any training collateral for staff, including manuals and books. People in this position must have excellent people skills, as they commonly hold meetings that require employee interest and motivation. Training and development managers should also have deep knowledge of the laws and compliance requirements within their workplace, so that they can keep employees up to date.

Compensation and Benefits Manager

Compensation and benefits managers are in charge of selecting and implementing the compensation and benefits programs for their corporations. Such managers use their grasp of corporate policy, insurance, and different benefits programs to pick the perfect programs for their company’s employees. They review and modify compensation and benefits programs, making sure such programs enable their business to attract and retain top talent. Compensation and benefits managers must have an excellent grasp of both pay and perks—how they work, how they must be allocated and matching what employees demand with the company’s budgetary constraints. A compensation and benefits manager generally has at least five years of experience in the field.

Human Resources Manager

A human resources manager is an HR generalist who oversees staffing, benefits, training, labour relations, compensation and all other components of a company’s human resources department. HR managers ensure that all procedures are compliant with both company policies and business laws. Human resources managers spearhead teams of recruiters and other specialists, create and facilitate projects, tackles problems and communicate with the director and executive level of a corporate management team. HR managers generally have at least five years of human resources experiences and come from a generalist background, or have the ability to competently juggle an array of human resources tasks.

Human Resources Director

A human resources director is in charge of all human resources activity in a company. That includes creating and implementing company-wide policies, recruitment and retention of employees, insurance, pensions, promotions, the termination of employees and benefits. HR directors also study the industry to devise a compensation system that both attracts talent and takes the employer’s cash flow into consideration. An HR director ensures the morale of existing employees by designing programs and benefits plans that keep employees motivated and working hard. In order to fit personnel activities within the company’s strategy, the human resources director must also ensure that all activities fit within the company’s budget. HR directors generally have around a decade of experience in the human resources field, and many get promoted into the position from an HR manager post.

Chief HR Officer/Vice President of Human Resources

The Chief HR Officer is in charge of all of the human resources systems, policies and goals within a company. The CHRO oversees every aspect of the human resources department, from recruiting and hiring to training and development, as well as contracts, labour relations, benefits, services to employees, disputes, policy creation, and more. The CHRO, as part of the executive management team, reports to the CEO and is intimately involved with the strategic direction of the company. The Chief HR Officer should have one or two decades of experience in positions of increasing responsibility in corporate human resources, as well as well-honed decision making and judgment skills.

Knowledge areas that need to be acquired:

Education:

Human resource managers possess excellent decision-making, strategic thinking, leadership, interpersonal, and ethical conduct skills. Beyond these traits, however, human resource managers must be well-educated in their field of expertise.

Human resource managers typically possess a bachelor’s degree and human resources experience, although many employers prefer their human resource managers to possess a master’s degree in human resource management.

Bachelor’s degrees in human resources may be structured as:

  • Bachelor of Science/Bachelor of Arts in Human Resource Management

  • Bachelor of Science/Bachelor of Arts in Management with a concentration in HR

  • Bachelor of Business Administration (BBA) with a concentration in one of the following:

    • Human resources

    • Organizational behaviour

    • Management and leadership

    • Industrial relations

  • 5+ years of experience in progressively responsible human resource roles

  • 3+ years of experience in labour Relations and Employee Relations

  • 3+ years of experience in a supervisory role

  • PHR/SPHR certification preferred

Skills:

  • Hiring

  • Human resources management

  • Benefits administration

  • Performance management

  • Communication processes

  • Compensation and wage structure

  • Supporting diversity

  • Classifying employees

  • Employment law

  • Laws against sexual harassment

  • Organization

Technology Skills:

  • Social Media Handling

  • Human Resources Information Software

  • Applicant Tracking Systems

  • Knowledge of SQL and Reporting

  • Strong Grasp of the Microsoft Office Product Suite

  • Sound Knowledge of Cloud Technology

  • Gamification Skills

  • Talent Management and L&D Software Management

  • Exposure to Payroll Software

  • Mining Online Databases

Abilities:

  • Mental-ability to understand and learn; judgment, mental vigour, and also adaptability;

  • Moral-energy, firmness, willingness to accept, responsibility, initiative, loyalty, tact, dignity;

  • Educational-general acquaintance with matters not belonging exclusively to the function performed;

  • Technical-peculiar to the function; and

  • Experience-arising from the work.

  • Sympathetic Attitude

  • Quick Decisions

  • Integrity

  • Patience

  • Formal Authority

  • Leadership

  • Social Responsibility

  • Good Communication Skills

Personality:

· Work Styles

Attention to Detail — Job requires being careful about detail and thorough in completing work tasks.

Integrity — Job requires being honest and ethical.

Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations.

Analytical Thinking — Job requires analysing information and using logic to address work-related issues and problems.

Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.

· Work Values

Achievement — Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability, Utilization and Achievement.

Independence — Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.

Support — Occupations that satisfy this work value offer supportive management that stands behind Employees.


Education:

Generally, most of the universities in India impart education in this specialized field of study only at postgraduate level. For pursuing a course in Human Resource Management, an aspirant should be a bachelor's degree holder (10+2+3 of pattern) in any discipline from a recognized university with at least 50 % marks in aggregate. In case of SC/ST/OBC the minimum marks can be 45%. Selection procedure consists of an entrance examination where the aptitude and suitability of the candidates for this specialized field is scrutinized. Most of the government recognized institutes conduct common entrance test. The test consists of questions concerning English, Reasoning, General Science and General Knowledge. The test is followed by a group discussion and interview.

Job outlook:

An entry-level Human Resources (HR) Manager with less than 1-year experience can expect to earn an average total compensation (includes tips, bonus, and overtime pay) of Rs 382,587 based on 364 salaries. An early career Human Resources (HR) Manager with 1-4 years of experience earns an average total compensation of Rs 447,899 based on 1,063 salaries. A mid-career Human Resources (HR) Manager with 5-9 years of experience earns an average total compensation of Rs 718,965 based on 1,779 salaries. An experienced Human Resources (HR) Manager with 10-19 years of experience earns an average total compensation of Rs 1,018,499 based on 1,488 salaries. In their late career (20 years and higher), employees earn an average total compensation of Rs 977,685.

Popular Employer Salaries for Human Resources (HR) Manager

· Capgemini 981k

· EY (Ernst & Young) 1m

· Tata Consultancy Services Limited 1m

· HCL Technologies Ltd. 665k

· Cognizant 899k

· Wipro 1m

· Tech Mahindra Ltd 950k

· Accenture 800k

The top respondents for the job title Human Resources (HR) Manager are from the companies Capgemini, EY (Ernst & Young) and Tata Consultancy Services Limited. Reported salaries are highest at EY (Ernst & Young) where the average pay is Rs 1,300,000. Other companies that offer high salaries for this role include Tata Consultancy Services Limited and Wipro, earning around Rs 1,274,928 and Rs 1,200,000, respectively. HCL Technologies Ltd. pays the lowest at around Rs 665,000. Cognizant and Tech Mahindra Ltd also pay on the lower end of the scale, paying Rs 898,585 and Rs 950,000, respectively.

Employees with Human Resources (HR) Manager in their job title in Gurgaon, Haryana earn an average of 28.1% more than the national average. These job titles also find higher than average salaries in Bangalore, Karnataka (22.5% more) and Mumbai, Maharashtra (15.0% more). The lowest salaries can be found in New Delhi, Delhi (6.5% less).

Frequently Asked Questions:

What is some good advice for HR managers?

Focusing on the bigger picture and being concerned for all employees in board.

Maintaining passion and drive for the work, in place of being distant and cold.

Taking positive approach to communication to keep the organization functional.

Showing up at employee’s desk in place of calling them to the office; it shows the humane contact and genuine interest on part of the manager and does not make her look like a principal.

Developing mentorship programs to clear out plans, goals and monitoring of results. It is important to keep all the departments engaged.

Staying flexible, knowing your vision and using the right blend of technology always helps.

What are the various managerial designations?

The following are accounting certifications and professional designations in the United States: Certified Public HR Manager (CPA), Certified Management HR Manager (CMA), Certified Financial Manager (CFM), Certified Fraud Examiner (CFE), Certified Financial Planner (CFP), Certified Internal Auditor (CIA), Enrolled Agent (EA), Certified Government Financial Manager (CGFM).

What is it like being an HR Manager?

When you think of an HR Manager, perhaps you visualize someone fairly geeky who does nothing but crunch numbers all day, his or her hand a blur on the adding machine. That image is a thing of the past. These days, accounting is more of a team effort, and you are likely to start out as a junior member of a team. You may be responsible for preparing company financial statements, auditing a client's financial statements, or perhaps spending one-on-one time with clients and helping them with their unique accounting issues.

Being an HR Manager in today's world means having the ability to cooperate and communicate with other people, as well as having excellent detective and problem-solving skills. The tasks involved in this career are much more diverse than many people think.

What is the difference between an HR Manager and an auditor?

While both an HR Manager and an auditor are responsible for the accounting processes of a company, there are some differences between the two professions.

An HR Manager is usually an employee of the company for which they work, and the work done by an HR Manager is done on a daily basis.

An auditor, on the other hand, is responsible for reviewing the work of the HR Manager on a quarterly or annual basis, and is often hired from an outside firm to do so.

In summary, an HR Manager will create the financial statements for the company, and the auditor will look the financial statements over to make sure they are accurate.

What is the difference between an actuary and an HR Manager?

Actuaries and HR Managers both work with the same information, both handle financial data, and both generate statistics. Yet each will perform different business functions, and will serve different purposes.

The majority of actuaries are employed in the insurance industry, and deal primarily with risk. They will provide the statistical probability of a future event occurring (such as accidents or natural disasters), and advise managers on how to reduce any likely financial impact of adverse events. They also advise insurance companies how much to charge in premiums and which customers to insure.

HR Managers work with individuals or organizations, handling monetary transactions by recording financial information. Their job may also include financial analysing and reporting, preparing tax returns, auditing accounts, and/or acting as consultants on a wide variety of financial matters. Their duties are typically broader than that of an actuary

How difficult is it to become a Chartered HR Manager?

The chartered HR Manager designation is given to accounting professionals in many countries around the world outside of the USA. The equivalent to a chartered HR Manager designation in the United States is the certified public HR Manager.

Acquiring the required knowledge and developing the skills that are needed in order to be successful can be tough, detailed, and demanding. In order to juggle all the responsibilities of classes, study, work experience, and other commitments, it is extremely important to be focused and organized.

In the end, employers will value the skills and training you have, and this will give them confidence that you will deliver what's required in the workplace.

Are HR Managers happy?

HR Managers rank among the least happy careers. Overall, they rank in the 7th percentile of careers for satisfaction scores. While this strikingly low happiness metric among HR Managers may not be simple to categorically explain, some aspects of the work do paint a picture of long hours and high pressure, brought on by the exhaustive and potentially overwhelming responsibility of preparing and examining other people’s and corporations’ financial records.

Should I become an HR Manager?

The bean counter stereotype that once characterized the accounting industry is no more. While fluency in the language of numbers is valued in a career focused on finances, the contemporary HR Manager and CPA need to be good at more than just math.

Those that do well in the field also have advanced interpersonal and communications abilities and organizational skills. They are detail-oriented and able to analyse large amounts of data – qualities that are very important for those that need to work with analysing and translating complex fiscal information, keeping impeccable accounting records, and preserving financial stability to avoid potential legal issues.

People who pursue this career path generally have an investigative mindset; they enjoy digging for the source of an accounting discrepancy and feel rewarded when they resolve such mysteries. They are also interested in technology and typically love a structured work environment that offers a considerable degree of predictability.

What are HR Managers like?

Based on our pool of users, HR Managers tend to be predominately enterprising people. Next on their interest archetype scale are ‘conventional’ and ‘investigative.’ These three characteristics align perfectly with the work that accounts do.

HR Managers must understand how businesses and enterprises work. They must abide by the conventions and regulations of financial reporting. And they must consistently use their analytical skills to investigate budgets and accounting discrepancies.

What are the professional courses one can pursue as an HR Manager?

Chartered HR Manager, Chartered Certified HR Manager, Certified Public HR Manager, Chartered Management HR Manager, International HR Manager, Chartered Professional HR Manager, Certified Management HR Manager, Certified Practising HR Manager, Public HR Manager, Certified Public Practising HR Manager, Chartered Public Finance HR Manager, Incorporated Financial HR Manager.


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