HR is an all-encompassing department and each member can have nuanced responsibilities.
When it comes to writing the job description for a new HR manager, you might be drawing a blank. You know what your colleagues do but getting this down on paper and making the role appear attractive may be proving elusive.
We’re here to take you through everything that you should include to write a job profile that will wow potential candidates and encourage them to apply.
What duties make up the HR manager role? This can be an endless list, but you’ll want to try to keep this short and engaging for applicants. You can refer to the CIPD Profession Map to find out more about the key competencies that they deem to be essential for HR practitioners.
As you begin to write out the different duties that your HR manager will be responsible for, try to be selective. Consolidate similar duties into broader definitions, while still including the essential details that the candidate will need to know.
Organise the duties into a reasonable flow, for example including all the talent management roles in one section. If the duties seem disorganised, then this can give a negative first impression of the company.
Typically, HR managers will be responsible for the likes of:
- Developing and implementing HR strategies.
- Reviewing and developing HR policies.
- Managing the recruitment and talent management processes.
- Nurturing a positive working environment.
- Managing employee relations.
- Advising managers and c-suite executives of legal standpoints and best practice.
You can add to and tailor these duties, but this list should get you started! This doesn’t have to be an exhaustive list of everything that they will be responsible for in the role, as you can discuss this further during the interview.
When considering the core skills of the role, it’s important to align these with the future goals of the organisation. The strongest skills should be the ones used regularly in the role, though you can include skills that you anticipate being relevant in the future too.
Place an emphasis on both core and soft skills, as HR managers must be proficient in soft skills like communication, organisation, administration and more. Alongside this, they also have to be able to demonstrate skills in policy creation, succession planning and any other core skills your business needs.
HR managers should be fairly experienced, with around three to five years working within the profession. You can supplement this with an additional piece of information inviting candidates with less experience to apply if they feel they have other skills to fill the role.
You may want to specify additional caveats for the experience, for example a period of proven management experience. If the demands of the job are high, then you want to ensure that you’re getting the right person for the role first time.
About Your Organisation
In this section, it’s time to sell your organisation and the workplace. The product or service you offer may not be the most interesting, but you might have a strong track record of employee engagement, interesting perks or an interesting location.
You can also highlight the people that they will be working with, describing the department and the wider workforce. The applicant will likely want to know how many people they will be managing and the HR requirements of the company before they can confidently apply.
Research the Salary
It’s essential to provide candidates with an idea of the compensation that they can expect from the position. Candidates are unlikely to apply to positions without a salary range.
If you post your advert without a salary range, then the candidates that apply may not be interested or qualified for the position. You won’t need to sift through these irrelevant applications if you clearly specify the salary. A salary can add a great deal of context to the job post, so don’t be tempted to skip this step.
If you’re unsure of the market rate for an HR manager, then you should do your research. Generally speaking, HR managers earn £45,000 - £65,000 though this will vary depending on the location, experience level and employer.
You can check out salary guides and calculators to tailor the compensation to the role. Perks can enhance the salary further, as they can save the employee money that they would otherwise spend in their working life. This could include a home working policy, childcare, travel reimbursement, free parking, and more.
Try to frame these as enhancing the salary rather than a reason to offer a lower rate of pay. Show candidates that you’re going above and beyond, instead of trading these perks for a higher rate of compensation.
Ask for Relevant Qualifications
Many HR job description will list a CIPD qualification as desirable, if not essential. This is a highly sought-after qualification that shows the candidate has a sound understanding of HR principles and practice.
A Level 5 Diploma is an appropriate qualification for an HR practitioner of this level to have, or perhaps to be working towards. If you’d be willing to accept a less qualified candidate and put them through this training, then you can also outline this within the job profile.
Ensure that the HR manager is adequately skilled to deal with the challenges of the role, including legal issues and discrimination. Without knowledge of these areas, it’s possible that the manager could handle a conflict poorly and leave the organisation open to legal consequences.
Highlight Training Opportunities
Training is one of the most important aspects for candidates who want to progress through their career. Make sure you highlight this, as this will help you to attract candidates that really care about their personal development.
A formalised training programme is a great element of your organisation to boast about and this will bring you in a different calibre of candidate. HR managers should have a CIPD qualification, but you could offer training opportunities to help them to achieve a prestigious CIPD Level 7 qualification (equivalent to a Master's degree) or pursue an L&D qualification if this is part of their role.
When crafting a job description, you might get wrapped up including all these different elements and forget all about the practical details. Remember to include the basics too, including working hours, location, who the candidate will report to and the details of the hiring manager.
If these details are missing in action, then it can be difficult for the candidate to put the effort into applying as they’re unsure if it’s the right fit. Some candidates may ask for this information directly, so be sure to amend the job description if you find that the same questions are arising from multiple candidates.
Getting the right person for the HR manager position is key, as those in the people profession can create a dramatic effect on the workforce. Craft the perfect job profile and you’ll be on your way to bringing in the right candidates, then interview well to whittle them down to the perfect HR manager for your organisation.