Admin and Human Resources Manager Job Description, Skills, and Salary
Are you searching for an admin and human resources manager job description? Get to know about the duties, responsibilities, qualifications, and skills requirements of an admin and human resources manager. Feel free to use our admin and human resources manager job description template to produce your own admin and human resources manager job description. We also provide you with information about the salary you can earn as an admin and human resources manager.
Who is an Admin and Human Resources Manager?
The administrative tasks of a company are planned, directed, and coordinated by admin and human resources managers. In addition to recruiting new hires, they are responsible for hiring, interviewing, and training. admin and human resources managers act as a point of contact for employees and administrative personnel during the strategic planning process.
Managers of human resources are in charge of hiring the people a company needs to be successful. To optimize employee value and make sure that everyone is operating as productively and efficiently as possible, this includes collaborating with the administrative team.
In larger firms, admin and human resources managers typically oversee the administrative duties of the human resource departments. Specialty admin and human resources managers who work in areas of HR like salary and benefits, training, and recruitment are common in larger organizations.
A person in charge of an organization’s administrative and organizational operations is known as a human resources (HR) manager. The HR department is often led by the manager, and it serves as a vital link between management and workers.
HR managers are employed in almost every sector. An HR manager is often required to oversee hiring, training, and the organization and growth of the business culture as long as a company has employees.
The human resources department is overseen by admin and human resources managers, who also ensure that the duties and responsibilities carried out by the HR team are met. Because of the breadth of their responsibilities, which range from consulting with top executives on strategic planning to recruiting, interviewing, and employing new personnel, they are frequently considered the bridge connecting an organization’s management and its workers.
Admin And Human Resources Manager Job Description
What is an admin and human resources manager job description? An admin and human resources manager job description is simply a list of duties and responsibilities of an admin and human resources manager in an organization. Below are the admin and human resources manager job description examples you can use to develop your resume or write an admin and human resources manager job description for your employee. Employers can also use it to sieve out job seekers when choosing candidates for interviews.
The duties and responsibilities of an admin and human resources manager include the following;
- Create and manage human resources policies and procedures related to employees of the company.
- Plan, coordinate, and manage the HR department’s operations and actions.
- Help to create the department’s goals, objectives, and methods for HR.
- Put in place and update a company’s compensation plan.
- Establish and update job descriptions.
- Perform yearly salary surveys.
- Create, evaluate, and revise the budget for salaries at the business.
- Build, evaluate, and upgrade the business’s evaluation program.
- Make recommendations for, and make changes to, personnel rules and procedures.
- Keep the company’s policy and procedure manual up to date.
- Take care of benefits administration.
- Maintain programs for affirmative action.
- Direct all hiring processes, including creating and distributing job advertisements.
- Conduct orientations for new hires and counseling for employee relations.
- Watch over exit interviews.
- Keep departmental reports and records up to date.
- Attend meetings of the administrative staff.
- Maintain organizational charts and corporate directories.
- Advise on new guidelines, techniques, and policies.
- Hire top-notch personnel.
- Preserve a simple onboarding procedure.
- Coach, guide, and train our staff.
- Settle disputes through effective, qualified mediation.
- Perform the required administrative tasks.
- Conduct evaluations of pay and performance.
- Establish clear policies and make sure people are aware of them.
- Make reports that are simple and precise.
- Give informative and interesting presentations.
- Preserve and report compliance with workplace health and safety laws.
- Handle disciplinary, termination, and investigation processes at work.
- knowledge of Microsoft programs including Word, Excel, and Outlook.
Qualifications
- A certification in human resource management that is on par with a bachelor’s degree.
- Knowledge of human resources or a closely connected topic.
- Possibility of creating and maintaining a positive working environment.
- Knowledge of training and coaching staff.
- Experience with workplace investigations, disciplinary procedures, and dispute resolution.
- Experience upholding and adhering to workplace confidentiality.
- Having the ability to present.
- Awareness of pertinent health and safety regulations.
- Experience in a range of computer duties.
- Proficiency with Microsoft products, such as Word, Excel, and Outlook.
Essential Skills
- Communication: Perhaps the most crucial ability a human resources manager needs to have is communication. To handle daily activities, a competent HR manager needs to have excellent written and verbal communication abilities. Here are a few instances of HR tasks that call for exceptional communication abilities:
- Salary negotiations
- Benefit explanation
- Resolution of disputes
- Business presentations
- Employee handbook update
The ability to communicate nonverbally is equally crucial. During conversations or presentations, an HR manager can discern from a person’s body language whether they are lying, uncomfortable, or bewildered. This is beneficial if an employee brings a discrimination claim or a candidate for employment is interviewed.
- Organization: If you lack organizational abilities, it might be tough to manage the demands of both staff and business owners. The manager might not know the solution right away when an employee brings a question or issue to the HR department. He or she ought to be aware of where to look for the needed data, nevertheless.
Both online and physical information is organized by many HR managers. This implies that there could be collections of file folders containing both sensitive material and general company information. Software for resource management can help human resources managers with payroll, staff schedules, and benefits administration. Business-oriented software makes it easier to manage HR by providing essential data on a useful platform.
- Tech savvy: The days of HR managers doing performance assessments by hand or using typewriters are long gone. Visual planning tools, electronic spreadsheets, and online databases are frequently used by human resources professionals. A tech-savvy HR manager may also maintain company blogs, make PowerPoint presentations, and monitor workplace data.
Digital transformation could lessen the need for overtime. 94% of business professionals claim that using software for visual planning helps them save time. Given that one in three HR managers work more than 40 hours a week, time management is important in the HR industry.
- Flexibility: Structure makes a business work more efficiently, but HR management calls for a lot of flexibility. Daily job responsibilities change, and unforeseen problems can happen at any time. It is impossible to forecast whether or when a benefit provider will suddenly change its policy or when a workplace injury may occur.
- Patience: Those of you who are parents or who still have memories of elementary school certainly know what tattling is. When someone is tattling, they may occasionally make a goofy noise or stick out their tongue. Other times, grievous allegations of harm or bullying are made in complaints.
This is also how an HR manager lives. An HR manager may deal with grievances ranging from “Ross won’t stop caressing me and saying I’m gorgeous” to “I don’t want to sit by Judy because she smells” during a typical workday. It’s also possible that you’ll need to address consumer complaints about insurance and other benefit providers for your company or settle conflicts between employees and their managers. All of this necessitates a composed, patient disposition. No matter how minor or significant the issue, employees depend on HR managers to resolve it.
- Negotiation: When an employee brings a problem to HR management, they frequently think they are right and the other parties are wrong. This holds regardless of whether the issue at hand is one of compensation, hours, duties, or another kind.
As conflicts emerge, an HR manager engages in negotiation with the involved parties. Negotiations may be appropriate in the following instances:
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- An experienced or college-educated recruit will demand more money than the typical starting salary.
- An existing employee threatens to leave the company if they don’t get a raise.
- An employee wants to stay with the company but finds the workload too much.
- A worker refuses to collaborate with a certain manager
In these situations, a human resources manager must find solutions that benefit both the employer and the employee.
- Ethical Behavior: Management of human resources calls for moral behavior that protects the reputations of all stakeholders. But that’s challenging because HR-related problems frequently have ambiguous problems with ambiguous solutions.
A successful HR manager must be able to act quickly when there are no clear-cut right or wrong answers. These choices must always safeguard the business and its workers. That means that no solutions should ever be based on favoritism, racism, sexism, or other forms of prejudice.
- Compassion: Even when employers have generous benefits, many employees are too afraid to ask for personal time. Employees worry that management may think they are careless, unreliable, or uncommitted to their jobs.
HR managers must keep in mind that employees have lives outside of work. A human resources manager should not question or judge an employee who confides they are taking time off of work. The HR manager should treat complaints from employees concerning serious workplace problems like sexual harassment or racism with dignity.
- Commitment: A human resources professional needs to sincerely care about the state of the business to succeed. It’s challenging for an indifferent HR manager to give staff advice and resources.
For HR managers, commitment and loyalty are crucial qualities. An HR specialist must finish tasks on time, fix problems, and consider the needs of employees. Sincere attempts may make staff members feel inadequate or undervalued, which may raise the likelihood that they may leave their jobs. Even if workers remain, they could not provide their best job if they don’t feel respected or valued.
- Teamwork: Employees in HR are frequently seen as collaborators who promote a spirit of cooperation inside their company. Strong HR professionals must therefore have methods for bringing people together, identifying problems, and mediating conflicts so that teams can succeed.
- Scheduling: The creation of timetables for part-time and full-time employees frequently falls under the purview of HR specialists. These workers ought to be adept at making timetables and disseminating them to staff members as required.
- Leadership: The efficacy and creativity of this crucial department are driven by leadership, making it a crucial attribute to have in HR departments. Strong leaders support staff in streamlining processes to increase their effectiveness in human resources. HR executives frequently stress the importance of using technology to streamline tedious tasks.
- Adaptability: The capacity to be flexible in the face of change and to make wise decisions when faced with fresh information is known as adaptability. Flexible employees put a strong emphasis on improving their abilities in self-evaluation, change management processes, human resources information software (HRIS), ingenuity, and innovation.
- Confidentiality: Confidentiality training helps HR professionals improve their reliability, discretion, onboarding, regulatory compliance, worker’s compensation, and professional ethics.
- Project management: Project management is crucial for many elements of HR, including hiring, developing employee programs, putting policies into place, and more. An advantage in the field of project management is having a background that includes specialized education and training.
How to Become an Admin and Human Resources Manager
- Obtain your 10+2 or an equivalent degree: Completion of 10+2 or higher secondary is frequently the very minimum requirement to acquire a diploma or bachelor’s degree in human resource management (HRM). For admittance into the human resources industry, you can study your 10+2 in any topic. Additionally, you might need a GPA of at least 60% to enroll in undergraduate or diploma programs.
- Get a bachelor’s degree or the equivalent: Obtaining a diploma in HRM is the first step in any degree or program in human resources. A bachelor of arts or a bachelor of business administration (BBA) is an additional option (BA). You can enroll in a dual-degree program, such as a BBA-MBA, after passing an entrance exam. Getting a score above 60% will help you acquire admission to a desirable college because many universities base admission on the marks earned in the 10+2 for BBA and BA courses. So before applying, learn about the prerequisites for any institution or university.
- Achieve a master’s degree: A master’s degree is typically required by employers for admin and human resources managers, preferably in business administration, labor law, or human resources. A reputable college may offer an MBA or master of business administration program. To get into an MBA college, take a lot of entrance exams. Additionally, a master’s degree is needed to enroll in a Ph.D. program in human resource management. Your pay potential can grow and you can advance in your profession more quickly if you enroll in a master’s or doctoral program.
- Obtain certification: Although certificates are optional, they might show a potential employer that you are an expert in a particular area of human resources. An environment of learning that you can reproduce while working as an HR manager is often created through certifications, which assist bring a deeper and broader perspective to work.
- Apply for positions: Start the application process after you have the experience necessary to be considered for an HR management post. It’s common to need a few years of experience to be an HR manager. So get ready for possible queries about your field during interviews.
Where to Work as an Admin and Human Resources Manager
Nearly every industry employs human resources managers. Most of them spend typical business hours working full time in offices. Some people must travel to attend business meetings or to hire new personnel.
Admin and Human Resources Manager Salary Scale
In the USA, the average income for a human resources manager is $80,000 per year or $41.03 per hour. Most experienced workers earn up to $110,000 per year, while entry-level occupations start at $64,474 annually.
The average annual wage for a human resources manager in the UK is £41,488, or £21.28 per hour. Most experienced workers earn up to £55,000 per year, while entry-level occupations start at £35,754 annually.
The average yearly wage for human resources managers in Canada is $57,950, or $29.72 per hour. Most experienced workers earn up to $88,747 per year, while entry-level roles start at $42,898.
In Australia, an admin and human resources manager makes on average $125,000 a year, or $64.10 per hour. Most experienced workers can earn up to $149,488 per year, while entry-level occupations start at $112,772 annually.