Occupation · SOC 11-3121
Human Resources Managers
Plan, direct, or coordinate human resources activities and staff of an organization.
Median wage
$140,030
$83,790–—
Projected growth
+5.0%
Average growth
Annual openings
1,110
per year
Employed (US)
215,520
Job Zone 4
Typical preparation
Considerable preparation
Stackable credential programs
2,827 mapped
Core skills
SpeakingManagement of Personnel ResourcesActive ListeningReading ComprehensionJudgment and Decision MakingWritingSocial PerceptivenessNegotiationCoordinationComplex Problem SolvingSystems EvaluationCritical ThinkingActive LearningTime ManagementSystems AnalysisPersuasionMonitoringService OrientationInstructingLearning StrategiesManagement of Financial ResourcesMathematicsManagement of Material ResourcesOperations AnalysisTechnology DesignProgrammingOperations MonitoringScienceQuality Control AnalysisOperation and ControlTroubleshootingRepairingInstallationEquipment SelectionEquipment Maintenance
Knowledge areas
Personnel and Human ResourcesAdministration and ManagementEnglish LanguageLaw and GovernmentEducation and TrainingCustomer and Personal ServicePsychologyMathematicsAdministrativeCommunications and MediaSociology and AnthropologyComputers and ElectronicsTherapy and CounselingPublic Safety and SecurityEconomics and AccountingSales and MarketingProduction and ProcessingPhilosophy and TheologyTelecommunicationsHistory and ArcheologyForeign LanguageMedicine and DentistryGeographyTransportationEngineering and TechnologyDesignFood ProductionBiologyFine ArtsChemistryBuilding and ConstructionMechanicalPhysics
Technology & tools
AASoftTech Web Organization ChartADP Enterprise HRADP HR/Benefits SolutionADP HR/ProfileADP Pay eXpertADP Workforce NowADP ezLaborManagerAccountantsWorld Payroll ReliefAllNetic Working Time TrackerApplicant tracking softwareArrow Electronics N/CompassAtlas Business Solutions Staff FilesAuthoria AdviserAutomation Centre Personnel TrackerCeridian Dayforce enterprise HCMCorel WordPerfect Office SuiteData Management TimeClock PlusDefense Travel SystemDeltek VisionExact Software Macola ES Labor PerformanceFacebookFidelity HR/PayrollHalogen e360Halogen ePraisalHarpers Payroll Services HR la CarteHuman resource information system (HRIS)Human resource management software HRMSIBM Cognos ImpromptuIBM Lotus 1-2-3IBM NotesIBM SPSS StatisticsInception Technologies InfiniTimeInfor ERP SyteLineInfor SSA Human Capital ManagementInfotronics Attendance EnterpriseIntuit QuickBooksJantek Electronics Jupiter Time & AttendanceKronos Enterprise Workforce ManagementKronos Workforce TimekeeperLawson Human Resource Management
Representative tasks
Communicating with Supervisors, Peers, or SubordinatesEstablishing and Maintaining Interpersonal RelationshipsStaffing Organizational UnitsResolving Conflicts and Negotiating with OthersMaking Decisions and Solving ProblemsGetting InformationUpdating and Using Relevant KnowledgeProviding Consultation and Advice to OthersEvaluating Information to Determine Compliance with StandardsJudging the Qualities of Objects, Services, or PeopleDeveloping and Building TeamsCoaching and Developing OthersInterpreting the Meaning of Information for OthersGuiding, Directing, and Motivating SubordinatesOrganizing, Planning, and Prioritizing WorkDeveloping Objectives and StrategiesTraining and Teaching OthersWorking with ComputersAnalyzing Data or InformationCoordinating the Work and Activities of OthersIdentifying Objects, Actions, and EventsDocumenting/Recording InformationCommunicating with People Outside the OrganizationProcessing InformationMonitoring and Controlling ResourcesThinking CreativelyScheduling Work and ActivitiesPerforming Administrative ActivitiesSelling or Influencing OthersAssisting and Caring for OthersMonitoring Processes, Materials, or SurroundingsEstimating the Quantifiable Characteristics of Products, Events, or InformationPerforming for or Working Directly with the PublicHandling and Moving ObjectsInspecting Equipment, Structures, or MaterialsPerforming General Physical ActivitiesControlling Machines and ProcessesOperating Vehicles, Mechanized Devices, or EquipmentRepairing and Maintaining Electronic EquipmentDrafting, Laying Out, and Specifying Technical Devices, Parts, and Equipment
Competency framework
Skill expectations by proficiency level.
emerging
Employee inquiries and HR documentation — receive and route under direct supervision within an established HR department, applying standard protocols.HR software platforms and office suite tools — navigate and perform basic data entry tasks to support personnel records maintenance in a corporate environment.New employee orientation materials — assist in delivering structured onboarding sessions to foster understanding of organizational objectives and policies.Employment policies and procedures — read and summarize relevant sections of employee handbooks or labor contracts under the guidance of a senior HR manager.Compensation and benefits records — compile and organize data to support periodic audits of pay structures in compliance with legal requirements.Staffing coordination tasks — assist with scheduling interviews and tracking applicant statuses using human resources software under managerial oversight.Equal employment opportunity guidelines — identify applicable regulations and flag potential compliance issues to a supervising HR manager for resolution.Employee relations concerns — document initial intake of complaints and route them to appropriate HR personnel following established grievance procedures.Time accounting software and attendance records — enter and verify data to support payroll processing in coordination with accounting and HR teams.Active listening skills — apply during employee interactions to accurately capture concerns and relay them to supervisors in a professional HR setting.
developing
Employee questions and work-related disputes — interpret and administer HR policies with reduced oversight to resolve routine personnel issues in a mid-sized organization.New employee orientation programs — plan and facilitate onboarding sessions independently, tailoring content to reinforce organizational values and objectives.Staffing coordination activities — manage recruitment pipelines, conduct interviews, and coordinate hiring decisions for open positions with limited supervisory review.Compensation and benefits policies — analyze market data and internal pay structures to recommend adjustments that ensure legal compliance and competitiveness.HR and ERP software systems — generate standard workforce reports and maintain accurate personnel databases to support management decision-making.Disciplinary procedures — administer corrective action processes, including documentation and employee counseling, in accordance with organizational policy.Equal employment opportunity regulations — advise line managers on compliance requirements and respond to routine policy questions in a corporate environment.Labor contract provisions — interpret standard contract language and communicate terms clearly to employees and supervisors during routine labor relations matters.Performance management cycles — coordinate goal-setting, review scheduling, and documentation processes across departments with moderate managerial oversight.Business intelligence and data analysis software — produce workforce analytics summaries to support HR planning and resource allocation decisions.
proficient
Management-employee relations — serve autonomously as a strategic link between leadership and staff, resolving complex work-related problems and interpreting contracts across a full employee lifecycle.HR department operations — plan, direct, and coordinate the full scope of employment, compensation, labor relations, and employee relations activities with minimal oversight.Difficult staffing situations — independently manage understaffing challenges, referee workplace disputes, administer terminations, and enforce disciplinary procedures in complex organizational environments.Personnel-related hearings and investigations — represent the organization at regulatory proceedings and internal investigations, preparing documentation and delivering testimony as required.Collective bargaining agreements — negotiate contract terms with labor representatives and provide authoritative interpretations of agreement language to operational leaders.Organizational policy advisement — counsel senior managers on equal employment opportunity, sexual harassment prevention, and workplace policy gaps, recommending evidence-based changes.Compensation and benefits program design — analyze and modify pay and benefits structures to achieve market competitiveness while ensuring full statutory and regulatory compliance.Workforce planning initiatives — apply inductive and deductive reasoning to identify talent gaps and develop staffing strategies aligned to business objectives in a dynamic environment.Complex employee relations cases — apply social perceptiveness and psychological insight to mediate sensitive interpersonal conflicts and protect organizational culture.HR technology ecosystems — evaluate and optimize the use of integrated HR, ERP, and document management platforms to improve departmental efficiency and data accuracy.
advanced
Enterprise HR strategy — set the long-term direction for all human resources functions across the organization, aligning talent management practices to executive business objectives.HR leadership team — develop, mentor, and evaluate a team of HR managers and specialists, building organizational capability through structured coaching and performance accountability.Organizational policy framework — lead the design and governance of enterprise-wide policies on equal employment, labor relations, and workforce ethics, driving systemic compliance and culture.Labor relations strategy — direct the organization's approach to collective bargaining at an institutional level, establishing negotiating principles and overseeing multi-cycle agreement outcomes.Executive advisement on workforce risk — deliver authoritative counsel to C-suite and board stakeholders on personnel risk, regulatory exposure, and people-related business continuity issues.Compensation and total rewards architecture — architect and champion enterprise-wide compensation philosophy and benefits strategy to support attraction, retention, and organizational equity goals.HR technology and data governance — lead the selection, implementation, and continuous improvement of HR and business intelligence platforms to enable data-driven workforce decisions at scale.Cross-functional organizational change — lead change management initiatives involving restructuring, workforce reductions, or cultural transformation, coordinating across legal, finance, and operational leaders.External representation and regulatory engagement — represent the organization before government agencies, industry bodies, and legal forums on labor, employment, and HR compliance matters.HR performance measurement systems — design and institutionalize metrics, dashboards, and evaluation frameworks that assess HR program effectiveness and drive continuous organizational improvement.
Also known as
31 alternate job titles map to this occupation.
Diversity and Inclusion DirectorDiversity ManagerEfficiency ManagerEmployee Relations ManagerEmployee Welfare ManagerEmployment ManagerHR Admin Director (Human Resources Administration Director)HR Coordinator (Human Resources Coordinator)HR Department Supervisor (Human Resources Department Supervisor)HR Director (Human Resources Director)HR Manager (Human Resources Manager)HR Ops Manager (Human Resources Operations Manager)HR Supervisor (Human Resources Supervisor)HR VP (Human Resources Vice President)Human Services ManagerIndustrial Relations DirectorIndustrial Relations ManagerLabor Relations DirectorLabor Relations ManagerPersonnel DirectorPersonnel Generalist ManagerPersonnel ManagerPlacement DirectorPosition Description ManagerRecruiting ManagerRecruitment DirectorRecruitment ManagerStaffing ManagerTalent Acquisition DirectorTalent Acquisition ManagerWorkforce Manager