HR Manager (Managerial Function) - Hire or get hired
Your complete guide to the HR Manager (Managerial Function) Role: Duties, salary & hiring tips
Purpose of the HR Manager (Managerial Function)
The HR Manager oversees the day-to-day HR operations, leading a team and managing core functions including recruitment, employee relations, and policy development.
HR Manager (Managerial Function)'s duties and responsibilities
• Team Leadership:
Manage and mentor the HR team across daily operations.
• Recruitment & Onboarding:
Oversee workforce planning, hiring, and induction processes.
• Performance & ER:
Manage performance processes and provide advice on employee relations matters.
• Policy & Compliance:
Develop and maintain HR policies and ensure legal compliance.
• Reporting:
Provide HR data and insights to support organisational decision-making.
Manage and mentor the HR team across daily operations.
• Recruitment & Onboarding:
Oversee workforce planning, hiring, and induction processes.
• Performance & ER:
Manage performance processes and provide advice on employee relations matters.
• Policy & Compliance:
Develop and maintain HR policies and ensure legal compliance.
• Reporting:
Provide HR data and insights to support organisational decision-making.
Requirements and qualifications for a HR Manager (Managerial Function)
• 5–8 years’ experience in HR roles with team management
• Strong working knowledge of HR legislation and policy
• Experience in recruitment, ER, and performance management
• Excellent leadership and people development capabilities
• HRIS and reporting tool proficiency
• Strong working knowledge of HR legislation and policy
• Experience in recruitment, ER, and performance management
• Excellent leadership and people development capabilities
• HRIS and reporting tool proficiency
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
