HR Manager (Standalone) - Hire or get hired
Your complete guide to the HR Manager (Standalone) Role: Duties, salary & hiring tips
Purpose of the HR Manager (Standalone)
The Standalone HR Manager is responsible for managing all HR functions independently within a business unit, including compliance, recruitment, performance, and HR advice to leadership.
HR Manager (Standalone)'s duties and responsibilities
• HR Operations:
Manage end-to-end HR processes including contracts, policies, and compliance.
• Workforce Planning:
Support hiring managers in recruitment and onboarding activities.
• Employee Relations:
Provide advice on grievances, conflict resolution, and disciplinary action.
• HR Strategy:
Align HR initiatives with business needs and culture.
• Reporting:
Maintain HR records and prepare workforce analytics.
Manage end-to-end HR processes including contracts, policies, and compliance.
• Workforce Planning:
Support hiring managers in recruitment and onboarding activities.
• Employee Relations:
Provide advice on grievances, conflict resolution, and disciplinary action.
• HR Strategy:
Align HR initiatives with business needs and culture.
• Reporting:
Maintain HR records and prepare workforce analytics.
Requirements and qualifications for a HR Manager (Standalone)
• 5+ years’ experience in a standalone or senior HR role
• Ability to work independently and influence leaders
• Strong knowledge of employment legislation and best practice
• Hands-on experience in end-to-end HR operations
• High-level communication and problem-solving skills
• Ability to work independently and influence leaders
• Strong knowledge of employment legislation and best practice
• Hands-on experience in end-to-end HR operations
• High-level communication and problem-solving skills
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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.
