HR Projects Manager - Hire or get hired
Your complete guide to the HR Projects Manager Role: Duties, salary & hiring tips
Purpose of the HR Projects Manager
The HR Projects Manager leads strategic HR initiatives such as system implementations, organisational change, and program development across the employee lifecycle.
HR Projects Manager's duties and responsibilities
• Project Delivery:
Manage HR-related projects from planning to implementation.
• Change Management:
Drive engagement and communication during change processes.
• Stakeholder Engagement:
Collaborate with internal teams and external providers.
• Reporting:
Track milestones, budgets, and outcomes for HR initiatives.
• Process Improvement:
Redesign workflows, tools, or frameworks to improve HR performance.
Manage HR-related projects from planning to implementation.
• Change Management:
Drive engagement and communication during change processes.
• Stakeholder Engagement:
Collaborate with internal teams and external providers.
• Reporting:
Track milestones, budgets, and outcomes for HR initiatives.
• Process Improvement:
Redesign workflows, tools, or frameworks to improve HR performance.
Requirements and qualifications for a HR Projects Manager
• 5+ years’ experience in HR project or transformation roles
• Strong project management and planning skills
• Understanding of change management principles
• Excellent stakeholder engagement and cross-functional coordination
• HR systems and reporting experience
• Strong project management and planning skills
• Understanding of change management principles
• Excellent stakeholder engagement and cross-functional coordination
• HR systems and reporting experience
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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.
