Human Resources Manager - Hire or get hired
Your complete guide to the Human Resources Manager Role: Duties, salary & hiring tips
Purpose of the Human Resources Manager
The Human Resources Manager leads the HR function, overseeing employee relations, recruitment, workforce planning, and strategic people initiatives across the business.
Human Resources Manager's duties and responsibilities
• HR Strategy:
Develop and deliver HR strategies aligned to organisational goals.
• People Management:
Oversee the employee lifecycle including hiring, development, and retention.
• Employee Relations:
Resolve complex ER issues and ensure legal compliance.
• Policy & Systems:
Maintain and improve HR frameworks, systems, and documentation.
• Leadership Support:
Advise executives and managers on people strategy and initiatives.
Develop and deliver HR strategies aligned to organisational goals.
• People Management:
Oversee the employee lifecycle including hiring, development, and retention.
• Employee Relations:
Resolve complex ER issues and ensure legal compliance.
• Policy & Systems:
Maintain and improve HR frameworks, systems, and documentation.
• Leadership Support:
Advise executives and managers on people strategy and initiatives.
Requirements and qualifications for a Human Resources Manager
• 7+ years’ experience in HR, with management responsibilities
• Strong understanding of employment legislation and ER practices
• Excellent leadership and decision-making skills
• Experience implementing HR systems and policies
• Strong interpersonal and communication abilities
• Strong understanding of employment legislation and ER practices
• Excellent leadership and decision-making skills
• Experience implementing HR systems and policies
• Strong interpersonal and communication abilities
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Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
