Hiring the right HR Manager
for your organization

What does a HR Manager do?

The HR Manager job position is likely to be the most ambivalent and versatile function within the Human Resources department. HR managers are not only the go to person for employee & HR compliance topics, but they are also responsible for HR core activities such as recruitment, performance management, talent management and learning & development. 

The role of HR Manager requires hands on collaboration with line managers and top management to successfully roll out HR initiatives and to support change. In addition, HR Managers embody the company’s vision and missions to shape a positive work culture. Doing so, they operate as a link between the organisation’s top management and its employees.

What does the future hold for HR Managers?

What brought them here won’t take them there. The role of the HR Manager will keep growing in this ever changing environment.

Embracing technology and people analytics is key to the evolution of the role. Companies shall train HR Managers to first digitise & automate HR repetitive activities often considered as admin duties. Just like their fellow HR colleagues, HR Managers must become proficient at using HR systems powered by AI & machine learning to produce smarter people analytics and to better support business line managers. 

Moreover, HR Managers should become change agents, allowing companies to break down silos and increase knowledge sharing. Their role shall become essential to lead successful transitions in period of crisis, disruptions or organisational changes.

Business leaders should also rely on their HR Managers to lead the evolution of Performance management. As process owners, HR managers shall find new ways to engage the workforce by taking the process to the next level. A first step towards such objective is the successful integration (and automation) of blended learning opportunities to support individual & corporate objectives and alimented by continuous feedback.

To lead the change, it is critical for the function to become “digitally ready” in front of the HR transformation challenge that has already started.


This position is similar to

Chief People Officer

Chief Personnel Officer

Workforce Officier

Global HR Director


 
 
 
 

How to succesfully hire a HR Manager?

 
 


Create a job description with the desired competencies.

Make a list of the Competencies and Skills you are after and feature them prominently in your job offer. Basing your criteria on skills rather than experience will help you reach a larger talent pool.

Check skillset
 


Test your shortlisted candidates to check behavior fit.

Hiring assessments are great at spotting behavior traits and get an idea of how candidates will fit in your organization. They also help you to run better interviews with candidates.

Check assessments
 
 
 
 

Skillset of a HR Manager

FusionCharts will render here




★★★★ Proficient level required
 Personnel Management  Employee Fairness HR Policies

 Talent & Career Management  Talent Management Process Succession planning Employee retention Employee Engagement

 Compensation & Benefits Management  Compensation & Benefits management Employee Rewards
★★★☆☆ Competent level required
 Performance Management  Performance Management

 Business partnering  Business acumen Employee Relations Business partner

 Change Management  Driving change and innovation Influencing others towards change
Strategic future skill

 People Analytics  People Analytics
Strategic future skill

 Resilience  Acting with integrity Overcoming changes and barriers Taking opportunities to learn and adapt
Strategic future skill

 HR Systems  Applicant Tracking Systems (ATS) Learning Management System (LMS) HR technology
Strategic future skill

 Developing others  Coaching others to succeed Enhancing individual and professional development Sharing knowledge, skills and expertise to others

 Learning & Development  Learning Plan Management Training E-Learning Training Evaluations


Tips

A skills-based approach based on the lastest market data ensures you will look for future-proof candidates

By focusing on skills, not experience, you widen the potential talent pool to a larger set of individuals

Set realistic expectations: don't loose time looking for a "unicorn candidate" and move forward to behavior assessments. Unlike behaviors, skills are easy to be taught once they are clearly identified.

Terminology

Competency

Ability to solve complex business challenges. A competency is typically made of several interconnected sub-skills.

Skill

A hard skill or technical ability required to perform a task. Skills are more fine-grained than competencies and easier to be taught.

Behavior

A set of attitudes and soft skills expected of an individual to suceed in her/his position and organization.

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