Part of the occupations cluster in the employment knowledge graph — connected to occupations, documents, hiring guides, career guides, country guides and employment law.
What an HR manager does
An HR manager is responsible for how an organisation manages its people. The role spans recruitment, onboarding, employee relations, policy, development and supporting managers with day-to-day people matters.
It balances the needs of the organisation with fair, consistent treatment of staff. HR managers help apply employment policies correctly, support difficult conversations and keep accurate records, working within the law of the relevant country.
Core responsibilities
- Overseeing recruitment, onboarding and induction.
- Advising managers on employee relations and performance.
- Maintaining and applying HR policies consistently.
- Supporting learning, development and progression.
- Keeping accurate employee records and handling sensitive data carefully.
- Helping manage absence, leave, grievances and disciplinary matters.
- Contributing to a fair, inclusive and safe workplace.
Skills and qualities
- Sound knowledge of HR practice and relevant employment rules.
- Strong interpersonal skills and discretion.
- Fairness, impartiality and good judgement.
- Clear written and verbal communication.
- Organisation and accurate record-keeping.
- Calm handling of sensitive and confidential situations.
- A relevant qualification or membership, where expected.
Typical employers and settings
- In-house HR teams across many industries.
- Public sector and not-for-profit organisations.
- Professional services and consultancies.
- Small and medium-sized businesses with a single HR lead.
- Group functions within larger enterprises.
How the role is recruited
- Roles are advertised directly or filled through HR recruiters.
- Screening reviews a CV, HR experience and any qualifications, plus right to work.
- Interviews explore policy knowledge, judgement and handling of sensitive cases.
- Some processes include a scenario exercise on employee relations.
- Onboarding covers policies, systems, the organisation and stakeholders.
Documents involved
- A job description setting out the scope of the HR role.
- A CV and evidence of relevant qualifications or membership.
- An employment contract including confidentiality terms.
- An offer letter confirming role, level and start date.
- Right-to-work and identity checks as required.
- An onboarding checklist for HR systems and policies.
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