HR Manager Job Description
Job Summary
The HR Manager is responsible for leading day-to-day human resources operations and supporting the organization’s people strategy. This mid-level role partners with leaders and employees to manage recruitment, employee relations, performance management, policy implementation, compliance, training, and HR reporting. The ideal candidate is organized, people-focused, and able to balance strategic thinking with hands-on execution.
Key Responsibilities
- Oversee daily HR operations, including employee records, policy administration, and HR process improvement.
- Partner with department managers on workforce planning, hiring needs, onboarding, and employee development.
- Manage recruitment activities, including job postings, screening, interviewing coordination, and offer support.
- Address employee relations matters by providing guidance, resolving workplace concerns, and supporting investigations when needed.
- Support and administer performance management processes, including goal setting, evaluations, coaching, and corrective action plans.
- Ensure compliance with employment laws, internal policies, and HR best practices.
- Coordinate compensation, benefits, leave administration, and other employee programs in partnership with payroll or finance teams.
- Identify training needs and help implement learning and development initiatives.
- Prepare HR reports and metrics related to turnover, headcount, recruitment progress, and employee engagement.
- Contribute to initiatives that strengthen company culture, employee engagement, and retention.
Required Qualifications
- Prefer Bachelor’s degree in Human Resources, Business Administration, a related field, or commitment to complete further education in the area of HR as determined by Dakota Milestones.
- Strong knowledge of recruitment, employee relations, performance management, and HR compliance.
- Familiarity with employment laws and HR best practices.
- Experience using HRIS platforms and Microsoft Office tools.
- Excellent communication, conflict resolution, and organizational skills.
- Ability to maintain confidentiality and exercise sound judgment.
Preferred Qualifications
- HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
- Experience supporting a multi-department organization
- Exposure to compensation planning, employee engagement programs, or training facilitation.
Core Competencies
- Leadership and relationship building
- Communication and active listening
- Problem-solving and decision-making
- Attention to detail and organization
- Discretion and professionalism
- Adaptability and change management
