Free HR Manager Job Description Template
A human resources manager job description built on real HR work.
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1.Job Brief (About the Role)
{{Company Name}} is hiring an HR Manager to own the people function across the full employee lifecycle. This role reports to the {{COO / VP People}} and partners with managers on hiring, employee relations, compliance, and benefits for our {{headcount}}-person team.
Three or four sentences: the team, who the role reports to, and why this position exists. Skip generic openers like “We are looking for…”.
2.Responsibilities
- Administer the {{HRIS}} and keep employee records, org data, and reporting accurate
- Own full-cycle recruiting: job postings, interviews, offers, and onboarding
- Handle employee relations issues, investigations, and corrective action with documentation
- Administer benefits open enrollment, leave (FMLA/ADA), and workers’ comp claims
- Run payroll inputs and partner with {{Finance / payroll provider}} on each cycle
- Maintain compliance with FLSA, EEO, and {{state}} labor law; keep policies and the handbook current
- Coach managers on performance management and run the review cycle
- Track HR metrics (turnover, time-to-fill, headcount) and report to leadership
Eight to twelve bullets, each starting with a verb. Keep them specific to the day-to-day work, not aspirational filler.
3.Requirements & Skills
- {{X}}+ years in HR, including {{2}}+ in an HR generalist or manager role
- Working knowledge of FLSA, FMLA, ADA, and EEO compliance
- Hands-on experience with an HRIS and a payroll system ({{Workday, BamboOHR, ADP, or Gusto}})
- Proven discretion handling confidential employee and compensation data
- Bachelor’s degree or equivalent HR experience
List the must-haves: experience, licenses or certifications, the systems and tools used, and any physical or shift realities.
4.Nice-to-Have
- SHRM-CP/SHRM-SCP or PHR/SPHR certification
- Experience supporting a {{multi-state}} workforce
Two to four genuinely optional items. Keep them strictly separate from Requirements so they don’t deter good applicants.
5.Compensation & Benefits
| Pay range | {{Salary Range}} |
|---|
Enter a pay range from local market data — do not leave it blank. Pay transparency improves applicant quality and is now required in many states.
6.Schedule & Work Environment
- {{Full-time}}; standard business hours with flexibility during open enrollment and reviews
- {{On-site / hybrid}} at {{location}}; some availability for employee escalations
- Occasional travel to other sites, if applicable
Be honest about shifts, weekends, overtime, and the physical environment. Realistic expectations reduce early turnover.
7.How to Apply
To apply, {{application instructions — e.g., send a resume and short cover note to careers@company.com}}.
Filled in for a 200-person manufacturing company where this is the sole HR leadership role.
1.Job Brief (About the Role)
Brightline Manufacturing is hiring an HR Manager to own the people function for our 200-person, two-shift plant and office. This role reports to the COO and is our sole HR leader, partnering with floor supervisors and department managers.
2.Responsibilities
- Administer BambooHR: maintain records, run reports, and keep org and PTO data clean
- Run full-cycle recruiting for plant and office roles, from posting to onboarding
- Investigate and document employee-relations issues and guide corrective action
- Lead annual benefits open enrollment and administer FMLA, ADA, and workers’ comp claims
- Prepare bi-weekly payroll inputs and reconcile them with Finance in ADP
- Keep the handbook and policies compliant with FLSA, OSHA recordkeeping, and Ohio labor law
- Coach supervisors through performance reviews and progressive discipline
- Report turnover, time-to-fill, and headcount to the COO each month
3.Requirements & Skills
- 6+ years in HR with 3+ years as a generalist or HR manager
- Solid command of FLSA, FMLA, ADA, and EEO requirements
- Hands-on with BambooHR and ADP payroll
- Trusted with confidential compensation and employee data
- Bachelor’s in HR, Business, or equivalent experience
4.Nice-to-Have
- SHRM-CP certification
- Experience in a manufacturing or hourly-workforce environment
5.Compensation & Benefits
| Pay range | $80,000 – $100,000 per year plus an annual performance bonus |
|---|
- Medical, dental, vision
- 401(k) with 4% match
- SHRM membership and certification reimbursement
6.Schedule & Work Environment
- Full-time, on-site at the plant; longer hours during open enrollment and review season
- Available to floor supervisors across both shifts for urgent issues
- Occasional travel to a second facility once per quarter
7.How to Apply
To apply, send your resume and a short note on an employee-relations issue you resolved to hr-careers@brightlinemfg.example.
How it works
- Preview the HR manager job description and a filled manufacturer example.
- Download Word/PDF, or copy the text to paste into Google Docs.
- Set your headcount, HRIS and payroll systems, and reporting line, then post it.
Frequently asked questions
What does an HR manager do?
An HR manager owns the people function across the employee lifecycle: HRIS administration, recruiting and onboarding, employee relations and investigations, benefits and leave administration, compliance, and HR reporting. The template lists these as editable responsibilities.
What certifications should an HR manager have?
A SHRM-CP/SHRM-SCP or PHR/SPHR is a common nice-to-have rather than a strict requirement. More important is demonstrated knowledge of FLSA, FMLA, ADA, and EEO compliance and hands-on time with an HRIS and payroll system.
What is the difference between an HR manager and an HR generalist?
An HR generalist handles a broad mix of day-to-day HR tasks, usually as an individual contributor. An HR manager owns the function or a team, sets policy, and carries more responsibility for compliance and strategy. Adjust the title and scope to your structure.
Should an HR job description mention compliance and confidentiality?
Yes. Compliance with employment law and discretion with confidential pay and employee data are core to the role, so call them out explicitly in the requirements rather than leaving them implied.