Senior HR Manager Job Description Template

Use this Senior HR Manager job description template to advertise the open roles for free using You can use this template as a starting point, modify the requirements according the needs of your organization or the client you are hiring for.

Job Brief

We are looking for a Senior HR Manager to join and lead our Human Resources department.

Senior HR Manager responsibilities include overseeing the recruitment process, designing company policies and setting objectives for the HR team. You will also help shape our employer brand strategy. To be successful in this role, you should be familiar with HR technology, including payroll systems and Applicant Tracking Systems.

Ultimately, you will ensure our company attracts, hires, develops and retains qualified employees.


  • Set objectives for the HR team and track progress
  • Design and implement company policies that promote a healthy work environment
  • Develop compensation and benefits plans
  • Support and suggest improvements to the entire recruitment process
  • Host in-house recruitment events
  • Discuss employees’ career development paths with managers
  • Monitor HR metrics (e.g. turnover rates and cost-per-hire)
  • Review departmental budgets
  • Organize learning and development programs
  • Ensure HR staff addresses employees’ requests and grievances in a timely manner
  • Maintain HR procedures that comply with labor regulations


  • Proven work experience as a Senior HR Manager or similar role
  • Hands-on experience with Human Resources Management Software (including payroll systems and ATS)
  • Solid understanding of labor legislation
  • Excellent communication abilities
  • Leadership skills
  • Ability to foster healthy employee relations
  • BSc degree in Human Resources Management or Organizational Psychology
  • MSc degree in HR or relevant certification is a plus

What does Senior HR Manager do?

A senior HR manager is responsible for overseeing and managing the Human Resources department of an organization. On a day-to-day basis, their responsibilities may include:

  1. Strategic Planning: Developing and implementing HR strategies aligned with the organization's goals and objectives.

  2. Recruitment and Selection: Managing the recruitment process, including creating job descriptions, sourcing candidates, screening applications, conducting interviews, and making hiring decisions.

  3. Employee Onboarding: Facilitating the orientation process for new hires, ensuring a smooth transition into the organization.

  4. Performance Management: Developing and implementing performance management systems, conducting performance appraisals, and providing feedback and coaching to employees.

  5. Employee Relations: Handling employee grievances, conflicts, and disciplinary matters. Mediating disputes and ensuring fair and consistent application of policies and procedures.

  6. Training and Development: Identifying training needs, organizing and delivering training programs, and promoting a culture of continuous learning and development.

  7. Compensation and Benefits: Overseeing the administration of compensation and benefits programs, ensuring compliance with legal requirements and internal policies.

  8. HR Policies and Procedures: Creating and revising HR policies and procedures to ensure compliance with employment laws and industry best practices.

  9. Employee Engagement: Implementing initiatives to promote employee engagement, job satisfaction, and retention.

  10. HR Analytics and Reporting: Collecting and analyzing HR data to identify trends, issues, and opportunities for improvement. Preparing regular reports for management.

  11. Legal Compliance: Staying updated on employment laws and regulations, ensuring compliance with labor laws, equal opportunity regulations, and other legal requirements.

  12. Collaboration: Collaborating with other departments and senior management to provide HR expertise and support for various initiatives, projects, and decision-making processes.

It's important to note that the specific tasks and priorities of a senior HR manager may vary depending on the organization's size, industry, and structure.