Human Resources Managers

Plan, direct, or coordinate human resources activities and staff of an organization.

Also called: Employee Relations Manager, HR Admin Director (Human Resources Administration Director), HR Director (Human Resources Director), HR Manager (Human Resources Manager), HR Ops Manager (Human Resources Operations Manager), HR VP (Human Resources Vice President), Recruitment Director, Diversity and Inclusion Director, Diversity Manager, Efficiency Manager, Employee Welfare Manager, Employment Manager, HR Coordinator (Human Resources Coordinator), HR Department Supervisor (Human Resources Department Supervisor), HR Supervisor (Human Resources Supervisor), Human Services Manager, Industrial Relations Director, Industrial Relations Manager, Labor Relations Director, Labor Relations Manager, Personnel Director, Personnel Generalist Manager, Personnel Manager, Placement Director, Position Description Manager, Recruiting Manager, Recruitment Manager, Staffing Manager, Talent Acquisition Director, Talent Acquisition Manager, Workforce Manager

This is a career information profile, not an advertised job opening.

What the worker does

Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
Represent organization at personnel-related hearings and investigations.
Negotiate bargaining agreements and help interpret labor contracts.
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
Identify staff vacancies and recruit, interview, and select applicants.
Investigate and report on industrial accidents for insurance carriers.

Skills, machines and equipment

Active Listening
Reading Comprehension
Speaking
Management of Personnel Resources
Writing
Coordination
Critical Thinking
Active Learning
Monitoring
Social Perceptiveness
Complex Problem Solving
Judgment and Decision Making

Education and training

Most frequently reported education in the O*NET survey: Bachelor's Degree (81.82% of responses). This is survey context, not a universal hiring requirement. Most of these occupations require a four-year bachelor's degree, but some do not.

O*NET Job Zone 4: Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training. A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified. This is broad occupational preparation context; confirm the requirements for a specific employer or apprenticeship.

Apprenticeships

Ask an employer or registered apprenticeship sponsor about current programs, eligibility, training and pay. A career profile does not confirm that a program is available.

Salary reference

111,110–199,290 USD per year · United States · 2025. Source: BLS OEWS via O*NET · 25th–75th percentiles · SOC 11-3121.

Occupational-group wage references are not guaranteed pay for this specialty or an employer's offer.

Career advancement

Suggested development: build experience in safety leadership, staff development, budgeting, and continuous improvement before seeking responsibility for a larger department or plant.
Possible next steps include broader operations or multi-site leadership; vacancies, qualifications, and advancement are employer-specific, not guaranteed.

How Do I Get This Job?

Review the skills and responsibilities above.
Most frequently reported education in the O*NET survey: Bachelor's Degree (81.82% of responses). This is survey context, not a universal hiring requirement. Most of these occupations require a four-year bachelor's degree, but some do not.
O*NET Job Zone 4: Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training. A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified. This is broad occupational preparation context; confirm the requirements for a specific employer or apprenticeship.
Compare real openings and confirm requirements directly with the employer.

View available jobs — availability is not guaranteed; sample listings are not real openings.

Related career information

Sources and limitations

O*NET® 31.0 Database, U.S. Department of Labor, Employment and Training Administration, under CC BY 4.0. ShopFloor adapted occupational grouping, selected manufacturing-relevant occupations, and retained seven legacy guide titles. Specialties and alternative titles are grouped under O*NET occupations; these occupations can also occur outside manufacturing. Source: https://www.onetcenter.org/database.html. No wage, vacancy, certification, or video data is implied. ShopFloor advancement suggestions are general editorial guidance, not O*NET findings or guaranteed career progression. BLS wage ranges, when available, are national 25th–75th percentiles for the source occupational grouping, across industries; they are not local, apprentice, entry-level, or specialty-specific offers.

Human Resources Managers