Human Resources (HR) Manager Reviews - Page 2

4.1
(5,590)
Highly Satisfied
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Based on 5,590 responses, the job of Human Resources (HR) Manager has received a job satisfaction rating of 4.14 out of 5. On average, Human Resources (HR) Managers are highly satisfied with their job.
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Q: What is it like working as a Human Resources (HR) Manager?

November 2013
"No day ever goes according to plan. Flexibility is key."
Human Resources (HR) Manager:
Fairness and Transparency across all employees is paramount but you can't please all of the people all of the time.
November 2013
"COMPANY POLICY"
Human Resources (HR) Manager:
Pros: Managing people and implementation of strategic policies and procedures
November 2013
"Assistant manager"
Human Resources (HR) Manager:
Pros: Hiring. Performance appraisals. training and development.
Cons: communication gap
November 2013
"People person"
Human Resources (HR) Manager:
Be approachable, create solutions, be supportive, be a good listener.
November 2013
"Advice, support, recruitment, training, disciplinary"
Human Resources (HR) Manager:
Recruitment, training, disciplinary, grievance, pay scales
November 2013
Human Resources (HR) Manager:
Pros: Peple, work load, experience i am gaining
Cons: Overloaded, need help
November 2013
"Influencing - A Critical Skill for HR Professionals"
Human Resources (HR) Manager:
Speak in the language of the business; understand the business and its needs. This might not be articulated or obvious. Listen! Especially listen for what is not said. Ask the tough questions. Make this your number one job. Become a trusted adviser to the senior leaders. Help them learn to be great leaders. Never be a “yes” person. Yes people are redundant. Be a sounding board, a confidant, and a supporter. Know your stuff. Understand what it takes to be a great leader. This is more important as knowing the technical skills of your job. It will be lonely and challenging, so accept that. Don’t be the policy police. Eliminate policies that are unnecessary – they stifle creativity. Never create a policy to “fix” a single incidence of bad behavior. Help the manager deal with the behavior of that individual instead. Don’t allow “HR” problems to be outsourced to you. Each manager needs to manage their own people. Provide them with the knowledge and tools. Show them how.