Sr. Manager – HR & Admin Job Description Template
The Sr. Manager – HR & Admin is responsible for leading and managing the human resources and administrative functions of the organization. This role requires a strategic mindset to align HR initiatives with business objectives, effective policy development, and oversight of employee relations. Additionally, this role ensures that all administrative processes are streamlined and efficient, contributing to a productive work environment.
Responsibilities
- Develop and implement HR strategies and initiatives aligned with the overall business strategy
- Manage the recruitment and selection process
- Support current and future business needs through the development, engagement, motivation, and preservation of human capital
- Oversee and manage a performance appraisal system that drives high performance
- Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization
- Ensure legal compliance throughout human resource management
- Review and update administrative systems and processes for efficiency
- Manage employee benefits programs and ensure competitive compensation
- Serve as a link between management and employees by handling questions, interpreting and administering contracts, and helping resolve work-related problems
Qualifications
- Proven working experience as HR Manager or other HR Executive
- People-oriented and results-driven
- Demonstrable experience with human resources metrics
- Knowledge of HR systems and databases
- Ability to architect strategy along with leadership skills
- Excellent active listening, negotiation, and presentation skills
- Competence to build and effectively manage interpersonal relationships at all levels of the company
- In-depth knowledge of labor law and HR best practices
- Degree in Human Resources or related field
Skills
- HR Software (e.g., HRIS or HRMS)
- Performance Management
- Recruitment and Selection
- Employee Relations
- Labor Law
- Leadership
- Strategic Planning
- Conflict Resolution
- Organizational Development
Frequently Asked Questions
A Sr. Manager – HR & Admin oversees the human resources and administrative functions of an organization. They manage HR staff, develop policies, and ensure compliance with labor laws. They also handle recruitment, training, employee relations, and performance management. Additionally, they manage office operations, ensuring efficient support services, budgeting for administrative tasks, and maintaining vendor relationships.
To become a Sr. Manager – HR & Admin, one typically needs a bachelor's degree in human resources, business administration, or a related field, combined with several years of experience in HR roles. Advanced education such as a master's degree or certifications like PHR/SPHR may enhance prospects. Experience managing HR teams and strategic planning is crucial for stepping into this senior role.
The average salary for a Sr. Manager – HR & Admin varies depending on the industry, company size, and geographical location. Typically, professionals in this position earn a competitive salary reflective of their high level of responsibility and experience. Several factors such as years of experience, educational background, and additional HR certifications can influence their compensation package.
A Sr. Manager – HR & Admin usually requires a bachelor's degree in human resources or business administration, supplemented by relevant industry experience. Strong knowledge of labor laws, HR policies, and strategic management is essential. Some employers may prefer candidates with a master's degree and professional certifications such as SHRM-CP or PHR to validate their expertise.
A Sr. Manager – HR & Admin needs strong leadership skills to manage HR teams and administrative functions effectively. Key responsibilities include developing HR strategies, supervising recruitment and employee development processes, ensuring legal compliance, and overseeing office administration. They also need excellent communication, problem-solving, and organizational skills to align HR practices with business goals.