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Key Responsibilities and Required Skills for Assistant HR Manager

💰 $55,000 - $85,000

Human ResourcesManagementPeople Operations

🎯 Role Definition

We are looking for an organized, proactive Assistant HR Manager to support day-to-day HR operations and partner with business leaders to execute people strategies. The Assistant HR Manager will strengthen talent acquisition, improve onboarding and retention, ensure compliance with employment law, administer benefits and payroll processes, and deliver HR metrics and programs that improve employee engagement and productivity. This role requires hands-on HR generalist experience, strong communication and coaching skills, and proficiency with HRIS/ATS tools.

Keywords: Assistant HR Manager job description, assistant human resources manager responsibilities, HR operations, HRIS, talent acquisition, employee relations, performance management, benefits administration.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Coordinator / HR Assistant — demonstrated operational experience and basic HR systems knowledge.
  • HR Generalist — proven full-cycle HR experience across recruitment, onboarding, and employee relations.
  • Talent Acquisition Specialist — strong recruiting background and stakeholder management.

Advancement To:

  • HR Manager — full ownership of HR operations for a business unit.
  • Senior HR Manager / HR Business Partner — strategic partner to senior leadership.
  • Head of People / Director of Human Resources — leadership role responsible for enterprise HR strategy.

Lateral Moves:

  • Talent Acquisition Manager — specialize in recruiting and employer branding.
  • Compensation & Benefits Specialist — focus on pay strategy and benefits design.

Core Responsibilities

Primary Functions

  • Lead full-cycle recruitment activities for assigned functions or business units: write job descriptions, post roles to multiple channels, screen resumes, coordinate interviews, deliver candidate assessment recommendations, and manage offer negotiation to ensure timely hires and strong candidate experience.
  • Manage onboarding and offboarding processes end-to-end, including new-hire paperwork, benefits enrollment, orientation delivery, equipment coordination, exit interviews, and compliance with company policies to ensure a smooth employee lifecycle.
  • Serve as the primary point of contact for employee relations issues: investigate complaints, conduct fact-finding, document outcomes, recommend corrective action, and coach managers on progressive discipline in compliance with local labor laws.
  • Support compensation and benefits administration by coordinating enrollments, answering employee questions, reconciling monthly benefits reports, and liaising with benefits vendors to resolve issues and maintain accurate records.
  • Administer HRIS and ATS systems (e.g., Workday, SAP SuccessFactors, ADP, Greenhouse), maintain employee data integrity, configure workflows, produce HR reports, and partner with IT/vendor teams for upgrades and troubleshooting.
  • Drive performance management processes: schedule and monitor performance reviews, support managers on goal setting and calibration, document performance issues, and help implement improvement plans and recognition programs.
  • Prepare and present HR metrics and analytics (headcount, turnover, time-to-fill, cost-per-hire, diversity metrics) to HR leadership and business partners, translating data into actionable insights and workforce planning recommendations.
  • Coordinate training and development initiatives: identify skill gaps, source or design learning programs, manage vendor relationships for training delivery, and track completion and impact on performance and retention.
  • Ensure compliance with employment laws, regulations, and internal policies: maintain up-to-date documentation, coordinate with legal and external counsel when necessary, and implement policy updates and training for managers and staff.
  • Manage payroll coordination tasks in partnership with payroll vendors or finance: validate time and attendance adjustments, review payroll exceptions, support payroll audits, and ensure timely and accurate compensation delivery.
  • Support HR projects and change management efforts such as HRIS implementations, performance system upgrades, reorganizations, or policy rollouts by creating project plans, communicating timelines, and tracking deliverables.
  • Build and maintain strong stakeholder relationships with line managers and cross-functional teams to proactively identify people risks and opportunities, advise on workforce decisions, and act as a trusted HR business partner.
  • Administer leave management programs (FMLA, parental leave, short/long-term disability) by validating eligibility, coordinating documentation, tracking leave usage, and ensuring compliance with regulatory requirements.
  • Manage employee engagement and retention initiatives: execute engagement surveys, analyze results, recommend action plans, and run recognition and wellness programs that drive culture and retention improvements.
  • Oversee HR documentation and file management: maintain personnel files, ensure confidentiality and security of records, and prepare documentation required for audits and regulatory inspections.
  • Support diversity, equity, and inclusion (DEI) initiatives by advising on inclusive hiring practices, partnering on training programs, tracking diversity metrics, and participating in employee resource group activities.
  • Facilitate manager coaching and leadership support: provide training on interviewing, onboarding, performance conversations, conflict resolution, and people-management best practices to improve manager capability.
  • Manage vendor relationships for HR-related services including background checks, benefits brokers, training providers, and recruitment agencies; negotiate contracts, track SLAs, and ensure cost-effective service delivery.
  • Conduct periodic HR audits and process reviews to identify gaps in compliance, data quality, and process efficiency; implement corrective actions and document improvements to reduce risk.
  • Lead or support compensation reviews, salary increase cycles, and promotional processes by collecting market data, preparing salary recommendations, and ensuring equitable application of pay policies.
  • Execute workforce planning and succession planning support by identifying critical roles, maintaining talent pipelines, and supporting development plans for high-potential employees.
  • Respond to ad-hoc HR requests from leadership by delivering well-researched recommendations, drafting communications, and implementing approved initiatives with clear timelines and measurable outcomes.
  • Support organizational design and restructuring activities by preparing communication plans, coordinating change logistics, and ensuring fair and compliant separation processes when required.
  • Drive continuous improvement of HR processes by documenting SOPs, automating repetitive tasks where possible, and training the HR team on efficient and consistent service delivery.

Secondary Functions

  • Participate in HR strategy sessions and contribute ideas for scaling HR programs for growth, remote/hybrid work setups, or multi-site operations.
  • Assist in employer branding and candidate experience improvements through updated careers pages, social recruiting, campus engagement, and recruitment marketing campaigns.
  • Maintain up-to-date knowledge of market trends, compensation benchmarks, employment law changes, and HR best practices to advise leadership and update policies as needed.
  • Support cross-functional projects such as office relocations, mergers & acquisitions integration, or large-scale hiring campaigns to ensure people considerations are embedded in planning and execution.
  • Provide backup support for payroll processing, benefits administration, and HR helpdesk during peak periods or team absences.

Required Skills & Competencies

Hard Skills (Technical)

  • HRIS administration and data integrity (Workday, SAP SuccessFactors, ADP, BambooHR) — configure workflows, generate reports, and manage integrations.
  • Applicant Tracking System (ATS) proficiency (Greenhouse, Lever, Taleo) — configure job postings, pipeline management, and reporting on recruitment metrics.
  • Full-cycle recruiting expertise including sourcing, interviewing, assessment, offer negotiation, and employer branding.
  • Employment law and compliance knowledge (federal, state, local) — leave laws, wage & hour, anti-discrimination regulations, and recordkeeping requirements.
  • Compensation and benefits administration — salary benchmarking, benefits enrollment, vendor coordination, and total rewards communications.
  • Payroll coordination fundamentals — timekeeping reconciliation, payroll exception processing, and audit support.
  • HR reporting and analytics — Excel (advanced), Google Sheets, HR dashboards, KPI development, and data storytelling.
  • Performance management systems and processes — goal setting, calibration, and performance improvement plans (PIPs).
  • Learning & development program management — needs analysis, vendor sourcing, LMS familiarity, and training impact measurement.
  • Project management — ability to run cross-functional HR projects, manage timelines, risks, and stakeholder communication.

Soft Skills

  • Strong verbal and written communication — clear HR communications, policy writing, and executive summaries.
  • Stakeholder management and influencing — build credibility with all levels of the organization and gain alignment on HR initiatives.
  • Conflict resolution and coaching — mediate employee issues and coach managers through difficult conversations.
  • High confidentiality and ethical judgment — manage sensitive HR matters with discretion.
  • Critical thinking and problem solving — analyze people data, identify root causes, and recommend practical solutions.
  • Organizational skills and prioritization — manage competing deadlines in a fast-paced environment.
  • Adaptability and resilience — navigate ambiguity, change, and tight timelines while maintaining composure.
  • Attention to detail — ensure accuracy in payroll, benefits, and personnel records.
  • Leadership and team collaboration — support and mentor junior HR staff and foster a collaborative HR function.
  • Customer-service orientation — deliver timely, helpful HR support that improves employee satisfaction.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree in Human Resources, Business Administration, Psychology, or related field.

Preferred Education:

  • Master's degree in Human Resources Management, MBA, or advanced HR certifications (SHRM-CP / SHRM-SCP, PHR / SPHR).
  • Certification or coursework in HR analytics, labor law, or project management considered a plus.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Industrial/Organizational Psychology
  • Labor & Employment Relations
  • Organizational Development

Experience Requirements

Typical Experience Range: 3–6 years of progressive HR experience, including hands-on recruiting, employee relations, HRIS administration, or benefits administration.

Preferred:

  • 4+ years in an HR generalist/assistant manager capacity supporting multiple sites or business units.
  • Proven experience with HRIS and ATS configuration and reporting.
  • Experience partnering with business leaders on workforce planning, performance management cycles, and change initiatives.
  • Demonstrated track record of delivering HR projects with measurable impact on hiring quality, engagement, or retention.
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