Share
If you’ve Googled “HR Manager job description template,” you’ve probably run into the same problem over and over again.
Dry bullet points. Generic language. Zero personality.
Most templates don’t actually help you attract a great Human Resources Manager—they just fill space.
But here’s the truth: hiring someone to lead HR is not just about listing duties. You’re hiring the person who shapes your company culture, manages team wellbeing, and supports every stage of the employee lifecycle. That’s a big deal—and your job description should reflect that.
If your current job post sounds like it was copied from a corporate handbook, it won’t inspire the kind of thoughtful, capable, people-first leader you’re actually looking for.
So in this guide, we’ll show you how to write an HR Manager job description that:
- Reflects your company culture
- Attracts the right kind of applicants
- Filters out the wrong ones
👉 If you haven’t yet read our full guide on full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/ start there first. It’ll give you the foundation you need to understand why most job descriptions fail—and how to write one that stands out.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
What a Human Resources Manager Actually Does
A Human Resources Manager isn’t just someone who handles paperwork and policies.
They’re the person who keeps your company human—building a healthy culture, resolving conflicts, helping teams grow, and ensuring people feel supported, heard, and valued.
At a high level, an HR Manager oversees hiring, onboarding, employee relations, compliance, performance management, benefits, and training. But in reality, they’re a trusted advisor to both leadership and staff—a bridge between people and process.
Great HR Managers don’t just manage—they lead with empathy, create structure where there’s chaos, and help your team scale without losing its soul.
If you want someone who can protect your company legally and strengthen it emotionally, this is the person to hire well.
Great HR Manager Job Description Template
✅ Option 1: Experienced HR Manager Job Description (Culture-First Style)
📌 Job Title: Human Resources Manager for a Fast-Growing SaaS Startup (Remote-Friendly)
💼 Full-Time | Remote or Hybrid | $75K–$90K/year + Benefits
🕒 Schedule: Flexible Hours | Core overlap 11AM–3PM ET
A quick hello from our founder: [Insert Loom Video]
Who We Are
We’re a 30-person SaaS company building workflow tools that help remote teams move faster and stay aligned. We’ve doubled in size over the past 12 months, and now we’re looking for our first dedicated HR Manager to help us build the internal structure, policies, and support systems that scale with us—without killing our culture.
What You’ll Be Doing
You’ll report directly to the CEO and work closely with department heads to design and implement people-first HR strategies. Key responsibilities include:
- Leading hiring processes in partnership with team leads
- Formalizing onboarding, performance reviews, and compensation frameworks
- Supporting team culture, mental health, and conflict resolution
- Ensuring compliance with employment laws (US-based and remote)
- Designing learning & development programs
- Building internal HR systems, processes, and documentation
Who We’re Looking For
- 3+ years in an HR leadership or generalist role (startup experience preferred)
- Strong emotional intelligence and communication skills
- Confident handling both people and process
- Experience with remote or hybrid teams
- Comfortable with ambiguity and fast-paced environments
- Familiar with US employment law and remote compliance
Why This Role Is Worth Your Time
This isn’t HR-as-usual. You won’t be buried in bureaucracy or stuck enforcing outdated policies. You’ll shape a company from the inside out—helping us build a workplace that people want to be part of.
We offer:
- Competitive salary + annual bonus
- Fully covered health, dental, and vision
- 20 flex PTO days + 10 paid holidays
- Annual learning stipend ($1,200)
- Option to work remote, hybrid, or from our Brooklyn HQ
- A team that cares about doing great work without burning out
How to Apply
We believe the hiring process should be fair, fast, and respectful. That’s why we use WorkScreen to evaluate all applicants based on real-world skills, not just resumes.
👉 [Insert WorkScreen link]
We review every application and reply within 10 business days. Can’t wait to meet you.
✅ Option 2: Entry-Level HR Assistant / Coordinator (Trainable Role)
📌 Job Title: People & Culture Coordinator — Entry-Level HR Role (No Experience Needed)
💼 Full-Time | In-Person (Denver, CO) | $20–$25/hr + Benefits
🕒 Schedule: Mon–Fri, 9AM–5PM
A quick video intro from our COO: [Insert Loom]
About the Role
This is the perfect opportunity if you’re passionate about people and want to build a career in HR—even if you don’t have prior experience. As our new People & Culture Coordinator, you’ll work closely with our Operations Manager and HR consultant to support our team across hiring, onboarding, employee check-ins, and fun culture initiatives.
What You’ll Be Doing
- Help schedule interviews and coordinate with candidates
- Support onboarding for new hires
- Organize employee events and culture activities
- Maintain HR files, systems, and team documentation
- Be a friendly go-to for team members needing help or guidance
- Support compliance paperwork and training coordination
What We’re Looking For
- Great people skills and natural empathy
- Organized, proactive, and detail-oriented
- Strong written and verbal communication
- Open to learning and growing in HR
- Bonus if you’ve worked in an office/admin role before—but not required!
Why Join Us
We’re a tight-knit team of 22 building a creative agency that values people just as much as output. You’ll have mentorship, training, and a clear path to grow into a full HR or Operations career.
We offer:
- Competitive hourly pay + quarterly team bonuses
- Paid training and mentorship
- Health, dental, and vision insurance
- Monthly wellness stipend ($100)
- Casual office culture with purpose
- Real responsibility and trust from Day 1
How to Apply
We use WorkScreen to give every applicant a fair shot. You’ll go through a short, skills-based evaluation—no resume black holes here.
👉 [Insert WorkScreen link]
We respond to every application within 7–10 days and keep you updated every step of the way.
Breakdown of Why These Posts Work
Both job descriptions above are effective because they follow principles that speak directly to great candidates—not just generic job seekers.
Here’s why they work:
✅ The Job Titles Are Clear and Specific
Instead of just saying “HR Manager” or “HR Assistant,” the titles tell candidates:
- Who the role is for (e.g., “fast-growing SaaS startup” or “entry-level”)
- Where it’s located or whether it’s remote
- What makes the role special or exciting
This helps the right candidates self-select, improving relevance and quality from the start.
✅ The Introductions Are Warm and Contextual
The posts don’t jump straight into bullet points. They set the stage:
- What the company does
- Why this role matters
- Where the company is in its growth journey
This creates a human, relatable tone that connects—especially important for people-first roles like HR.
✅ The Responsibilities Are Framed as Impact, Not Tasks
It’s not “Manage HR files.”
It’s “Build systems that help us scale without losing our culture.”
This language makes the role feel meaningful and aligned with mission—key for high-quality applicants.
✅ The Qualifications Are Clear, but Not Overbearing
You show what really matters (emotional intelligence, communication, comfort with ambiguity) instead of defaulting to laundry lists of software tools and certifications.
And in the entry-level version, you explicitly encourage applicants who don’t meet every requirement to apply. That widens your talent pool and makes your post more inclusive.
✅ Salary and Perks Are Transparent
Compensation details aren’t hidden. That builds trust and filters out candidates who wouldn’t accept the offer later anyway.
You also include meaningful benefits—like learning stipends, mental health support, or flexibility—things real people care about.
✅ The Hiring Process Feels Respectful and Modern
You tell candidates:
- How to apply
- What to expect
- When they’ll hear back
This sets you apart in a world of “we’ll contact shortlisted candidates only” black holes. It shows that your company actually values people—even before they’re hired.
✅ You Include a Human Touch (Videos, Culture, Personality)
Adding a Loom video makes the post feel more alive. You’re showing—not just telling—that your team is real, approachable, and intentional.
This is exactly what inspires great HR talent: being part of a team that leads with values and communicates with care.
Bad Job Description Example (And Why It Fails)
Job Title: HR Manager
Company: Global Business Services, Inc.
Job Type: Full-Time
Location: Chicago, IL
Job Summary
We are seeking a highly motivated HR Manager to join our organization. The HR Manager will be responsible for overseeing all human resources activities and ensuring compliance with company policies and procedures.
Responsibilities
- Manage employee relations
- Oversee recruitment and onboarding
- Ensure compliance with labor laws
- Maintain HR records and documentation
- Handle performance reviews and disciplinary actions
- Administer benefits and payroll
Requirements
- Bachelor’s degree in Human Resources or related field
- 5+ years of HR experience
- Knowledge of employment laws and HRIS systems
- Strong communication and organizational skills
How to Apply
Submit your CV and cover letter to hr@gbs.com. Only shortlisted candidates will be contacted.
🧊 Why This Job Post Falls Flat
🚫 Generic Title
“HR Manager” tells you the role, but gives zero context. Is it a team of 5 or 50? Startup or enterprise? In-office or remote? A good job title should immediately speak to the right candidate and filter out the wrong ones.
🚫 Cold, Vague Introduction
The opening sentence—“We are seeking a highly motivated HR Manager…”—could be copied and pasted into any company’s post. It doesn’t say what the company does, why this role matters, or what the candidate would actually help build.
🚫 No Personality or Mission
There’s nothing about company culture, values, or how HR contributes to the larger mission. For a role that revolves around people, this lack of connection is a major red flag for quality applicants.
🚫 Responsibilities Are Just Buzzwords
The responsibilities are too broad and task-based. “Oversee recruitment” doesn’t tell me if I’m leading strategy, coordinating logistics, or executing every step myself. There’s no sense of impact, ownership, or company-specific nuance.
🚫 Missing Salary and Benefits
No mention of pay, perks, PTO, flexibility, or growth opportunities. In today’s job market, omitting this makes the post feel outdated and untrustworthy—and increases the risk of mismatched expectations down the line.
🚫 Dismissive Application Process
“Only shortlisted candidates will be contacted” feels cold and transactional. It sends the message that the company doesn’t value applicants’ time—and that silence should be expected. Great candidates notice that.
🚫 No CTA That Motivates Action
The application instructions are bare minimum. There’s no sense of excitement, no preview of what happens next, and no clear reason why someone would be excited to apply.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve nailed the structure and tone, these simple additions can take your HR Manager job post from good to great:
✅ 1. Add a Candidate Privacy & Security Notice
Reassure applicants that your process is safe and professional.
Example:
🛑 Important Notice: We take the security and privacy of all applicants seriously. We will never request payment, bank details, or personal financial information at any stage of the hiring process.
This builds instant trust—especially in a world full of hiring scams.
✅ 2. Mention Leave Days or Flexible Time Off
Top talent isn’t just looking for pay—they’re looking for balance.
Example:
🧘 Enjoy up to 24 flexible paid days off per year so you can recharge and return energized.
Even if it’s modest, mentioning it shows you respect work-life harmony.
✅ 3. Highlight Training & Growth Opportunities
Career-minded applicants want to know there’s room to grow.
Example:
📚 We offer ongoing mentorship, L&D stipends, and promotion opportunities. Whether you want to grow into HR leadership or expand into operations, we support your goals.
This also attracts long-term thinkers and high-retention candidates.
✅ 4. Include a Personal Video From the Hiring Manager
A 60-second Loom or YouTube video from the hiring manager or founder adds a real face to your company.
Example:
📹 “Before you apply, here’s a quick hello from our team…”
This simple touch:
- Builds trust
- Humanizes your brand
- Shows your commitment to communication and transparency
Example:
Before you apply, take 60 seconds to meet our CTO. Here’s what we’re building and why we’re excited about it.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
These simple tweaks can elevate a “pretty good” job post into something memorable—and that’s what it takes to attract the best candidates in a noisy hiring market.
✅ 5. Tell Candidates What Happens Next
Reduce uncertainty by clearly outlining the application timeline.
Example:
🕒 We review every application and respond within 10 business days. Shortlisted candidates will complete a short skill assessment (via WorkScreen), followed by a relaxed 30-minute interview.
The more clarity you give, the more confident applicants feel.
A Word of Caution on Using AI to Write Job Descriptions
Let’s face it—AI tools are everywhere now. Some hiring platforms even promise “one-click” job descriptions using AI.
And while that sounds like a time-saver, here’s the hard truth:
If you use AI without any context, tone, or intention, you’ll end up with a bland, forgettable job post that attracts the wrong people.
❌ Why You Shouldn’t Rely on AI Alone
- Generic output = generic applicants. You’ll get copy-paste resumes and applicants who aren’t aligned with your values.
- It misses the human element. AI doesn’t know your company’s quirks, culture, or mission unless you tell it.
- It weakens your brand. Your job post is often a candidate’s first impression of your company. A robotic tone can send the wrong message.
✅ The Smarter Way to Use AI (With Context)
AI can absolutely help you write faster—but only if you feed it the right inputs.
Here’s a better approach:
🧠 Step 1: Gather Your Raw Inputs
Before prompting AI, write down:
- What your company actually does
- What this role contributes to the mission
- What your culture feels like (not just your values, but how you live them)
- Who your ideal hire is (skills, traits, mindset)
- What you offer (salary, perks, flexibility, growth)
- Your actual hiring process
💬 Step 2: Use a Prompt Like This:
“Help me write a job post for a Human Resources Manager at our company, [Company Name]. We’re a [describe size + industry] team hiring someone to [main responsibilities]. Our culture is [describe culture], and we want to attract candidates who are [ideal traits]. We offer [list perks + salary range]. Here’s how we hire: [outline process]. Here’s a rough outline or draft I wrote: [paste notes or bullet points]. Please use a human, engaging tone.”
This will get you a much more thoughtful draft you can then edit, shape, and personalize.
💡 Pro Tip: Borrow From Great Posts
You can also paste in a great job description you like (such as the ones in this article) and ask AI to:
“Help me write something in this style, but for a different company/role.”
It’s not cheating—it’s coaching your tool.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Need a Quick Copy-Paste Version for Quick Use
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: Human Resources Manager for [Company Name]
💼 Full-Time | [Remote/In-Person/Hybrid] | $[Insert Range] + Benefits
🕒 Schedule: [Insert Schedule]
A quick hello from our founder or team: [Insert Loom Video]
Who We Are
At [Company Name], we’re building a [brief description of what you do and why it matters]. Our team is growing, and we’re looking for an HR Manager to help us build strong internal systems, support our people, and scale our culture as we grow.
What You’ll Be Doing
As our HR Manager, you’ll partner with leadership and team leads to:
- Lead hiring and onboarding processes
- Design performance and feedback systems
- Support a positive, inclusive team culture
- Handle compliance, HR documentation, and policies
- Serve as a resource for employees and managers
- Oversee payroll, benefits, and learning initiatives
Who You Are
- [X]+ years in HR or people operations
- Empathetic, organized, and solutions-focused
- Strong communicator across roles and levels
- Comfortable wearing multiple hats in a fast-moving environment
- Familiar with [any specific HR tools or legal requirements if relevant]
Why Join Us
We’re a people-first team that believes great work starts with trust and clarity. When you join us, you’ll be empowered to make real changes, support real people, and grow with us.
We offer:
- Competitive salary and bonus opportunities
- Paid time off and flexible hours
- Health, dental, and vision insurance
- Learning & development budget
- A collaborative, values-driven culture
How to Apply
We use WorkScreen to make the hiring process faster and fairer. You’ll go through a short, skills-based evaluation (no resume black hole here).
👉 [Insert WorkScreen link]
We respond to every applicant—because respect starts here.
✅ Option 2: Traditional Format (Still Human)
📌 Job Title: Human Resources Manager
💼 Full-Time | [Remote/In-Person/Hybrid] | $[Insert Salary Range] + Benefits
🕒 Schedule: [Insert Days/Hours]
Job Brief
We’re hiring a Human Resources Manager to lead and optimize our HR operations, help shape our culture, and support employee success across the company. This role is ideal for someone who thrives in fast-paced environments and enjoys creating people-first processes.
Responsibilities
- Oversee full-cycle recruitment and onboarding
- Develop and implement HR policies
- Manage benefits and payroll administration
- Guide performance review and career development processes
- Ensure legal compliance with employment laws
- Support internal communication and team morale
Requirements
- [X]+ years in an HR Manager or Generalist role
- Understanding of employment legislation and HR best practices
- Excellent communication and interpersonal skills
- Experience with HR systems and tools
- Bonus: startup or remote team experience
Perks & Benefits
- $[Insert Salary Range]
- PTO days + holidays
- Fully paid [healthcare, dental, etc.]
- Professional development support
- Remote/hybrid flexibility
- Clear, respectful hiring process via WorkScreen 👉 [Insert Link]
What Happens After You Post the Job? Let WorkScreen Handle the Rest
Once your job post is live, the real work begins—sorting through applications, identifying serious candidates, and figuring out who’s actually qualified.
But here’s the good news:
You don’t have to waste hours doing it manually.
WorkScreen helps you:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Easily administer one-click skill tests
Test real-world abilities, not just résumés.
Whether you want to assess attention to detail, communication, HR knowledge, or decision-making—WorkScreen helps you hire holistically, not just on paper.
✅ Eliminate low-effort applicants
WorkScreen filters out candidates who use AI tools to auto-apply, paste generic answers, or click “apply all.”
That means you focus only on genuine, thoughtful, high-quality candidates—and avoid the costly mistake of hiring someone who just knows how to game the system.
Ready to make your next HR hire easier, faster, and smarter?
FAQ
Most HR Manager roles require a combination of education, experience, and soft skills. Typically, this includes:
- A bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field
- 3–5+ years of experience in HR roles (generalist or specialist)
- Familiarity with employment laws and HR tools (like HRIS systems)
- Strong interpersonal, communication, and problem-solving skills
- Optional but beneficial: certifications like SHRM-CP, PHR, or CIPD
For startups or small businesses, cultural fit, emotional intelligence, and the ability to wear multiple hats may matter more than formal credentials.
As of 2025, the average salary for an HR Manager in the U.S. ranges between $75,000 and $105,000 per year, depending on:
- Company size and industry
- Location (urban areas and tech hubs often pay more)
- Level of experience and specialization
- Whether the role includes strategic leadership responsibilities
Remote roles may offer compensation parity, especially in competitive markets.
Daily tasks can vary, but typically include:
- Overseeing hiring and onboarding
- Managing employee relations and resolving conflicts
- Ensuring legal compliance with labor laws
- Administering benefits and compensation
- Supporting performance management and L&D
- Maintaining HR records and systems
- Acting as a strategic advisor to leadership
In smaller teams, HR Managers often handle both strategic planning and hands-on execution.
