What Does an Assistant Human Resources Manager Do?

The Assistant Human Resources Manager plays a supportive yet significant role in fostering a company’s workforce environment, ensuring that it aligns with the organization’s goals and culture. This position involves a blend of tasks aimed at managing various HR functions such as recruitment, employee relations, performance management, and training and development. By acting as a liaison between the HR department and employees, the Assistant HR Manager ensures smooth communication and assists in implementing HR strategies that contribute to the overall well-being and satisfaction of the employees. This role requires a balance of administrative acumen and interpersonal skills to effectively address and manage the needs and concerns of both the organization and its employees.

Assistant Human Resources Manager Job Duties

• Assist in the recruitment process by posting job ads, screening resumes, scheduling interviews, and preparing job offers.
• Implement and administer employee policies to help improve the work environment and employee satisfaction.
• Coordinate employee onboarding and offboarding processes, ensuring a smooth transition for all parties involved.
• Manage payroll processing, including the calculation of wages, benefits, and deductions to ensure accurate and timely payment.
• Facilitate conflict resolution and address employee grievances in a confidential and effective manner.
• Organize and maintain personnel records in compliance with HR regulations and company policies.
• Oversee the administration of employee benefits programs, such as health insurance, retirement plans, and leave policies.
• Conduct regular audits of HR activities to ensure compliance with labor laws and internal policies.

Assistant Human Resources Manager Salary & Outlook

Factors influencing an Assistant Human Resources Manager’s salary include industry sector, company size, years of HR experience, and specific HR skills such as talent acquisition, employee relations, and performance management. Advanced knowledge in HRIS systems and proficiency in labor law compliance also significantly impact compensation.

• Median Annual Salary: $76,125 ($36.6/hour)
• Top 10% Annual Salary: $115,000 ($55.29/hour)

The employment of assistant human resources managers is expected to decline over the next decade.

This decline is largely due to advancements in HR software and automation technologies, which streamline tasks such as payroll, benefits administration, and employee documentation, reducing the need for assistant-level managerial oversight and increasing efficiency in human resources departments.

Assistant Human Resources Manager Job Requirements

Education: An Assistant Human Resources Manager typically holds a Bachelor’s or Associate’s Degree, often in fields like Human Resources Management, Business Administration, or Psychology. High school diploma holders with relevant coursework can also qualify. Essential classes include organizational behavior, employment law, ethics, and communication. Some candidates may pursue further education in labor relations or personnel administration to enhance their qualifications. Academic focus on leadership, conflict resolution, and strategic planning is advantageous for career progression in this role.

Experience: Assistant Human Resources Managers typically come from diverse backgrounds, with a significant portion having experience ranging from just over six months to several years. Ideal candidates often have hands-on experience in HR functions, such as recruitment, employee relations, and performance management. On-the-job training is common, allowing individuals to adapt to company-specific processes and systems. Additionally, many have participated in formal training programs or workshops that focus on leadership, HR policies, and legal compliance, equipping them with the necessary skills to support and manage an organization’s workforce effectively.

Certifications & Licenses: Assistant Human Resources Managers may benefit from certifications such as the Professional in Human Resources (PHR) or the Society for Human Resource Management Certified Professional (SHRM-CP). No specific licenses are typically required for this role.

Assistant Human Resources Manager Skills

Employee Relations: Managing workplace dynamics and resolving conflicts effectively are central to creating a positive organizational culture. A nuanced approach, characterized by empathy and strong communication skills, is essential. Ensuring every employee feels valued and heard enhances job satisfaction and productivity.

Recruitment Strategy: Developing innovative strategies to attract top talent is a primary duty of an Assistant Human Resources Manager. By analyzing workforce trends and adapting hiring practices, the organization remains competitive, securing a robust talent pipeline for sustained growth.

Training Program Development: The creation and implementation of impactful training programs are crucial. Understanding the organization’s goals and the workforce’s unique needs allows for the development of programs that equip employees with the skills and knowledge to succeed. Continuous evaluation and adjustment of these programs ensure they meet business objectives and support employee growth.

Compensation and Benefits Analysis: Structuring competitive compensation packages is vital for attracting and retaining top talent. Conducting detailed market research and understanding budget constraints help align packages with employee expectations, motivating the workforce.

Legal Compliance: Staying abreast of employment laws and regulations is necessary to ensure organizational compliance. Translating complex legal requirements into clear, actionable guidelines for management and staff protects the company from legal challenges and promotes a fair work environment.

Performance Management: Identifying and nurturing employee potential is crucial for exceeding performance targets. A strategic approach to feedback and coaching enables the Assistant Human Resources Manager to cultivate a culture of continuous improvement and high achievement.

Assistant Human Resources Manager Work Environment

An Assistant Human Resources Manager typically operates in a modern office setting, often with personal and shared spaces designed to foster collaboration and privacy as needed. The environment is equipped with standard office tools and technology, including computers, HR software, and communication devices, ensuring efficiency in handling personnel matters.

Work hours for this role are generally fixed, but there might be flexibility depending on the organization’s policies, including options for remote work or adjusted schedules to accommodate personal commitments. The dress code tends to be business casual, reflecting a professional yet approachable atmosphere.

The role involves a significant amount of interaction with employees and management, requiring excellent communication skills and a high level of discretion. The pace can be fast, with a need to juggle various tasks and priorities. Opportunities for professional development are often available, supporting career growth within the HR field. The overall culture aims to be supportive, emphasizing teamwork, respect, and continuous improvement.

Advancement Prospects

An Assistant Human Resources (HR) Manager can advance to a HR Manager role by gaining experience in various HR functions, such as recruitment, employee relations, and performance management. Mastery in these areas showcases the ability to handle more complex HR issues and lead a team effectively.

To further ascend, demonstrating strategic thinking and the ability to align HR strategies with business goals is crucial. This positions an individual for senior roles like Director of HR, where oversight of HR policies and strategies across the organization is required.

Specializing in a niche area within HR, such as talent management or organizational development, can also open pathways to roles like Chief Human Resources Officer (CHRO), where one leads the HR function at the executive level, contributing to overall business strategy.