17 Assistant Human Resources Manager Interview Questions and Answers

The human resources department is responsible for a wide range of functions in an organization, from recruiting and hiring to onboarding and training. An assistant human resources manager is a key member of the HR team, providing support and assistance to the HR manager.

If you’re applying for an assistant human resources manager position, you can expect to be asked a variety of questions in your interview. These questions will assess your knowledge of HR functions, your ability to handle difficult situations, and your people skills.

To help you prepare, we’ve compiled a list of sample assistant human resources manager interview questions and answers.

Are you familiar with the laws and regulations that apply to our industry regarding employee relations?

The interviewer may ask this question to assess your knowledge of the industry’s regulations and how you apply them in your work. Use examples from your experience to show that you understand these laws and can comply with them when necessary.

Example: “I am familiar with the federal laws regarding employee relations, including those related to discrimination and harassment. In my previous role as an HR assistant, I helped draft our company’s policies on these issues based on the guidelines set by the Equal Employment Opportunity Commission. I also ensured that we complied with state regulations for employment practices.”

What are some of the most important qualities that an assistant human resources manager should have?

This question can help the interviewer determine if you possess the qualities they’re looking for in an assistant human resources manager. When answering this question, it can be helpful to mention a few of the most important qualities and how you have them yourself.

Example: “The most important quality that an assistant human resources manager should have is communication skills. This role requires someone who can communicate effectively with employees, managers and other HR professionals. I’ve always been good at communicating with others, so I feel like I would excel in this position. Another important quality is problem-solving skills. In my last role as an HR specialist, I often had to solve problems between employees or managers. I enjoy using my critical thinking skills to find solutions to these issues.”

How would you handle an employee who refuses to comply with a new company policy?

An employer may ask this question to assess your ability to manage employees who are resistant to change. In your answer, you can describe how you would handle the situation and encourage compliance with company policies.

Example: “If an employee refused to comply with a new policy, I would first meet with them one-on-one to discuss their concerns. If they still refuse to follow the policy after our meeting, I would document the incident in case it becomes a recurring issue. I would also speak with my manager about what steps we could take to ensure that the employee complies with company policies.”

What is your experience with administering employee benefits?

This question can help the interviewer understand your experience with a specific HR function. When answering, you can describe a situation or two in which you administered employee benefits and how it helped your team achieve its goals.

Example: “In my current role as assistant human resources manager, I am responsible for administering all of our company’s benefit plans. This includes helping employees enroll in their health insurance, managing payroll deductions and ensuring that we’re following any state regulations regarding benefits. In my previous position, I also administered these benefits, but I worked alongside an HR manager who handled more complex tasks like creating new policies and procedures.”

Provide an example of a time when you had to resolve a conflict between two employees.

As an assistant human resources manager, you may be responsible for resolving conflicts between employees. Employers ask this question to see if you have experience with conflict resolution and how you would handle it in their organization. In your answer, explain the steps you took to resolve the conflict and what the outcome was.

Example: “In my previous role as a human resources manager, I had two employees who were constantly arguing about which one of them should get a promotion. The company already had plans to promote both of them within six months, but they couldn’t stop arguing about who deserved it more. I met with each employee separately and asked them why they felt they deserved the promotion more than the other person. They both gave me valid reasons, so I decided to give them both promotions at the same time.”

If hired, what will be your priorities as an assistant human resources manager?

This question helps employers understand what you value as an employee and how your priorities align with the company’s goals. When answering this question, it can be helpful to mention a few of your top priorities and explain why they are important to you.

Example: “My first priority would be to ensure that all HR processes are efficient and effective. I believe that having clear policies and procedures in place is essential for ensuring employees feel supported and know where to go when they have questions or concerns. Another priority would be to maintain open communication between human resources and other departments. I think it’s important to foster relationships with other departments so we can work together to support our organization’s overall mission.”

What would you do if you discovered that an employee was stealing company property?

This question can help the interviewer determine how you would handle a challenging situation. Use your answer to highlight your problem-solving skills and ability to make tough decisions.

Example: “If I discovered that an employee was stealing company property, I would first meet with them in private to discuss my concerns. If they denied any wrongdoing, I would ask for proof of their claims. If they still couldn’t provide evidence, I would then have no choice but to terminate their employment. This is because it’s my responsibility as an HR professional to ensure our company isn’t losing money or resources.”

How well do you handle stress?

Working as an assistant human resources manager can be stressful. Employers ask this question to make sure you have the skills and abilities to handle stress in a professional manner. In your answer, explain how you manage stress. Share two or three strategies that help you stay calm when things get hectic.

Example: “I find that I am able to remain calm under pressure because of my ability to prioritize tasks. When I first started working as an HR assistant, I had so many different projects to work on at once. However, I learned quickly how to organize my time and delegate responsibilities. This helped me learn which tasks were most important and allowed me to focus on them. As a result, I was able to complete all of my work while still maintaining high-quality results.”

Do you have any questions for us about the role or our company?

This is your chance to show the interviewer that you’ve done your research and are genuinely interested in the position. It’s also a good time to ask any questions you have about the company culture or how you can contribute to it.

Example: “I’m very excited about this opportunity, and I think my skills would be a great fit for this role. I noticed from your website that you offer an excellent benefits package, which is important to me as a new parent. I was wondering if there were any opportunities for professional development within the HR department.”

When was the last time you took steps to improve your knowledge of employment law?

An interviewer may ask this question to see if you’re committed to staying up-to-date on employment law. They want to know that you’ll be able to provide accurate information and guidance to your team members, which can help them avoid legal issues. In your answer, share a specific example of how you’ve improved your knowledge of employment law in the past.

Example: “I took an online course last year on federal labor laws. I found it helpful because it gave me a refresher on some of the basics while also teaching me about new regulations. It’s important for HR professionals to stay up-to-date on these things so we can ensure our company is following all applicable laws.”

We want to increase employee engagement. What would you do to achieve this?

An employer may ask this question to see how you would apply your human resources skills to help the company achieve its goals. When answering, it can be helpful to mention a specific action or strategy that you could use to increase employee engagement and what kind of results you think it might produce.

Example: “I believe one way to increase employee engagement is by providing them with opportunities for professional development. I would create an internal training program where employees could learn new skills and take on more challenging projects. This would allow them to feel like they are growing in their roles while also helping the organization meet its goals.”

Describe your experience with using HR software.

The interviewer may ask this question to learn more about your experience with using HR software and how you use it in your daily work. Use examples from your previous job or a time when you used an HR software program for the first time to answer this question.

Example: “In my last role, I was responsible for managing our company’s employee database and updating information as needed. I also created new employee profiles and added them to the database. In addition, I had access to other HR software programs that helped me manage payroll and benefits. I learned how to use these programs through training provided by my employer.”

What makes you the best candidate for this role?

Employers ask this question to learn more about your qualifications and how you feel you can contribute to their company. Before your interview, make a list of all the skills and experiences that make you an ideal candidate for this role. Focus on highlighting your most relevant skills and abilities while also showing enthusiasm for the job.

Example: “I am passionate about helping others succeed in their careers. I have always been dedicated to my own professional development, which is why I earned my master’s degree in human resources management. My educational background makes me well-prepared to take on the responsibilities of this position. I am also highly organized and detail-oriented, which helps me stay focused on achieving goals. These qualities make me the best candidate for this role.”

Which industries do you have the most experience working in?

This question can help the interviewer understand your experience level and how it may relate to their company. If you have previous HR experience, consider mentioning that in addition to any other industries you’ve worked in.

Example: “I have a lot of experience working in education, but I also have some experience with nonprofit organizations. In my last role as an assistant human resources manager, I helped create a training program for new employees at a local school district. I also helped develop a policy for employee absences and developed a performance review process for teachers.”

What do you think is the most important aspect of an effective employee handbook?

An HR manager needs to be able to create and maintain an employee handbook that clearly outlines the company’s policies, procedures and benefits. An interviewer may ask this question to learn more about your thoughts on creating a useful handbook for employees. In your answer, try to explain what you think is important in an employee handbook and how you would go about creating one.

Example: “I believe that an effective employee handbook should include all of the information that employees need to know about their job, including any policies or procedures they need to follow. I also think it’s important to make sure that the language used in the handbook is easy to understand so that everyone can read it. Finally, I think it’s essential to update the handbook regularly as needed.”

How often do you recommend updating an employee handbook?

An employer may ask this question to learn more about your HR management style and how you apply policies. When answering, it can be helpful to mention a specific time when you updated an employee handbook and the benefits of doing so.

Example: “I recommend updating an employee handbook at least once per year. I recently did this for my current employer, where we added new policies regarding vacation days and sick leave. These updates helped employees understand their rights and responsibilities in regards to these policies. It also gave them a chance to review all company policies before the start of each new year.”

There is a change in management and the new leadership wants to change some existing policies. What would you do?

This question is a great way to assess your ability to work with management and implement changes. When answering this question, it can be helpful to describe the steps you would take to ensure that policies are changed in an efficient manner.

Example: “I believe that when there’s a change in leadership, it’s important to understand why they want to make these changes. I would first meet with the new manager to learn more about their reasoning for wanting to change existing policies. Then, I would create a plan of action to communicate these changes to employees. I would also hold meetings with HR teams to discuss how we could implement these changes while still maintaining employee satisfaction.”