DDWS

Human Resources Managers :

Plan, direct, or coordinate human resources activities and staff of an organization.


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About the Job


Indiana Average Salary $102,470.00
Average Time to Fill 61 days
Typical Education Bachelor's Degree
Typical Experience Over 4 years, up to and including 6 years
10 Year Projected Openings (2014-2024) 794
10 Year Expected Percentage Change (2014-2024) 12.19 %

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Skills Profile


Essential (Soft) Skills

Essential Skills to Employers

Critical Thinking
Decision-making
Attention to Detail
Information Gathering
Integrity
Resource Allocation
Leadership
Organization
Oral Communication
Problem-solving
Creativity
Written Communication
Professionalism
Teamwork
Conflict Management
Technology and Tool Usage
Following Directions

Top Job Duties and Responsibilities

Making Decisions and Solving Problems

Conduct job analysis
Align employee career motives to job performance objectives
Design compensation models
Recommend personnel actions such as promotions, transfers, and dismissals
Implement supply chain management processes
Discharge workers using employee dismissal guidelines
Develop wage systems for workers
Develop personnel performance objectives
Implement employee compensation and benefit plans
Implement employee bargaining agreements
Administer compensation or benefits programs
Implement company or staff policies
Execute employee bargaining agreements
Follow office related safety procedures and regulations
Terminate relationship with clients or vendors
Terminate employment of employees or contractors
Determine administrative policies or standards
Solve administrative problems in the workplace
Appraise personal property or equipment

Thinking Creatively

Develop compensation plan
Design talent readiness or succession plans
Integrate job classification structure into human resource management systems
Develop staff policies
Develop management control systems
Develop business, financial, or operational policies, procedures, or standards
Develop employee handbook
Develop evaluation instrument or objectives
Develop records management systems
Design human resource management performance metrics
Generate work template for repetitive tasks

Analyzing Data or Information

Analyze business or organizational operating practices or procedures
Perform SWOT analysis
Analyze business, operational, or management reports
Analyze data to inform personnel decisions
Analyze employment and personnel data
Employ basic business mathematical formulas
Analyze financial data or information
Analyze market conditions or trends
Perform market segmentation analysis
Conduct industry or market analysis
Conduct financial or regulatory audits
Analyze administrative, financial, and operational budgets
Perform cost benefit analysis
Analyze data to inform operational decisions or activities
Analyze effectiveness of safety systems or procedures

Provide Consultation and Advice to Others

Advise others on human resources topics
Provide labor relations advice to management or labor unions
Recommend measures to ensure maximum employee protection
Consult stakeholders about innovation and market opportunities
Recommend organizational process or policy changes
Recommend improvements to work methods, procedures, or products
Develop employee dismissal guidelines
Recommend action to ensure legal or regulatory compliance
Collaborate with corporate counsel on legal human resources issues
Prepare financing options and recommendations
Advise others on career or personal development
Provide furnishing or equipment recommendations

Judging the Qualities of Things, Services, or People

Evaluate company recruiting needs
Identify employee learning needs
Evaluate contract personnel performance
Evaluate information from employment interviews
Evaluate employee performance
Evaluate technology and communication infrastructure
Forecast consumer behavior
Evaluate equity and debt financing options
Evaluate capital projects
Evaluate personnel policies, practices, or benefits

Training and Teaching Others

Identify individual or group learning strategies
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Coordinate employee continuing education programs
Monitor employee learning or development progress
Perform needs assessment
Orient new employees
Train personnel on managerial topics
Train others in the use of human resources related equipment or tools
Prepare human resources related reports or presentations

Documenting/Recording Information

Prepare data rights policy
Write administrative procedures services manual
Maintain processes and procedures manual
Draft employment agreements
Maintain educational or training-related records, reports, or files
Manage law enforcement or security-related records or files
Maintain personnel records
Prepare reports related to compliance matters
Maintain accounting journals
Maintain record of organization expenses

Monitor Processes, Materials, or Surroundings

Monitor effects of talent attrition
Ensure compliance with polices or regulations
Monitor operational activities to ensure conformance to standards, regulations, or protocols
Monitor repairs or maintenance to enforce standards
Monitor operations to ensure compliance with safety or security policies or regulations
Monitor project performance metrics
Identify causes of talent attrition
Monitor consumer or market trends
Track competitor financial gains and losses
Monitor merchandise purchases
Monitor training costs


Real-Time Job Posting Statistics


Booster Skills & Certifications

Job Seekers possessing booster skills & certifications, such as those listed below, added to core skills are more marketable, harder to find and expensive to hire.

Hard to Fill: Employers find positions requiring these skills to be hard to fill. These skills and certifications make a job seeker more in demand because the skills are not widely available.

Expensive to Fill: Employers find positions requiring these skills to be expensive to fill. Job seekers with these skills and certifications are likely to earn more money.

Skill or Certification Certi - fication Hard to Fill Expensive to Fill
HRIS
Labor Relations
Change Management
Talent Acquisition
Senior Professional In Human Resources
Onboarding
HR Policies



Department of Workforce Development Resources