What does an employment manager do?
An employment manager oversees the recruitment and employment procedures in a company. They are typically in charge of planning the hiring processes, setting guidelines and timelines, and establishing budgets and objectives according to the company's policies and regulations. They keep records of all operations, delegate tasks among staff, and develop strategies to recruit and retain talented workers. In some companies, an employment manager also has the responsibility to create and implement benefits and compensation programs for the employees, establish training services, and develop new policies to optimize operations.
Employment manager responsibilities
Here are examples of responsibilities from real employment manager resumes:
- Manage 3 team members responsible for HRIS data entry of employee information, employee file management and leave of absence administration.
- Partner with Sr. Management and line managers to develop organizational strategies and achieve overall organizational objectives.
- Perform exit interviews and generate appropriate paperwork for corporate payroll and benefits.
- Provide tutoring, and one-on-one academic support services for GED students.
- Assure recruiting efforts are consistent with AAP, EEOC, OFCCP requirements.
- Develop and implement metrics for senior leaders of the business on placement trends vs. corporate and AAP goals.
- Maintain the HRIS system to include all new codes, tables, reports, security, user set-up and system upgrades.
- Develop Powerpoint presentations reflecting teaching materials.
- Advise executive management regarding all EEO matters.
- Investigate grievances and assist in the preparation of documentation for arbitration hearings as per labor contract procedures.
- Articulate corporate policies and procedures to employees seeking clarification regarding payroll, disability, terminations, leaves of absence.
- Ensure compliance of all EEO regulations; strictly adhering to all employment authorization guidelines in accordance with company and government regulations.
- Provide and consistently document corporate-wide decisions in keeping with best practices and to minimize risk and litigation in employee relations situations.
- Develop new hire training package and PowerPoint presentation adopt by Accenture.
Employment manager skills and personality traits
We calculated that 20% of Employment Managers are proficient in Human Resources, Payroll, and Succession Planning. They’re also known for soft skills such as Leadership skills, Organizational skills, and Speaking skills.
We break down the percentage of Employment Managers that have these skills listed on their resume here:
- Human Resources, 20%
Presented accountability reporting on staffing and training issues to executive team linking human resources initiatives to bottom-line business imperatives.
- Payroll, 14%
Articulated corporate policies and procedures to employees seeking clarification regarding payroll, disability, terminations, leaves of absence.
- Succession Planning, 10%
Advocated and promoted workforce diversity through foreign medical and nursing programs and succession planning.
- Background Checks, 6%
Managed the entire recruiting process including job posting, facilitating interviews, background checks, job offers and assistance with on-boarding.
- Career Fairs, 3%
Facilitated career fairs and diversity recruiting with local non-profit agencies.
- Conflict Resolution, 3%
Conflict resolution and maintaining calm in the face of high pressure situations.
Common skills that an employment manager uses to do their job include "human resources," "payroll," and "succession planning." You can find details on the most important employment manager responsibilities below.
Leadership skills. To carry out their duties, the most important skill for an employment manager to have is leadership skills. Their role and responsibilities require that "human resources managers must coordinate work activities and ensure that staff complete the duties and responsibilities of their department." Employment managers often use leadership skills in their day-to-day job, as shown by this real resume: "participated on leadership committees and developed strategies and action plans for a strong eeo program. "
Organizational skills. Another essential skill to perform employment manager duties is organizational skills. Employment managers responsibilities require that "human resources managers must be able to prioritize tasks and manage several projects at once." Employment managers also use organizational skills in their role according to a real resume snippet: "write and update organizational policies and procedures to ensure compliance with local, state, and federal laws. "
Interpersonal skills. For certain employment manager responsibilities to be completed, the job requires competence in "interpersonal skills." The day-to-day duties of an employment manager rely on this skill, as "human resources managers regularly interact with people, such as to collaborate on teams, and must develop working relationships with their colleagues." For example, this snippet was taken directly from a resume about how this skill applies to what employment managers do: "function as a coach to managers to enhance leadership abilities, relationships among teams/individuals, interpersonal communications and performance management. "
Communication skills. Another crucial skill for an employment manager to carry out their responsibilities is "communication skills." A big part of what employment managers relies on this skill, since "human resources managers need strong speaking, writing, and listening skills to give presentations and direct their staff." How this skill relates to employment manager duties can be seen in an example from an employment manager resume snippet: "lead management training and organizational development and communication. "
The three companies that hire the most employment managers are:
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Compare different employment managers
Employment manager vs. Human resources consultant
A human resources consultant is responsible for supporting the human resources management of an organization by advising on policies and procedures for effective employee relations. Human resources consultants analyze HR programs and current processes and initiate projects to maintain stable operations. They also facilitate strategic plans to resolve HR matters and improve culture management. A human resources consultant must be highly-knowledgeable of the human resources industry, its techniques, regulations, and disciplines to help with the implementation of business advancements and achieve the organization's objectives.
These skill sets are where the common ground ends though. The responsibilities of an employment manager are more likely to require skills like "human resources," "career fairs," "action plan," and "interview process." On the other hand, a job as a human resources consultant requires skills like "shared services," "employee engagement," "customer service," and "project management." As you can see, what employees do in each career varies considerably.
Human resources consultants tend to make the most money working in the manufacturing industry, where they earn an average salary of $78,879. In contrast, employment managers make the biggest average salary, $73,233, in the professional industry.On average, human resources consultants reach similar levels of education than employment managers. Human resources consultants are 4.7% more likely to earn a Master's Degree and 0.1% more likely to graduate with a Doctoral Degree.Employment manager vs. Human resources vice president
Human resources (HR) vice presidents play a vital role in the effective administration and operation of an organization's HR department. These executives are responsible for directing an organization's staffing goals and developing strategies to support the company's profitable and productive business operations. HR vice presidents also perform other duties and responsibilities, including planning payroll and employee benefits, facilitating the enforcement of standardized HR processes, and recommending new measures for employee performance evaluations. The skills and qualifications for this position include previous experience as an HR director, strong leadership skills, and in-depth knowledge of HR processes.
Each career also uses different skills, according to real employment manager resumes. While employment manager responsibilities can utilize skills like "human resources," "background checks," "career fairs," and "conflict resolution," human resources vice presidents use skills like "employee engagement," "organizational development," "labor relations," and "customer service."
Human resources vice presidents earn a higher average salary than employment managers. But human resources vice presidents earn the highest pay in the manufacturing industry, with an average salary of $178,898. Additionally, employment managers earn the highest salaries in the professional with average pay of $73,233 annually.Average education levels between the two professions vary. Human resources vice presidents tend to reach higher levels of education than employment managers. In fact, they're 5.1% more likely to graduate with a Master's Degree and 0.1% more likely to earn a Doctoral Degree.What technology do you think will become more important and prevalent for employment managers in the next 3-5 years?
Karen Sharp-Price
Instructor/Career Consultant, Daemen College
Just over the past year, video conferencing and video chat has become mainstream for most companies. Learning how to maneuver and use the many different forms of video conferencing has become an everyday occurrence now for companies. Companies that said they could never go fully remote have done so and found not only that it can be done but done well with all this technology. But in the near future, you will see many new features added to all of these mediums to enhance the experience for employees and companies to communicate with co-workers, near and far. This technology has been around for a long time but is not used to its fullest extent. Due to the pandemic, it is heavily used, and I don't see us reverting back to our old ways but only improving upon how to better utilize technology in our businesses going forward.
Employment manager vs. Senior human resources consultant
A senior human resources consultant specializes in recommending solutions to optimize a company's human resource operations. Their responsibilities typically revolve around performing research and analysis to identify the strengths and weaknesses of existing procedures, devising strategies to attain the best employment practices, and developing programs for the benefit of employees. They may also implement the company's policies and regulations, creating new ones as needed. Furthermore, as a senior human resources consultant, it is essential to lead and encourage junior consultants and managers to accomplish goals in adherence to the vision and mission of the company.
There are many key differences between these two careers, including some of the skills required to perform responsibilities within each role. For example, an employment manager is likely to be skilled in "human resources," "background checks," "career fairs," and "recruitment strategies," while a typical senior human resources consultant is skilled in "healthcare," "employee engagement," "project management," and "sr."
Senior human resources consultants earn the highest salary when working in the technology industry, where they receive an average salary of $86,984. Comparatively, employment managers have the highest earning potential in the professional industry, with an average salary of $73,233.senior human resources consultants typically earn higher educational levels compared to employment managers. Specifically, they're 6.2% more likely to graduate with a Master's Degree, and 0.3% more likely to earn a Doctoral Degree.Employment manager vs. Human resources business partner
Human resource (HR) business partners' primary job is to ensure that business objectives are aligned with the management and employees within an organization. They typically focus more on developing HR strategy than implementing the company policies. They often work with individual business units, and their work is related to the company's current and future success. HR business partners are also responsible for providing performance management guidance, developing contract terms for new employees, transfers, and promotions, and providing advice on business units.
Types of employment manager
Updated January 8, 2025
