How to hire a human resource manager/project manager

How to hire a human resource manager/project manager, step by step

Here's a step-by-step human resource manager/project manager hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a human resource manager/project manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new human resource manager/project manager
• Step 8: Go through the hiring process checklist

What does a human resource manager/project manager do?

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1. Identify your hiring needs

   Before you start hiring a human resource manager/project manager, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect human resource manager/project manager also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of human resource manager/project managers and their corresponding salaries.

   Type of Human Resource Manager/Project Manager	Description	Hourly rate
   Human Resource Manager/Project Manager	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$30-60
   Director Of Human Resources	A human resources director is responsible for managing the overall operations of the human resources department, ensuring smooth operations while meeting the company's goals of successful profitability and services. Human resources directors' duties include providing staff consultation, addressing staffing concerns, managing compensation and benefits plans, reviewing plans for training and development programs, and reporting future actions to the management... Show more	$32-70
   Project Manager/Team Lead	Project Managers are responsible for managing and overseeing the operations of a project from inception to completion. Their duties include defining project scope, developing a project plan, creating work breakdown structures to distribute resources, and communicating responsibilities to all project team members and vendors... Show more	$39-66

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Project Management
   • Process Improvement
   • HRIS
   • Payroll
   • Status Reports
   • Employee Engagement
   • Project Scope
   • Performance Management
   • SharePoint
   • Post Implementation
   • Human Resources
   • Shared Services
   • PMO
   • Sigma

   Check all skills

   Responsibilities:

   • Manage administrative responsibilities for a restaurant including payroll and accounts payable processing utilizing QuickBooks software.
   • Develop a process to ensure that the data in PeopleSoft stay current by creating and analyzing PeopleSoft reports.
   • Coordinate and run on site job fairs, resulting in eight full time hires using media ads and local flyers.
   • Support the complex decommissioning of PeopleSoft and other applications.
   • Plan and implement office layout, equipment and SharePoint configuration and administration.
   • Increase information sharing by deploying SharePoint as an internal document repository for departments and projects.

   More human resource manager/project manager duties

3. Make a budget

   Including a salary range in the human resource manager/project manager job description is a good way to get more applicants. A human resource manager/project manager salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a human resource manager/project manager in South Dakota may be lower than in California, and an entry-level engineer typically earns less than a senior-level human resource manager/project manager. Additionally, a human resource manager/project manager with lots of experience in the field may command a higher salary as a result.

   Average human resource manager/project manager salary

   $90,331yearly

   $43.43 hourly rate

   ---

   Entry-level human resource manager/project manager salary

   $64,000 yearly salary

   Updated December 20, 2025

   Average human resource manager/project manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$114,471	$55
   2	New Jersey	$108,343	$52
   3	Pennsylvania	$108,049	$52
   4	Massachusetts	$105,963	$51
   5	New York	$105,246	$51
   6	Illinois	$98,989	$48
   7	District of Columbia	$95,562	$46
   8	Maryland	$93,546	$45
   9	Nevada	$93,382	$45
   10	Connecticut	$90,119	$43
   11	North Carolina	$89,472	$43
   12	Virginia	$87,095	$42
   13	Texas	$86,735	$42
   14	West Virginia	$85,483	$41
   15	Georgia	$83,592	$40
   16	Oregon	$82,258	$40
   17	Indiana	$80,551	$39
   18	North Dakota	$77,040	$37
   19	Ohio	$75,369	$36
   20	Louisiana	$75,343	$36

   Average human resource manager/project manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Mayer Brown	$152,207	$73.18	2
   2	ORIX USA	$131,227	$63.09	1
   3	Pacific Gas and Electric	$128,402	$61.73
   4	Moody's	$118,448	$56.95	3
   5	JPMorgan Chase & Co.	$116,677	$56.09	133
   6	NRG Energy	$109,583	$52.68	12
   7	Bank of America	$107,908	$51.88
   8	General Electric	$107,159	$51.52	26
   9	Kiewit	$106,812	$51.35	27
   10	Autodesk	$106,702	$51.30	9
   11	The New York Times Company	$106,317	$51.11
   12	Mars	$105,959	$50.94
   13	Duke University Health System	$105,445	$50.69	5
   14	H.B. Fuller	$105,207	$50.58
   15	Nike	$104,916	$50.44	1
   16	Activision Blizzard	$101,143	$48.63	2
   17	Capgemini	$97,805	$47.02	27
   18	Astellas Pharma	$97,175	$46.72
   19	Stanford Children's Health	$95,528	$45.93
   20	Ericsson	$94,793	$45.57	1

4. Writing a human resource manager/project manager job description

   A job description for a human resource manager/project manager role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a human resource manager/project manager job description:

   Human resource manager/project manager job description example

   The Employee Listening Project Manager will be responsible for supporting Consumer and Community Banking (CCB) Employee Insights Team. This role will collaborate with numerous partners across the firm in the design, implementation, and conduct ongoing administration of surveys and other related listening projects. The Employee Listening PM will help translate listening data into insights and will use storytelling to share learnings with partners across HR as well as leaders of LOBs.
   
   This position reports to VP of Storytelling and Employee Insights and will be situated with a team of problem solvers and solution designers to meet the unique needs of CCB HR and Organizational Effectiveness.
   Responsibilities:
   Support the design and implementation of our listening strategy through pulse surveys, focus groups, comment analysis and more Advise on survey design (questions, wording, structure), administration strategy and execution, ongoing business client support Run the day to day of employee surveys for CCB, create and maintain project plans, communicate proactively with clients and leadership Ability to create a compelling, concise and objective case for action based on insights and data from our team's efforts Help keep a pulse on listening activities in CCB LOBs Be the CCB point person and subject matter expert for large survey projects like our annual engagement survey Keep our work organized and easily accessible including team best practices and lessons learned Ensure all appropriate data privacy, security, and controls requirements are incorporated into all processes
   Experience/Skills:
   2+ years of business experience, preferably in a role involving survey administration and analysis Bachelor's degree in Human Resources, Statistics, Industrial and Organizational Psychology, Psychometrics, Sociology, Econometrics, or other Behavioral Sciences preferred Strong understanding of survey methodologies, quantitative and qualitative research, and survey design principles
   
   Chase is a leading financial services firm, helping nearly half of America's households and small businesses achieve their financial goals through a broad range of financial products. Our mission is to create engaged, lifelong relationships and put our customers at the heart of everything we do. We also help small businesses, nonprofits and cities grow, delivering solutions to solve all their financial needs.
   
   We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as any mental health or physical disability needs.
   
   The health and safety of our colleagues, candidates, clients and communities has been a top priority in light of the COVID-19 pandemic. JPMorgan Chase was awarded the "WELL Health-Safety Rating" for all of our 6,200 locations globally based on our operational policies, maintenance protocols, stakeholder engagement and emergency plans to address a post-COVID-19 environment.
   
   As a part of our commitment to health and safety, we have implemented various COVID-related health and safety requirements for our workforce. Employees are expected to follow the Firm's current COVID-19 or other infectious disease health and safety requirements, including local requirements. Requirements include sharing information including your vaccine card in the firm's vaccine record tool, and may include mask wearing. Requirements may change in the future with the evolving public health landscape. JPMorgan Chase will consider accommodation requests as required by applicable law.
   
   Equal Opportunity Employer/Disability/Veterans

   Copy this example

   

5. Post your job

   To find the right human resource manager/project manager for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with human resource manager/project managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit human resource manager/project managers who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your human resource manager/project manager job on Zippia to find and recruit human resource manager/project manager candidates who meet your exact specifications.
   • Use field-specific websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit human resource manager/project managers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new human resource manager/project manager

   Once you've selected the best human resource manager/project manager candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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