How to hire a human resources administration manager

How to hire a human resources administration manager, step by step

Here's a step-by-step human resources administration 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 resources administration manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new human resources administration manager
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The human resources administration manager hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a human resources administration manager to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a human resources administration manager that fits the bill.

   The following list breaks down different types of human resources administration managers and their corresponding salaries.

   Type of Human Resources Administration Manager	Description	Hourly rate
   Human Resources Administration 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.	$25-51
   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
   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... Show more	$55-118

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Process Payroll
   • Disciplinary Procedures
   • Financial Statements
   • HRIS
   • Human Resource Functions
   • Performance Management
   • Workers Compensation
   • Hr Administration
   • Background Checks
   • Benefits Administration
   • Open Enrollment
   • FMLA
   • Disciplinary Actions
   • EEO

   Check all skills

   Responsibilities:

   • Manage payroll functions including semi-monthly payroll processing utilizing ADP pay experts and computing employee's bonuses and commission.
   • Manage compliance review of FLSA classification and analyze headcount and turnover reports and provide recommendations to management regarding appropriate headcount actions.
   • Send ACH file to the bank initiate direct deposit of payroll into employee accounts.
   • Researched/Resolve employee pay discrepancies, reconcile employee's vacation, PTO, sick leave and bereavement balances.
   • Direct proper monitoring of all time and attendance records and employee paid time off (PTO) accounts.
   • Process payroll for all staff and provide training to new hires and supervisors on use of ADP payroll processing system.

3. Make a budget

   Including a salary range in your human resources administration manager job description is one of the best ways to attract top talent. A human resources administration manager can vary based on:

   • Location. For example, human resources administration managers' average salary in south carolina is 34% less than in washington.
   • Seniority. Entry-level human resources administration managers 51% less than senior-level human resources administration managers.
   • Certifications. A human resources administration manager with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a human resources administration manager's salary.

   Average human resources administration manager salary

   $76,637yearly

   $36.84 hourly rate

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   Entry-level human resources administration manager salary

   $53,000 yearly salary

   Updated December 20, 2025

4. Writing a human resources administration manager job description

   A human resources administration manager job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a human resources administration manager job description:

   Human resources administration manager job description example

   The Human Resources Manager, Administrative Operations contributes to the mission of Plymouth Housing by effectively managing the HR operations and compliance through a full scope of functional areas including Benefits Administration, Leaves and Reasonable Accommodation Management, Compensation Administration, Health & Wellness, and COVID-related activity. This position drives high quality operations through policies, programs, and processes that align with best practices and uphold regulatory compliance. Working closely with the Human Resources Manager, People Operations, the position directs the Operations team to provide outstanding customer service through the delivery of quality, timely, and accurate information. The Human Resources Manager, Administrative Operations plays a vital role in supporting an equitable and inclusive organizational culture and fostering a positive employee experience.
   
   This position is a regular full-time, benefited, position. This is a Hybrid Position.
   ESSENTIAL JOB FUNCTIONS:
   
   (Responsibilities, accountabilities, and competencies; may not include all duties of this job)
   
   Team Management 50%
   Supervise assigned team members providing direction, guidance, support, and coaching. Establish clear areas of individual responsibilities and performance expectations. Ensure team cohesion and seamless collaboration between operational functional areas in tandem with payroll as needed. Model effective HR consultation techniques and practices. Promote creative problem-solving and effective negotiation. Support staff development through training opportunities, special projects, and stretch assignments.
   Administrative Operations Management 50%
   Focus on providing a positive, people-centric experience for employees and managers. Lead team in identifying opportunities to optimize HR operational efficiency and effectiveness by clarifying processes, leveraging systems and tools, and improving ongoing communication. Update, develop, and implementing standard operating procedures (SOPs) by documenting process to ensure clarity, consistency, and alignment among the functional areas. Collaborate with HR Manager, People Operations to create guidelines and supporting materials for processes both internal to HR team and external for managers and employees. Keep updated on the latest best practices, tools, and technology to monitor, audit, and ensure ongoing compliance with employment regulations. Work closely with HR Manager, People Operations to develop a process for obtaining feedback about service delivery, establishing metrics, and analyzing result to identify opportunities for improvement. Promote an HR Team environment by partnering with the HR Manager, People Operations to develop strong lines of communication between the team members with a focus on customer service impact. Ensure timely and accurate delivery of state and federal reporting including but not limited to EEO, OSHA, and ACA. Develop relationships with benefit broker to analyze utilization and develop strategic recommendations for benefit plans that aligns with the compensation philosophy. Understand and analyze HR data and establish regular reporting to determine relevant trends, respond to leadership data requests, and improve decision-making. Act as the first escalation point for the Administrative Operations team. Look into the escalations, identify the root cause, and implement change to avoid future reoccurrences. Advise leadership of critical matters. Keep CHRO and HR Director informed, in a timely matter, of any issues, which may present potential risk, impact the policies, or interfere with the accomplishment of organizational goals. Interact directly with staff and managers to resolve complex issues, answer questions. Provide expert knowledge, support, and coverage to assigned functional areas, as needed. Performs other related duties, as required.
   ESSENTIAL JOB QUALIFICATIONS:
   
   (Any equivalent combination of knowledge, skills, abilities, education, and experience)
   
   Education: Bachelor's Degree in Human Resources, Business Administration or related field or equivalent combination of education and relevant work experience.
   
   Experience: Minimum five (5) years' senior level Human Resources generalist experience with two (2) years' management experience.
   
   Knowledge, Skills, and Abilities:
   Committed to working toward diversity, equity, and inclusion in providing services to tenants and working with Plymouth staff. Able to communicate and work effectively with a diverse group of voices in support of Plymouth's goal of being an anti-racist organization. Broad range of human resources operations knowledge and practical experience. Adept at working with an HRIS and identifying opportunities to leverage technology to improve efficiency. Strong knowledge of and ability to apply federal, state, and local employment laws and regulations. Demonstrated ability to manage multiple projects or programs - work prioritization, planning, and coordination across teams. Strong analytical skills, comfortable with large data sets, and able to extract business insights from analysis. Skillful at relationship building and collaboration with all levels of staff, community partners, and others. Strong facilitation, negotiation, and conflict-resolution skills. Perseverance in tackling tough decisions with creativity and reasonable risk-taking. Ability to lead and thrive in a dynamic environment of change and challenge. Clear written and verbal communication skills. Strong organizational, time and project management skills. Ability to maintain a high level of discretion and confidentiality. Intermediate to advanced level of proficiency in MS Excel, Word, and PowerPoint.
   Desired Qualifications:
   Experience working in a nonprofit environment is desired. Experience working in a union environment is desired. Certifications such as PHR, SPHR, GPHR, SHRM-CP, or SCP are valued.
   
   COVID-19 Vaccination Requirement
   
   Plymouth Housing employees are required to be fully vaccinated against COVID-19.
   As a condition of employment, new hires will be required to:
   submit proof of vaccination, or have an approved request for medical or religious exemption and an approved accommodation.
   People are considered fully vaccinated against COVID-19 two weeks after receiving the final dose of a vaccination approved by the Center for Disease Control and Prevention (CDC).

   Copy this example

   

5. Post your job

   To find human resources administration managers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any human resources administration managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level human resources administration managers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your human resources administration manager job on Zippia to find and attract quality human resources administration manager candidates.
   • Use niche websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   Recruiting human resources administration managers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   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 resources administration manager

   Once you've decided on a perfect human resources administration manager candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   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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