How to hire a payroll/human resource manager

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

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

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1. Identify your hiring needs

   First, determine the employments status of the payroll/human resource manager you need to hire. Certain payroll/human resource manager roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

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   Hiring the perfect payroll/human resource 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 payroll/human resource managers and their corresponding salaries.

   Type of Payroll/Human Resource Manager	Description	Hourly rate
   Payroll/Human Resource 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.	$29-54
   Staffing Manager	A staffing manager is responsible for overseeing the overall staffing operations of the company, identifying the staffing needs for each department by coordinating with hiring managers for their requirements and specific instructions for job postings. Staffing managers monitor the performance of the staff, delegating tasks, and ensuring that the recruitment operations adhere to the company's policies and structured guidelines... Show more	$17-34
   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

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Human Resources
   • ADP Payroll
   • Background Checks
   • HRIS
   • Payroll System
   • PTO
   • Process Payroll
   • Open Enrollment
   • Cobra
   • Financial Statements
   • Federal Laws
   • FMLA
   • Unemployment Claims
   • Wage Garnishments

   Check all skills

   Responsibilities:

   • Utilize Sharepoint system to upload and manage global job postings.
   • Manage expatriates compensation packages and taxation.
   • Implement HRIS and timekeeping interface to facilitate payroll processing and eliminate duplication of effort.
   • Process payroll for a staff over 180 employees using ADP PayExpert & EtimePhone.
   • Conduct accounting, AP/AR, payroll and expense report functions utilizing ADP payroll system.
   • Track all aspects of FMLA compliance for the facility as well as sick time and vacation time.

3. Make a budget

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

   • Location. For example, payroll/human resource managers' average salary in louisiana is 31% less than in new york.
   • Seniority. Entry-level payroll/human resource managers 45% less than senior-level payroll/human resource managers.
   • Certifications. A payroll/human resource 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 payroll/human resource manager's salary.

   Average payroll/human resource manager salary

   $84,155yearly

   $40.46 hourly rate

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   Entry-level payroll/human resource manager salary

   $62,000 yearly salary

   Updated January 14, 2026

4. Writing a payroll/human resource manager job description

   A job description for a payroll/human resource 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 payroll/human resource manager job description:

   Payroll/human resource manager job description example

   * Responsible for overseeing the CS&S Attendance and Leave Team including process improvements, system development, contractual execution of leave and payroll processing. This position partners with SWA Main Payroll, SWA Technology and the Leave Department to ensure the most accurate and efficient execution of CS&S pay and leave functions. Subject Matter Expert for all issues regarding CS&S pay and leave requirements both contractual and non-contractual.
   * ?Model the Southwest Way
   * Guide and lead team members using SWA talent management practices to coach, develop, and engage employees
   * Adhere to Company values and competencies to foster a culture of inclusion, recognition, and support of a safe work environment
   * Invest in leadership and self-growth through participating in continuous learning and development
   
   * Responsibilities
   * Communicate actively with various Departments/workgroups to assist with contractual/non-contractual Employee related issues
   * Handle escalated payroll discrepancies
   * Identify trends through data analysis and makes recommendations for process or procedural improvements
   * Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).See more occupations related to this task
   * Maintain payroll and leave guidelines by updating departmental policies and procedures
   * Oversee Customer Support and Services new hire payroll administration
   * Oversee SOX controls relative to contractual step increases, payroll application access and processes
   * Coach, mentor, and develop members of the Attendance and Leave Team by providing guidance, knowledge, clear communication, regular coaching, constructive feedback, and a positive example in order to promote an environment of trust, teamwork, and growth
   * Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software
   * Review and approves transmit pay cycle
   * Work collaboratively with Technology to ensure optimal functionality of payroll and attendance systems and tools
   * May perform other job duties as directed by Employee s Leaders
   
   * Knowledge, Skills and Abilities
   * Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources
   * Able to function in a fast paced environment, meet deadlines, juggle multiple tasks, and work as a team player with little supervision.
   * Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process
   * Ability to consider the relative costs and benefits of potential actions to choose the most appropriate one
   * Ability to motivate, develop, and direct people as they work, identifying the best people for the job
   
   Responsibilities Job SummaryResponsible for overseeing the CS&S Attendance and Leave Team including process improvements, system development, contractual execution of leave and payroll processing. This position partners with SWA Main Payroll, SWA Technology and the Leave Department to ensure the most accurate and efficient execution of CS&S pay and leave functions. Subject Matter Expert for all issues regarding CS&S pay and leave requirements both contractual and non-contractual. ? Model the Southwest Way Guide and lead team members using SWA talent management practices to coach, develop, and engage employees . Adhere to Company values and competencies to foster a culture of inclusion, recognition, and support of a safe work environment . Invest in leadership and self-growth through participating in continuous learning and development . ResponsibilitiesCommunicate actively with various Departments/workgroups to assist with contractual/non-contractual Employee related issues . Handle escalated payroll discrepancies . Identify trends through data analysis and makes recommendations for process or procedural improvements . Maintain payroll and leave guidelines by updating departmental policies and procedures . Oversee Customer Support and Services new hire payroll administration . Oversee SOX controls relative to contractual step increases, payroll application access and processes . Coach, mentor, and develop members of the Attendance and Leave Team by providing guidance, knowledge, clear communication, regular coaching, constructive feedback, and a positive example in order to promote an environment of trust, teamwork, and growth . Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software . Review and approves transmit pay cycle . Work collaboratively with Technology to ensure optimal functionality of payroll and attendance systems and tools . May perform other job duties as directed by Employee s Leaders . Ability to motivate, develop, and direct people as they work, identifying the best people for the job .

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5. Post your job

   To find the right payroll/human resource 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 payroll/human resource managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit payroll/human resource 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 payroll/human resource manager job on Zippia to find and attract quality payroll/human resource manager candidates.
   • Use niche websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit payroll/human resource 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 payroll/human resource manager

   Once you've found the payroll/human resource manager candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   Once that's done, you can draft an onboarding schedule for the new payroll/human resource manager. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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