How to hire a senior resource manager

How to hire a senior resource manager, step by step

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

What does a senior resource manager do?

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1. Identify your hiring needs

   Before you start hiring a senior resource 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

   You should also consider the ideal background you'd like them a senior resource 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 senior resource manager that fits the bill.

   Here's a comparison of senior resource manager salaries for various roles:

   Type of Senior Resource Manager	Description	Hourly rate
   Senior 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.	$27-61
   Recruitment Director	A recruitment director is an executive professional who is responsible for directing the recruitment processes and employment programs for an organization. This director is required to assess the external labor market conditions while developing the most effective and appropriate recruiting channels and methods... Show more	$36-82
   Director Of Talent Acquisition	A director of talent acquisition is primarily responsible for spearheading the development of strategies that will help a company to narrow down and acquire talented individuals. Typically, they must set goals and budgets, coordinate with stakeholders or higher-ranking officials, review and assess the performance of the talent acquisition team, and conduct training and meetings... Show more	$41-98

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Professional Development
   • Business Development
   • PMO
   • ERP
   • Business Process
   • Project Management
   • Logistics
   • Resource Management
   • SR
   • Performance Management
   • Shared Services
   • Technical Support
   • Strategic Direction
   • DOD

   Check all skills

   Responsibilities:

   • Manage the positions and resume searches using popular job portals such as dice, craigslist and LinkedIn.
   • Manage operations and logistics, coordinating transportation of personnel, equipment, and supplies to ensure on-time arrival/departure.
   • Manage operations and logistics, coordinating transportation of personnel, equipment, and supplies to ensure on-time arrival/departure.
   • Utilize computer billing software for Medicaid billable services.

   More senior resource manager duties

3. Make a budget

   Including a salary range in the senior resource manager job description is a good way to get more applicants. A senior resource 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 senior resource manager in Louisiana may be lower than in Pennsylvania, and an entry-level engineer typically earns less than a senior-level senior resource manager. Additionally, a senior resource manager with lots of experience in the field may command a higher salary as a result.

   Average senior resource manager salary

   $86,990yearly

   $41.82 hourly rate

   ---

   Entry-level senior resource manager salary

   $58,000 yearly salary

   Updated December 15, 2025

   Average senior resource manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Pennsylvania	$105,221	$51
   2	Arizona	$100,256	$48
   3	Massachusetts	$98,039	$47
   4	Georgia	$97,423	$47
   5	New Jersey	$97,241	$47
   6	New York	$96,571	$46
   7	District of Columbia	$94,843	$46
   8	Washington	$93,044	$45
   9	California	$91,858	$44
   10	Virginia	$89,999	$43
   11	Connecticut	$84,710	$41
   12	Tennessee	$82,094	$39
   13	North Carolina	$81,462	$39
   14	Texas	$81,333	$39
   15	Florida	$81,081	$39
   16	Illinois	$78,003	$38
   17	South Carolina	$76,461	$37
   18	Colorado	$66,198	$32

   Average senior resource manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Capgemini	$134,914	$64.86	3
   2	Accenture	$129,657	$62.34	191
   3	Interbrand	$125,158	$60.17
   4	Encora, Inc.	$120,671	$58.01
   5	Amgen	$116,133	$55.83	3
   6	Autodesk	$115,190	$55.38
   7	Intergraph	$112,221	$53.95
   8	PepsiCo	$109,573	$52.68
   9	Deloitte	$109,219	$52.51	123
   10	Seagen	$104,879	$50.42
   11	Edelman Financial Engines	$103,825	$49.92
   12	L.A. Care Health Plan	$97,643	$46.94
   13	Cigna	$97,035	$46.65
   14	Blue Cross Blue Shield of North Carolina	$95,003	$45.67
   15	BDO USA	$93,783	$45.09	1
   16	Advanced Clinical	$90,267	$43.40
   17	Manhattan Associates	$89,490	$43.02
   18	Hexagon Lincoln	$87,593	$42.11
   19	Amazon	$85,371	$41.04	17
   20	ValueMomentum	$85,350	$41.03

4. Writing a senior resource manager job description

   A good senior resource manager job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a senior resource manager job description:

   Senior resource manager job description example

   The Manager, Resource Management (RM) is responsible for managing both the daily resource needs for existing and future projects and anticipating and planning for future needs. This person will be accountable for assigning the best talent to a project, creating project teams (Creative, Strategy, and Production) that are successful in delivering great work, meeting client and agency objectives, and being profitable.
   
   In addition, the Manager of RM will establish guidelines for interoffice resource sharing and the tracking of freelance needs. This includes facilitating communication between project and discipline leads and making resource recommendations including forecasting, capacity, utilization, and skill set. This person will work closely with Project Managers and Team Leads to ensure that all projects are staffed appropriately and alert Talent Acquisition if a new role needs to be created.
   
   ResponsibilitiesRecommend resources on assignments, in partnership with team leads, taking skills, interest and development, client needs, account margin, and quality into account Serve as main point-of- contact to resolve resource conflicts strategically, in collaboration with leadership, in such a way that balances the needs of the enterprise Understand capabilities, skill sets and interests of assigned resources to better inform resource recommendations and ensuring the right fit on projects Provide process oversight and establish rules of engagement for how projects and resources are assigned Accurately project future client work and resource demand Monitor availability and help match supply to demand; ensure data integrity Lead conversations to prioritize demand as needed Review reports on utilization, forecast and pipeline, headcount and client needs to make appropriate staffing recommendations to leadership Lead weekly resource meetings to address resource needs; create, run and manage resource worksheets and reporting Promote smooth workflow and communication between disciplines Partner with Discipline Leads to achieve and maintain optimal resource utilization Help determine when it is necessary to seek out freelance resources to staff projects; ensure the appropriate documentation is obtained for the freelancers Troubleshoot resourcing conflicts and offer creative solutions while considering other Internal resources, other office availabilities, contractors and costs to the business Partner with practice leads, HR, and Talent Acquisition to identify a skills matrix for each practice that will ultimately serve improved resource management in the future Share Utilization and Operations Reports with the leadership team and identify opportunities and areas of concern Establish expectations of the RM function and communicate those expectations to the larger agency community and manage accountability to those expectations
   
   RequirementsA minimum of 8 years of resource or project management experience.Bachelor's degree in business, communication studies, information systems, or related required Marketing and Communications Services or Media/Advertising Industry experience desired Advanced proficiency in Microsoft Office suite, especially Excel and PowerPointProficiency in resource management/project management tools required (Including Workamajig and ChartHop) Ability to build strong relationships and manage people and process Strong analytical and problem-solving skills Ability to work collaboratively with other departments to resolve complex issues Strong problem solving, judgment, critical thinking, and decision-making skills Ability to identify process issues, provide a solution, and lead the change Ability to manage staff and provide professional development to ensure the achievement of individual and team goals Use enterprise view when making resourcing decisions/recommendations Excellent communication skills, including facilitation and presentations Knowledge of interactive marketing (design, user experience, development, strategy) projects and resource requirements
   
   Since our beginning in 1981, AbelsonTaylor has remained singularly focused on brands that help people live healthier lives. We don't design for sneakers, or beer, or cars. We are 100% focused on and passionate about health and wellness.
   
   At AbelsonTaylor, we are focused on the vital goal of building a diverse and inclusive workforce and creating an environment where different people with unique skill sets and diverse backgrounds can work together toward a common goal. After all, when the products you sell are ideas, strategies and relationships, your most important asset is your people!
   
   And we are Passionate about our People. It says so right in our Values, along with Cherish Creativity, Fearlessly Independent, Always Curious, and Teamwork. All of which support our Vision: Be the most sought after Health and Wellness agency.
   We are committed to providing reasonable accommodation to all applicants who require additional accessibility to this process, please note in your application if you require additional assistance.

   Copy this example

   

5. Post your job

   To find senior resource 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 senior resource managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level senior resource 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 senior resource manager job on Zippia to find and recruit senior resource 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

   Recruiting senior resource 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 senior resource manager

   Once you've decided on a perfect senior resource 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.

   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.

   After that, you can create an onboarding schedule for a new senior resource manager. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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