Human Resources Managers (HR Managers) oversee vital workforce processes, including recruitment, seamless employee onboarding, training, and development. They manage employee relations, enforce policies, and manage performance, ensuring a positive workplace.
HR Managers also oversee compensation, benefits, legal compliance, and workplace safety. Additionally, they play a strategic role in talent management, nurturing career growth, implementing engagement initiatives, and boosting productivity. As the linchpin between the workforce and the organization, HR professionals align human capital strategies with the organization’s objectives, contributing significantly to its overall success and growth.
If you’re an HR professional aspiring to become an HR Manager, consider enrolling in the free certification program on Document Workflow Automation for HR Professionals by the airSlate Academy. This program will equip you with essential skills for managing critical HR tasks contributing to your organization’s success.
In this article, you will discover how mastering document workflow automation can propel your HR career forward and amplify your influence as an HR Manager. Let’s delve into the details!
HR Manager salary in the U.S.
According to Zippia, Human Resources Managers usually earn between $56,000 and $113,000 annually, translating to an average hourly rate of $38.67. ZipRecruiter data indicates an average salary of $73,539/year, while Glassdoor sets the average HR compensation at $78,306 annually.
Interestingly enough, at least five roles within the Human Resource Management category pay significantly more than the typical salary. Positions such as Vice President of Human Resources, Benefits Director, and Global Human Resources Director offer salaries ranging from $35,673 to $84,848, higher than the average HR Manager’s pay of $73,539. If you meet the qualifications, landing one of these roles could boost your earnings beyond the middle Human Resource Management position.
Top 5 highest-paid Human Resource Management jobs in the U.S.
|Job Title||Annual Salary|
|Vice President of Human Resources||$158,387|
|Global Human Resources Director||$113,586|
|Senior Human Resources Officer||$109,729|
|Human Resources Director||$109,212|
- A Vice President of Human Resources (VP of HR) oversees the efficient and profitable functioning of a company’s HR department. A VP of HR guides management on strategic staffing plans, including compensation, benefits, training, development, budget, and labor relations.
- A Benefits Director is responsible for strategizing, implementing, and managing an organization’s health and welfare benefits programs. These professionals analyze benefit options and anticipate future costs to assist management in making informed decisions.
- A Global Human Resources Director oversees HR strategies and policies globally, ensuring consistency across different locations and cultures. These professionals manage talent acquisition, employee development, and international labor relations, ensuring compliance with diverse employment laws. Collaborating with regional HR managers, they align HR initiatives with the company’s global objectives and promote a positive corporate culture.
- A Senior Human Resource Officer manages HR functions, including recruitment, employee relations, policy implementation, and compliance. These professionals contribute to strategic workforce planning employee development, and foster a positive work culture within the organization.
- A Human Resources Director oversees every aspect of HR operations within a company. These professionals develop HR strategies, handle employee relations, enforce HR policies, and ensure compliance with labor laws. They also actively participate in talent acquisition, employee development, and cultivating a positive workplace atmosphere, all of which significantly contribute to the overall success and productivity of the company.
What does an HR Manager do?
The role of an HR Manager encompasses a wide range of responsibilities:
- Managing hiring process and categorizing incoming resumes to match job openings
- Facilitating the onboarding process for new employees by sending out onboarding documents to the relevant individuals
- Timely and transparent leave request management
- Handling the generation and processing of employee contracts
- Overseeing employee training, involving scheduling, notifications, and training session record-keeping
- Ensuring the secure and organized administration of employee data
- Collecting, analyzing, and taking appropriate actions based on surveys and feedback forms.
HR Managers are often challenged with inefficiencies that stem from physical paperwork, such as:
- Manual data entry and paper document management, leading to errors and inefficiencies
- Manual performance appraisals and goal-setting resulting in inconsistencies and missed employee development opportunities
- Navigating complex and ever-changing labor legislation and data privacy regulations.
- Complex and error-prone administration of employee benefits, deductions, and enrollment
- Time-consuming manual resume sorting and interview coordination, potentially missing out on talented candidates
- Lengthy data collection and analysis for employee feedback and engagement, making it challenging to address issues promptly
- Manual onboarding and offboarding processes causing delays, incomplete paperwork, and security risks
- Tracking employee training and certifications manually, risking oversight and compliance issues
- The vulnerability of paper-based documents to loss, damage, and unauthorized access, posing a risk to sensitive employee information
- Manual employee record maintenance leads to errors, confusion, and inefficiencies.
The business value of document workflow automation for HR Managers
Based on airSlate’s recent findings, HR teams spend five to twelve hours per week on manual paperwork, so it only makes sense to modernize processes and embrace automation wherever possible. Click the link to access the full HR automation report.
Leveraging document workflow automation offers several critical benefits sought after by HR professionals:
1. Time savings: Automation frees HR professionals from repetitive tasks, enabling them to focus on strategic initiatives, boost employee engagement, and streamline processes like onboarding and performance assessments.
2. Error reduction and improved compliance: Automation safeguards against human errors, ensuring data accuracy and consistent adherence to legal and regulatory standards.
3. Efficient recruitment process: Automation streamlines job postings, candidate screening, interview scheduling, and feedback collection, enhancing recruitment efficiency.
4. Enhanced employee experience: Simplified procedures for onboarding and leave applications improve the employee experience and provide insights into engagement levels.
5. Cost savings and sustainability: Reduced manual work, paper usage, and printing expenses lead to long-term cost savings and a more environmentally conscious HR department.
6. Improved data management and security: Automation centralizes and secures employee records, enhancing data accessibility and security.
7. Faster decision-making and remote data access: Automated data compilation and cloud-based HR tools empower quick decision-making and remote HR data access.
8. Comprehensive analytics: Automation generates in-depth reports and maintains a detailed audit trail, offering insights into HR performance and document history.
9. Streamlined training and communication: HR Automation simplifies training management, ensures timely task completion through notifications, and improves communication within HR and among employees.
10. Standardization and scalability: Automation enforces uniform processes and effortlessly scales to accommodate a growing workforce without a proportional increase in administrative demands.
Discover the five benefits of obtaining your airSlate Academy certification as an HR professional
The airSlate Academy’s Document Workflow Automation for HR Professionals certification program offers numerous advantages tailored explicitly for HR professionals:
1. Advance your career: Enhance your opportunities for career growth, unlocking new paths for professional development within the HR field.
2. Enhance strategic focus: Dedicate more time to strategic HR initiatives requiring creativity and critical thinking, amplifying your impact within the organization and the HR domain.
3. Reclaim valuable time: Regain precious hours from routine HR tasks, allowing you to pursue personal interests and spend quality time with your loved ones.
4. Attain work-life balance: Achieve a healthier equilibrium between work and personal life by improving efficiency and time management, leading to a more fulfilling and enjoyable overall life experience.
5. Increase productivity and job satisfaction: Boost your productivity and experience genuine job satisfaction as an HR professional.
Studies show a direct link between employee happiness and productivity. With your enhanced skills, you can anticipate a significant increase in productivity and satisfaction, improving overall workplace morale.
In Human Resources, embracing document workflow automation can significantly enhance efficiency, productivity, and innovation, leading to its overall success and competitive edge.
Workflow automation solutions offer HR professionals a powerful tool to address challenges such as outdated processes and employee engagement issues, all while simplifying tasks without requiring advanced technical skills. With tailored features, including Flow Creator, no-code integrations, contract management, and analytics, the airSlate platform enables HR teams to implement fully automated HR workflows seamlessly.
Enrolling in the airSlate Academy’s certification program on Document Workflow Automation for HR Professionals equips you with essential automation skills. This certification positions you as a valuable asset to your organization, propelling your HR career to new heights.
Shape your future by joining the airSlate Academy’s certification program for HR professionals and transform how you lead and excel in your influential role!
HR managers typically fulfill the following five roles:
1. Recruitment and staffing: They oversee hiring processes, ensuring the organization attracts and retains qualified talent.
2. Employee relations: HR managers mediate conflicts, enforce policies, and manage performance to maintain a positive workplace.
3. Training and development: They design and implement training programs, fostering employee growth and enhancing skills.
4. Compensation and benefits: HR managers handle employee compensation, benefits, and compliance with labor laws and regulations.
5. Strategic planning: They align HR strategies with the organization’s goals, ensuring the workforce supports overall objectives.
Being an HR manager can be challenging due to the diverse responsibilities, involving recruitment, employee relations, policy enforcement, training, and strategic planning. Handling interpersonal conflicts, compliance issues, and balancing organizational and employee needs require strong skills. However, with the right expertise and support, it can be a rewarding and impactful role.
HR managers often major in fields related to human resources, such as Human Resource Management, Industrial-Organizational Psychology, Business Administration, or similar disciplines. Additionally, they may pursue professional certifications to enhance their qualifications.
The role of an HR professional encompasses these 7 key functions: they manage the recruitment and retention of talent, facilitate employee development through training initiatives, handle compensation, benefits, and bonuses, oversee employee relations to maintain a harmonious work environment, ensure compliance with labor laws and internal policies, conduct performance evaluations and provide guidance, and align HR strategies with the organization’s broader objectives through strategic planning. In essence, HR professionals play a pivotal role in shaping the workforce, fostering growth, and ensuring adherence to legal and organizational standards.