HR managers oversee the people side of a company, from hiring and onboarding to benefits, performance, and employee relations. They balance business needs with employment law and a workable culture.
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Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $31–$41 | $65k–$85k |
| Mid level | $41–$55 | $85k–$115k |
| Senior | $53–$72 | $110k–$150k |
National ranges. City pages adjust for the local market.
12 shown of 111,941 · sorted by freshness
structured workflows to scale our recruitment operations and meet high-volume staffing demands. Position Summary: The Recruitment Manager will lead our talent acquisition strategy and oversee high-volume recruitment for…
Human Resources Manager (HR Manager) | Full-Time | On-Site | Dayton, OH Lead people. Develop leaders. Shape culture. Drive business success. Logan Services is seeking an experienced Human Resources Manager to lead key HR…
vision to onboarding and offboarding coordinators and support staff Works in collaboration with the Global Executive Director and HR Management Oversees a team of supervisors working in Onboarding and Offboarding Develop…
Role Description Remote Growth Collective is expanding our global team and is currently seeking a sophisticated HR Director to lead strategic people initiatives. This fully remote, independent contractor position is idea…
Role Description You have spent your career building cultures, developing talent, and driving people-centric strategies. You know what makes people tick, you understand the power of leadership, and you love the impact yo…
Role Description At Adapty, we make it easy for mobile apps to manage in-app purchases and paywalls. We power 20K+ apps, process $2B+ in subscriptions every year, and have been growing fast for the last four years. Our m…
Role Description We are looking for a Human Resources Manager who can be a trusted advisor in providing HR leadership and guidance in supporting an extensive (remote) results-oriented corporate organization. The ideal ca…
us as a company as we continue to raise the bar. Job Summary: We are looking for a dynamic, collaborative, and driven Sr. HR Manager to join our team. This role is part of a central leadership team, and will engage with…
Elevate your career as a Senior HR Manager in a role that emphasizes strategic impact and workplace culture. This permanent, onsite position invites experienced professionals to leverage their expertise in Workday Absenc…
HR MANAGER The Human Resources Manager is a strategic HR professional that partners with the leadership team to develop and implement human resources strategies and programs that are in line with the individual business…
achieve our goals. Position Summary The Human Resources Manager will serve as a strategic and hands-on partner to leadership in... ...managers on leadership effectiveness and employee engagement HR Compliance & Policies…
A well-established and growing food manufacturer in Southern Wisconsin is seeking a hands-on, people-focused HR Manager to lead human resources operations at a single-site manufacturing facility. This organization has be…
The skills these listings keep naming
With the thing the interviewer is actually listening for
Choose a case you can discuss without identifying anyone. Show a fair process: investigation, documentation, consistent application of policy, and a resolution.
Describe diagnosing before advising — observing, gathering feedback — then giving the manager concrete behaviors to change and following up on progress.
Name your sources, such as SHRM updates and employment counsel, and give an example of a policy you updated in response to a legal change.
Show the full arc: documented performance process first, legal review where needed, a respectful conversation, and clean logistics for pay and access.
Point to metrics like regretted attrition, time to fill, engagement trends, and completed performance cycles, tied back to business outcomes.
Explain the problem it solved, how you got leadership and employees on board, and what changed after rollout.
Emphasize taking it seriously regardless of rank: proper investigation, involving counsel or the board if warranted, and protecting the reporter from retaliation.
For hr managers specifically — generic advice costs you here
State the population you supported: headcount, locations, and whether the workforce was hourly, salaried, or mixed.
Quantify people outcomes, such as reduced turnover or shortened time to fill, with the baseline you started from.
Name the employment law areas you have handled directly, like FMLA, ADA accommodations, or wage-and-hour issues.
Include one program you built end to end — onboarding, review cycles, benefits renewal — with its adoption or result.
List SHRM-CP, SHRM-SCP, or PHR credentials near the top; many HR postings screen for them.
Typical progression
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