A leading HR solutions provider is seeking a Human Resources Manager to support its HRBP team remotely. In this role, you will partner closely with HRBPs to implement HR programs and initiatives effectively. Responsibili…
Human Resources · Kansas City, MO
HR Manager jobs in Kansas City, MO
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.
1,090
Open roles today
$29–$68/hr
Typical pay range
$94k
Median, full-time
3
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01
Open hr manager roles
6 shown of 1,090 · sorted by freshness
$2,625 per month
Scholarships and more. About Us: Advantage Metals Recycling, a division of Nucor Corporation, is seeking applicants for our HR Manager role. Advantage Metals Recycling is a world leader in scrap metal recycling, trading,…
the company generated sales of CHF 11.76 billion in 2024. Job Description Broad Function and Purpose of Position : Manage a wide variety of Human Resources generalist duties including policies, procedures, safety, benefi…
work schedule (3 days in office, 2 days remote)Responsibilities: HR Leadership & Strategy ~Partner with the CHRO to operationalize... ..., and disciplinary processes. ~Partner with the Senior HR Manager on investigations…
this is a hands-on leadership role that will own the day-to-day HR function while helping shape the strategic direction of how we hire... ...develop, and retain talent. You'll work closely with our HR Manager to provide…
$70k - $80k
revitalization. As we continue our journey, we’re seeking a dedicated HR Director to join our team and support our Human Resources... ...similar certification institute ~3-5 years of experience as an HR manager, upper-le…
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What hr managers earn in Kansas City
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $29–$38 | $61k–$80k |
| Mid level | $38–$52 | $80k–$108k |
| Senior | $50–$68 | $103k–$141k |
Adjusted for the Kansas City market from national ranges.
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What employers ask for
The skills these listings keep naming
Employee relationsEmployment law compliancePerformance managementBenefits and compensationHRIS (Workday, BambooHR)Conflict resolutionPolicy developmentCoaching managersDiscretion
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Interview questions worth rehearsing
With the thing the interviewer is actually listening for
Tell me about a difficult employee relations issue you handled.
Choose a case you can discuss without identifying anyone. Show a fair process: investigation, documentation, consistent application of policy, and a resolution.
How do you coach a manager who is struggling with their team?
Describe diagnosing before advising — observing, gathering feedback — then giving the manager concrete behaviors to change and following up on progress.
How do you stay compliant across changing employment laws?
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.
Walk me through how you would handle a termination.
Show the full arc: documented performance process first, legal review where needed, a respectful conversation, and clean logistics for pay and access.
How do you measure whether HR is working?
Point to metrics like regretted attrition, time to fill, engagement trends, and completed performance cycles, tied back to business outcomes.
Tell me about a policy or program you built from scratch.
Explain the problem it solved, how you got leadership and employees on board, and what changed after rollout.
How do you handle a complaint about a senior leader?
Emphasize taking it seriously regardless of rank: proper investigation, involving counsel or the board if warranted, and protecting the reporter from retaliation.
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Resume tips that move the needle
For hr managers specifically — generic advice costs you here
01
State the population you supported: headcount, locations, and whether the workforce was hourly, salaried, or mixed.
02
Quantify people outcomes, such as reduced turnover or shortened time to fill, with the baseline you started from.
03
Name the employment law areas you have handled directly, like FMLA, ADA accommodations, or wage-and-hour issues.
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Include one program you built end to end — onboarding, review cycles, benefits renewal — with its adoption or result.
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List SHRM-CP, SHRM-SCP, or PHR credentials near the top; many HR postings screen for them.
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Where this role goes
Typical progression
01
HR Generalist
02
HR Manager
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Senior HR Manager
04
HR Director
05
VP of People
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