$30k - $40k
candidates, screening them and matching them to appropriate positions. These collaborative individuals use high communication skills to manage a variety of functions related to recruitment, including reporting to the hir…
Human Resources · Omaha, NE
HR Manager jobs in Omaha, NE
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.
218
Open roles today
$29–$66/hr
Typical pay range
$92k
Median, full-time
11
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01
Open hr manager roles
11 shown of 218 · sorted by freshness
This individual will work closely with fire protection engineers, fire protection specialists, fire protection designers, project managers, and multi-discipline design teams daily. They will be responsible for leading th…
engineer impact, and build a legacy of excellence.In the role of BIM Model Coordinator - Digital Delivery, we'll count on you to: Manage the digital model environment and deliverables for an entire projectHave an underst…
schedule update reviewsDevelop cost estimatesPerform other duties as needed Preferred QualificationsBachelor's degree in Construction Management or Engineering. A minimum of 5 years of experience in project controls work…
water is more than a resource, it's a shared responsibility. As part of our Water Business Group, you’ll help shape how communities manage water for generations to come. From delivering safe drinking water and treating w…
cloud connectivity.Establish priorities, service objectives, and operational expectations aligned with enterprise IT strategy.Directly manage connectivity engineers and/or leads; set clear expectations for delivery, acco…
Job Title: Recruiting Manager Reporting To: Operating Director Status: Exempt Office Location: Omaha, NE Salary: $40,000 What We Do: Cornerstone Caregiving is a non-medical, in-home care company primarily serving seniors…
seek improvement in how we do things, and be willing to take on new challenges.Cultivate good working relationships with project managers, project teams, FLS teammates, and other clients as we grow our team. #LI-SG4Quali…
annotations on all modeling output.#LI-EV1QualificationsRequired Qualifications Technically qualified with 3D design software and document management infrastructureCompetency of Microsoft Office products and communicatio…
network components.Support connectivity between office environments, private cloud, datacenters, and public cloud services.Assist with management of public cloud network services such as VNets/VPCs, routing, private conn…
given to local candidates#LI-KV1QualificationsRequired Qualifications Technically qualified with 3D design software and document management infrastructureCompetency of Microsoft Office products and communication toolsExc…
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What hr managers earn in Omaha
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $29–$38 | $60k–$78k |
| Mid level | $38–$51 | $78k–$106k |
| Senior | $49–$66 | $101k–$138k |
Adjusted for the Omaha market from national ranges.
03
What employers ask for
The skills these listings keep naming
Employee relationsEmployment law compliancePerformance managementBenefits and compensationHRIS (Workday, BambooHR)Conflict resolutionPolicy developmentCoaching managersDiscretion
04
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.
04
Include one program you built end to end — onboarding, review cycles, benefits renewal — with its adoption or result.
05
List SHRM-CP, SHRM-SCP, or PHR credentials near the top; many HR postings screen for them.
06
Where this role goes
Typical progression
01
HR Generalist
02
HR Manager
03
Senior HR Manager
04
HR Director
05
VP of People
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