Prepare for your HR Manager interview. Understand the required skills and qualifications, anticipate the questions you may be asked, and study well-prepared answers using our sample responses.
This question can help the interviewer determine your level of expertise with HR software applications. If you have experience using specific applications, share what you like about them and how they’ve helped you perform your job duties. If you don’t have any experience using HR software, explain that you’re willing to learn new systems.
Answer Example: "I’ve worked with several HR software applications in my past positions, including Zenefits, Gusto and SuccessFactors. I find that Zenefits is one of the easiest to use because it’s so user-friendly. It also offers a variety of helpful features, such as automated payroll and benefits administration."
This question can help the interviewer determine if you have the skills and abilities needed for this role. Use your answer to highlight some of your most important qualities, such as communication skills, problem-solving ability and leadership skills.
Answer Example: "I believe the most important qualities for an effective HR manager are communication, empathy and problem-solving skills. An HR manager needs to be able to communicate effectively with employees, managers and other stakeholders, which requires strong listening and speaking skills. They also need to be empathetic towards employees’ needs and concerns in order to provide effective solutions. Finally, an effective HR manager needs to be able to solve problems quickly and efficiently."
This question can help the interviewer understand how you would handle a common workplace issue. Use your answer to highlight your problem-solving skills and ability to communicate effectively with employees.
Answer Example: "I would first meet with the employee to discuss their tardiness and find out why it’s happening. If it’s a legitimate reason, such as an illness or family emergency, I would try to find ways to accommodate them while still maintaining a productive work environment for other employees. If the reason for their tardiness is not valid, I would give them a warning and if they continue to be late, I would consider disciplinary action."
This question can help the interviewer understand your experience with employee training and development programs. Use examples from past experiences to highlight your skills in this area, such as communication, leadership and management.
Answer Example: "In my last role as HR manager, I was responsible for creating training and development programs for all employees. We offered several courses on topics such as leadership development, communication skills and conflict resolution. I also worked closely with managers to create personalized training plans for their teams based on their needs. These strategies helped us improve employee engagement and retention rates."
An HR manager may be responsible for resolving employee disputes. Employers ask this question to see if you have experience in conflict management. In your answer, explain what steps you took to resolve the situation. Share what tools or resources you used to help both parties come to an agreement.
Answer Example: "I once had two employees who were arguing over who should be promoted to a new position. The company had not yet made a decision, so neither employee could be promoted until we decided who would get the job. I met with both employees separately to hear their arguments. After listening to their points, I decided to hold off on making a decision until we could hire someone for the position."
This question can help the interviewer understand how you would handle a challenging situation. Your answer should show that you are willing to support your employees and their opinions, even if they conflict with those of their managers.
Answer Example: "I would first make sure that the employee felt comfortable talking to me about their complaint. If they did, I would ask them questions to get more information about what happened and why they were unhappy. Then, I would talk to the manager involved to discuss the issue. If the complaint was valid, I would work with both parties to find a solution."
This question can help the interviewer assess your ability to notice trends and make decisions based on data. Use examples from past experience to explain how you would investigate why employees are leaving your department, what you would do to address the issue and how you helped your organization improve employee retention.
Answer Example: "In my last role as HR manager, I noticed that we were losing several employees each month to competitor companies. After researching why this was happening, I discovered that many of our employees felt undervalued and unappreciated. We implemented new training programs and improved communication methods to help employees feel more appreciated at work. Within six months, we saw a significant decrease in employee turnover."
This question is a great way for the interviewer to assess your knowledge of the company’s HR policies and procedures. It’s important to thoroughly research a company before an interview, and this is especially true for an HR manager interview. Try to find the company’s employee handbook online or at your local library so you can answer this question correctly.
Answer Example: "I’ve read through the company’s employee handbook, which outlines all of the company’s policies and procedures. I am familiar with all of the major topics, including employee evaluations, compensation packages and benefits. I also know that each department has its own set of procedures that employees must follow. As an HR manager, it’s important for me to understand these processes so I can provide support when needed."
Contingent workers are those who work on a contract basis. They’re often hired for specific projects or assignments, rather than full-time employment. This question can help the interviewer understand your experience working with this type of worker and how you might handle managing a contingent workforce.
Answer Example: "In my previous role as HR manager, I worked with several contingent workers on a regular basis. We employed several contractors who worked on projects for us, such as web design and marketing. I also worked with several freelancers who provided services such as writing and editing. In both cases, I found it important to create clear guidelines for what they could expect from us as an employer and what we could expect from them as employees."
This question can help the interviewer understand your scheduling skills and how you plan your work. Use examples from past experiences where you organized employee audits or other large projects that required you to manage time effectively.
Answer Example: "I find that employee audits are best performed once a year, but I also like to do them more frequently if there are concerns about employee performance or attendance. For example, at my last job, we did quarterly audits to ensure that employees were meeting company standards. However, if we noticed any issues, we would hold meetings with employees to discuss their progress and offer support."
Employer’s ask this question to learn more about your evaluation process. They want to know how often you perform employee evaluations and what factors you consider during these meetings. During your answer, explain when you last evaluated employees and why you decided to wait until that time to do so.
Answer Example: "I typically perform employee evaluations once per year. I find that this frequency allows me to thoroughly review each employee’s performance without taking too much time away from my other responsibilities. In my last evaluation, I looked at each employee’s goals, progress and performance against their objectives. I also considered any feedback they gave me about how they felt they were doing at work."
This question is a great way to show your problem-solving skills and how you can use them to improve the company. When answering this question, it’s important to be specific about what you would do to improve employee satisfaction scores.
Answer Example: "I would start by conducting a survey of all employees to find out what they like and don’t like about working at our company. I would then use this information to create an action plan for improving employee satisfaction. This could include improving benefits packages, providing more training opportunities or creating more flexible working hours."
The interviewer may ask you this question to understand how you use your HR management skills to conduct performance reviews. Use examples from past experiences to describe the steps you take when conducting these important meetings with employees.
Answer Example: "I start by reviewing the employee’s job description and goals, then I meet with them to discuss their progress and any challenges they’re facing. After our meeting, I write up my notes and compare them with the employee’s performance expectations outlined in their contract. Then, I meet with the employee again to discuss my notes and any areas for improvement. Finally, I send the employee their finalized performance review so they have time to review it before our next meeting."
Employers ask this question to learn more about your qualifications and how you can contribute to their company. Before your interview, make a list of all the skills and experiences that qualify you for this role. Focus on what makes you unique from other candidates and highlight any transferable skills or knowledge you have.
Answer Example: "I am an experienced HR manager with a track record of success. I’ve worked in both small and large companies, so I understand the challenges of an organization’s growth. I also have a degree in human resources management, which gives me an understanding of the field. My background makes me an ideal candidate for this position."
This question can help the interviewer determine your level of experience with HR management software applications. If you have previous experience using specific software, share what you liked about it and how it helped you in your role. If you haven’t used any particular application before, explain that you are willing to learn new systems and processes.
Answer Example: "I’ve used several different HR management software applications in my career, including HRIS, Payroll, Time and Attendance, and Employee Self-Service. My favorite application is HRIS because it allows me to manage all aspects of human resources, from hiring to benefits administration. I find it easy to use and understand, which makes it easier for me to provide support to employees and managers."
This question is a great way to show your knowledge of the role of an HR manager and how you would approach it. When answering this question, it can be helpful to mention a few things that are important to an effective HR department and why.
Answer Example: "I think the most important aspect of an effective HR department is having a strong relationship with the rest of the company. I believe that an HR department should be a resource for employees and managers alike, so having open communication lines is important. Another important aspect is having clear policies in place. Having clear guidelines for employees helps ensure that everyone is on the same page."
This question can help the interviewer assess your knowledge of HR best practices. Your answer should show that you know when it’s necessary to update employee records and how often this happens in your organization.
Answer Example: "I always update employee records as soon as I receive new information about their employment status or performance. For example, if an employee receives a promotion or changes departments, I make sure to update their job title and responsibilities in our system. In my last role, I also had employees who left the company, so I removed their information from our system to protect their privacy."
This question is a great way to test your knowledge of current HR laws and how you would apply them in your role. When answering this question, make sure you are aware of any recent changes in legislation that could impact how you perform employee evaluations.
Answer Example: "I would first make sure that all employees were aware of the new law and its implications. Then, I would work with my team to create an evaluation system that meets the requirements of the law. This may include changing our current system or creating a separate process for employees who fall under the new law."
