[{"data":1,"prerenderedAt":522},["ShallowReactive",2],{"document-human-resources-manager-job-description-D11663":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":33,"customDescModule":172,"customdescription":6,"mdFm":173,"mdProseHtml":521},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"JOB DESCRIPTION HUMAN RESOURCES MANAGER Brief description The position of human resources manager consists of planning, directing, and coordinating human resource management activities of an organization to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance. Tasks",null,"Human Resources Manager Job Description","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/human-resources-manager-job-description-D11663.png","https://templates.business-in-a-box.com/imgs/250px/11663.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#11663.xml",{"title":15,"description":6},"human resources manager job description",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Job Descriptions","/templates/job-descriptions/","Human Resources Manager Job Description Template","https://templates.business-in-a-box.com/imgs/400px/11663.png",[26,17,20],{"label":27,"url":28},"Templates","/templates/",[30,31,32],{"label":27,"url":28},{"label":18,"url":19},{"label":21,"url":22},[34,38,42,46,50,54,58,62,66,70,74,78,82,101,114,129,142,157],{"label":35,"url":36,"thumb":37,"extension":10},"Interview Guide Human Resources Manager","/template/interview-guide-human-resources-manager-D11593","https://templates.business-in-a-box.com/imgs/250px/11593.png",{"label":39,"url":40,"thumb":41,"extension":10},"Human Resources Assistant Job Description","/template/human-resources-assistant-job-description-D11662","https://templates.business-in-a-box.com/imgs/250px/11662.png",{"label":43,"url":44,"thumb":45,"extension":10},"Human Resource Policy","/template/human-resource-policy-D13494","https://templates.business-in-a-box.com/imgs/250px/13494.png",{"label":47,"url":48,"thumb":49,"extension":10},"Interview Guide Human Resources Assistant","/template/interview-guide-human-resources-assistant-D11592","https://templates.business-in-a-box.com/imgs/250px/11592.png",{"label":51,"url":52,"thumb":53,"extension":10},"Possible Human Resource Management Strategies","/template/possible-human-resource-management-strategies-D131","https://templates.business-in-a-box.com/imgs/250px/131.png",{"label":55,"url":56,"thumb":57,"extension":10},"Account Manager Job Description","/template/account-manager-job-description-D13506","https://templates.business-in-a-box.com/imgs/250px/13506.png",{"label":59,"url":60,"thumb":61,"extension":10},"General Manager Job Description","/template/general-manager-job-description-D13547","https://templates.business-in-a-box.com/imgs/250px/13547.png",{"label":63,"url":64,"thumb":65,"extension":10},"IT Manager Job Description","/template/it-manager-job-description-D13553","https://templates.business-in-a-box.com/imgs/250px/13553.png",{"label":67,"url":68,"thumb":69,"extension":10},"Product Manager Job Description","/template/product-manager-job-description-D13565","https://templates.business-in-a-box.com/imgs/250px/13565.png",{"label":71,"url":72,"thumb":73,"extension":10},"Program Manager Job Description","/template/program-manager-job-description-D13567","https://templates.business-in-a-box.com/imgs/250px/13567.png",{"label":75,"url":76,"thumb":77,"extension":10},"Project Manager Job Description","/template/project-manager-job-description-D13031","https://templates.business-in-a-box.com/imgs/250px/13031.png",{"label":79,"url":80,"thumb":81,"extension":10},"Property Manager Job Description","/template/property-manager-job-description-D13569","https://templates.business-in-a-box.com/imgs/250px/13569.png",{"description":83,"descriptionCustom":6,"label":84,"pages":85,"size":9,"extension":10,"preview":86,"thumb":87,"svgFrame":88,"seoMetadata":89,"parents":91,"keywords":90,"url":100},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":90,"description":6},"employment agreement_at will employee",[92,94,97],{"label":18,"url":93},"human-resources",{"label":95,"url":96},"Hire an Employee","hire-employee",{"label":98,"url":99},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":9,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":110,"keywords":109,"url":113},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":109,"description":6},"job offer letter long",[111,112],{"label":18,"url":93},{"label":95,"url":96},"/template/job-offer-letter-long-D12769",{"description":115,"descriptionCustom":6,"label":116,"pages":117,"size":118,"extension":10,"preview":119,"thumb":120,"svgFrame":121,"seoMetadata":122,"parents":123,"keywords":127,"url":128},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[124],{"label":125,"url":126},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":130,"descriptionCustom":6,"label":131,"pages":132,"size":9,"extension":10,"preview":133,"thumb":134,"svgFrame":135,"seoMetadata":136,"parents":138,"keywords":137,"url":141},"FIXED-TERM AGREEMENT This Fixed-Term Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [COMPANY NAME], (the \"Company\") a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE] with its head office located at: [YOUR COMPLETE ADDRESS] AND: [EMPLOYEE NAME], (the \"Employee\") an individual with his main address located at: [YOUR COMPLETE ADDRESS] Collectively, the Company and Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has offered employment to the Employee in the capacity of [SPECIFY CAPACITY OF EMPLOYEE] in the Company; WHEREAS, the Employee is desirous of and is willing to be employed by the Company in such capacity; NOW, THEREFORE, the Parties agree as follows: DEFINITIONS \"Agreement\" and \"this Agreement\" shall mean this Fixed-Term Agreement and all attached annexures and instruments supplemental to or amending, modifying or confirming this Agreement, in accordance with the provisions of this Agreement. \"Company\" shall have the meaning given to such expression in paragraph 1 of the introduction of the Parties. \"Confidential Information\" includes any trade/business secret, technical knowledge or know-how, financial information, plans, customer lists, pricing policies and procedures, marketing data, research and development data, product data, any formula pattern or compilation of information used in the business of the Company or any clients thereof or their affairs. \"Intellectual Property\" means all intellectual and industrial property and all rights therein, including, without limiting the generality of the foregoing, all inventions (whether patentable or not, and whether or not patent protection has been applied for or granted), improvements, developments, discoveries, proprietary information, trademarks, trademark applications, trade names, websites, Internet domain names, logos, slogans, know-how, trade secrets, processes, designs (whether or not registerable and whether or not design rights subsist in them), works in which copyright may subsist (including computer software and preparatory and design materials therefor). \"Month\" means a calendar month. \"Working Day\" means any day excluding Saturdays, Sundays, and statutory holidays. \"Customer(s)\"/\"Clients\" shall mean any individual, corporation, partnership, business, or other entity, whether for-profit or not-for-profit, whose existence and business is known to the Employee as a result of the Employee's access to the Company's business information, Confidential Information, customer lists, customer account information or any other source of information the Employee has access to during its employment. TERM This is a Fixed-Term Agreement. This Agreement will commence on [SPECIFY DATE] and will end on [SPECIFY DATE]. FIXED-TERM APPOINTMENT The Company hereby offers appointment to the Employee for a Fixed Term to serve the Company in the capacity of [CAPACITY OF EMPLOYEE], with effect from [SPECIFY DATE] (the \"Effective Date\") until [SPECIFY DATE]. The Company may conduct a background and a medical check on the Employee, who hereby agrees and assents to the aforesaid offer being made subject to the satisfactory completion of the same. The Employee shall perform their duties at [SPECIFY ADDRESS]. The Employee warrants that, by entering into this Agreement and performing obligations hereunder, the Employee will not be in breach of any terms or obligations under any subsisting agreement, written or oral, with any third party. Notice Period. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company's services. In the event of the Employee having any incomplete assignment, the Company will have the discretion to relieve the Employee only at the end of the [NUMBER OF MONTHS] months' notice period. Similarly, the Company can terminate the Employee's services by giving the Employee [NUMBER OF MONTHS] months' notice or salary thereof. The Company may terminate the Employee's services immediately on disciplinary grounds. Standard Office Hours. The Company's core hours of operation are from [OFFICE HOURS]. DUTIES AND POWERS The Employee's job description and general responsibilities shall be as set forth in \"Annexure A\" and shall include such further duties and responsibilities as the Company may delegate from time to time. The roles and duties of the Employee are not limited to the ones listed in Annexure A, and the same can be modified or altered as per the decision of the Company. The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Officers of the Company and/or his/her nominated deputies may from time to time assign or give to the Employee. The Employee shall, during the Term of this Agreement (unless prevented by ill health or accident or as otherwise agreed by the Company in writing), devote his time and attention and abilities to the employment with the Company and shall use best endeavours to promote and protect the Company's general interests and welfare. The Parties shall fulfill all their obligations by being compliant with the applicable laws. REMUNERATION The Employee shall be paid [SPECIFY MONTHLY SALARY] on a monthly basis. The said salary shall be paid on [DAY] day of each month to the Employee by the Company. The Employee's salary shall be paid through [MODE OF TRANSFER]. The Employee's salary and other benefits shall be subject to compulsory statutory and other deductions, including tax and other contributions that are to be held by the Employee in STATE/PROVINCE]. LEAVE AND HOLIDAYS The Employee shall be entitled to leave in a year as per the leave policy of the Company, which is annexed as Annexure B to the present Agreement. NON-DISCLOSURE, NON-SOLICITATION AND CONFIDENTIALITY As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement (on which the Employee has had the opportunity to take independent legal advice) are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during the Employee's employment with the Company, nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects in the course of his employment, for the purpose of the Company's administration and management of its employees, its business, and to comply with applicable procedures, laws and regulations. The Employee agrees that he will not at any time during the continuance of employment or on expiry or on termination/cessation of employment with the Company or thereafter, issue any statements to the press (whether oral or written) which have not directly been authorised by the Company. The obligations under this clause shall survive the termination or expiration of this Agreement, and any disclosure of the Confidential Information by the Employee intentionally or unintentionally shall constitute a material breach of the present Agreement, thereby making the Employee liable for the legal action that may be taken by the Company in this regard.","Fixed Term Contract","9","https://templates.business-in-a-box.com/imgs/1000px/fixed-term-contract-D13225.png","https://templates.business-in-a-box.com/imgs/250px/13225.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13225.xml",{"title":137,"description":6},"fixed term contract",[139,140],{"label":98,"url":99},{"label":98,"url":99},"/template/fixed-term-contract-D13225",{"description":143,"descriptionCustom":6,"label":144,"pages":145,"size":146,"extension":10,"preview":147,"thumb":148,"svgFrame":149,"seoMetadata":150,"parents":151,"keywords":155,"url":156},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[152,153,154],{"label":18,"url":93},{"label":95,"url":96},{"label":98,"url":99},"employment agreement executive","/template/employment-agreement-executive-D543",{"description":158,"descriptionCustom":6,"label":159,"pages":160,"size":9,"extension":10,"preview":161,"thumb":162,"svgFrame":163,"seoMetadata":164,"parents":166,"keywords":165,"url":171},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":165,"description":6},"non disclosure agreement nda",[167,168],{"label":98,"url":99},{"label":169,"url":170},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",false,{"seo":174,"reviewer":186,"legal_disclaimer":190,"quick_facts":191,"at_a_glance":193,"personas":197,"variants":222,"glossary":250,"clauses":281,"how_to_fill":332,"common_mistakes":373,"faqs":398,"industries":426,"comparisons":451,"diy_vs_lawyer":465,"jurisdictions":478,"related_template_ids_curated":499,"schema":508,"classification":509},{"meta_title":175,"meta_description":176,"primary_keyword":15,"secondary_keywords":177},"Human Resources Manager Job Description Template | BIB","Free HR manager job description template covering duties, qualifications, reporting structure, and compensation.",[178,179,180,181,182,183,184,185],"hr manager job description template","human resources manager job description template word","hr manager duties and responsibilities","hr manager job description free","hr manager position description","human resources manager responsibilities","hr manager job posting template","hr manager role description",{"name":187,"credential":188,"reviewed_date":189},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":192,"legal_review_recommended":190,"signature_required":190,"notarization_required":172},"medium",{"what_it_is":194,"when_you_need_it":195,"whats_inside":196},"A Human Resources Manager Job Description is a formal document that defines the scope, duties, qualifications, reporting structure, and performance expectations for an HR Manager role within an organization. This free Word download provides a professionally structured, editable template you can customize, attach to an employment contract, and use as the authoritative reference for hiring, onboarding, performance reviews, and role-change negotiations.\n","Use it when posting an open HR Manager position, formalizing duties for a new or existing hire, updating responsibilities after a reorganization, or incorporating a defined role scope into an employment agreement. It is also referenced during performance improvement plans and termination proceedings when clarifying what was required of the role.\n","Role summary and reporting structure, core duties and responsibilities, required and preferred qualifications, key performance indicators, compensation range and classification, and an acknowledgment block for employee and employer signatures. The document is designed to stand alone as a reference exhibit or attach directly to an employment contract.\n",[198,202,206,210,214,218],{"title":199,"use_case":200,"icon_asset_id":201},"CEO or founder","Formalizing the HR function as the company grows past 25 employees","persona-ceo",{"title":203,"use_case":204,"icon_asset_id":205},"HR director or CHRO","Standardizing role descriptions across the HR department for compliance and consistency","persona-hr-manager",{"title":207,"use_case":208,"icon_asset_id":209},"Small business owner","Hiring a first dedicated HR professional with documented expectations","persona-small-business-owner",{"title":211,"use_case":212,"icon_asset_id":213},"Operations director","Updating an existing HR manager's duties after a departmental restructure","persona-operations-director",{"title":215,"use_case":216,"icon_asset_id":217},"Staffing agency recruiter","Issuing a client-approved job description before placing an HR manager candidate","persona-staffing-agency",{"title":219,"use_case":220,"icon_asset_id":221},"In-house legal or compliance officer","Ensuring the job description meets equal-opportunity and classification requirements before posting","persona-compliance-officer",[223,227,231,235,239,243,247],{"situation":224,"recommended_template":225,"slug":226},"Posting an entry-level HR generalist role","HR Generalist Job Description","hr-generalist-job-description-D13551",{"situation":228,"recommended_template":229,"slug":230},"Hiring a senior VP or Chief People Officer","CHRO / VP HR Job Description","vp-of-operations-job-description-D13580",{"situation":232,"recommended_template":233,"slug":234},"Describing a specialized talent acquisition role","Recruiter Job Description","recruiter-job-description-D13572",{"situation":236,"recommended_template":237,"slug":238},"Hiring an HR coordinator to support the manager","HR Coordinator Job Description","hr-coordinator-job-description-D13549",{"situation":240,"recommended_template":241,"slug":242},"Formalizing the job description as part of an employment contract","Employment Contract (At-Will Employee)","employment-agreement_at-will-employee-D541",{"situation":244,"recommended_template":245,"slug":246},"Hiring an HR manager for a fixed-term project or maternity cover","Fixed-Term Employment Contract","fixed-term-contract-D13225",{"situation":248,"recommended_template":116,"slug":249},"Engaging an HR consultant rather than an employee","independent-contractor-agreement-D160",[251,254,257,260,263,266,269,272,275,278],{"term":252,"definition":253},"Job Description","A formal written document outlining a position's duties, qualifications, reporting structure, and performance standards — used in hiring, performance management, and legal proceedings.",{"term":255,"definition":256},"FLSA Classification","The US Fair Labor Standards Act designation of a position as exempt or non-exempt from overtime pay requirements, based on salary level and job duties.",{"term":258,"definition":259},"Essential Functions","The core duties a role exists to perform, which must be identified clearly to comply with the Americans with Disabilities Act and its equivalents in other jurisdictions.",{"term":261,"definition":262},"At-Will Employment","An employment relationship in most US states where either party may end the relationship at any time for any lawful reason, without cause or advance notice.",{"term":264,"definition":265},"KPI (Key Performance Indicator)","A measurable metric used to evaluate whether an employee is meeting the expectations defined in their role, such as time-to-fill for open positions or employee retention rate.",{"term":267,"definition":268},"Exempt Employee","A salaried employee who meets specific FLSA duties and salary tests and is therefore not entitled to overtime pay for hours worked beyond 40 per week.",{"term":270,"definition":271},"Reporting Structure","The defined chain of command specifying who the employee reports to and, if applicable, who reports to the employee.",{"term":273,"definition":274},"Acknowledgment Clause","A signed statement in which the employee confirms they have read, understood, and agree to the duties and expectations set out in the job description.",{"term":276,"definition":277},"Equal Employment Opportunity (EEO)","The legal principle — and associated statement in job postings — that an employer does not discriminate based on race, color, religion, sex, national origin, age, disability, or other protected characteristics.",{"term":279,"definition":280},"Compensation Band","The defined salary range — minimum, midpoint, and maximum — attached to a role level or grade, used to ensure pay equity and guide offer decisions.",[282,287,292,297,302,307,312,317,322,327],{"name":283,"plain_english":284,"sample_language":285,"common_mistake":286},"Role title and department","States the official job title, the department the role belongs to, and the employment classification (full-time, part-time, exempt, or non-exempt).","Job Title: Human Resources Manager | Department: Human Resources | Reports To: [VP OF HUMAN RESOURCES / CEO / COO] | FLSA Classification: Exempt | Employment Type: Full-Time","Using an informal or internal nickname (e.g., 'People Ops Lead') instead of the legal title that will appear on the employment contract — creating a mismatch that complicates payroll records and termination documentation.",{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Role summary","A two-to-four sentence overview of the position's purpose, scope, and the primary outcome the company expects from the role.","The Human Resources Manager is responsible for overseeing all HR functions at [COMPANY NAME], including talent acquisition, employee relations, compliance, compensation administration, and performance management. This role serves as the primary HR contact for [NUMBER] employees across [LOCATION(S)] and reports directly to [TITLE].","Writing a role summary so generic it could apply to any HR role — omitting company size, location scope, and primary accountability leaves candidates and managers without a shared understanding of the role's actual weight.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Core duties and responsibilities","An itemized list of the specific, material tasks the employee is required to perform — distinguished from tasks they may occasionally assist with.","Essential functions include: (a) managing full-cycle recruiting for [X] open positions per quarter; (b) administering performance review cycles using [SYSTEM]; (c) ensuring compliance with federal, state, and provincial employment law; (d) overseeing onboarding and offboarding processes; (e) maintaining the HRIS platform [NAME]; (f) conducting employee relations investigations.","Listing aspirational duties that were never performed in the role — creating a gap between the written description and actual practice that weakens performance management and termination defenses.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Required qualifications","The minimum education, experience, certifications, and skills a candidate must have to be considered for the role — distinct from preferred or nice-to-have attributes.","Required: Bachelor's degree in Human Resources, Business Administration, or a related field; minimum [X] years of progressive HR experience; demonstrated knowledge of [STATE/PROVINCE] employment law; proficiency with HRIS platforms; SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.","Including requirements that are not genuinely necessary and cannot be justified by business necessity — creating disparate-impact exposure under Title VII or equivalent legislation in the UK and Canada.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Preferred qualifications","Additional skills, experience, or certifications that would distinguish one qualified candidate from another — clearly separated from required qualifications to avoid implying they are mandatory.","Preferred: Master's degree in Human Resources or Organizational Psychology; experience with [SPECIFIC HRIS PLATFORM]; bilingual in [LANGUAGE]; prior experience in [INDUSTRY]; demonstrated success managing HR in a unionized environment.","Merging preferred and required qualifications into a single list — courts and regulators treat all listed qualifications as required unless they are explicitly labeled, which can support a discrimination claim if a protected-class candidate was rejected for failing a 'preferred' item.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Compensation range and benefits","States the salary band, payment frequency, and a summary of benefits attached to the role — providing transparency and enabling pay-equity compliance.","Compensation: $[MINIMUM] – $[MAXIMUM] annually, paid bi-weekly. Benefits include [HEALTH / DENTAL / VISION], [401(k) / RRSP] with [X]% employer match, [X] days PTO, and participation in the Company's standard benefits program as amended from time to time.","Omitting the compensation range entirely in jurisdictions that now mandate salary transparency on job postings — Colorado, California, New York, and Washington in the US require it; Ontario and the UK have increasing disclosure obligations.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Key performance indicators","Measurable outcomes the employee will be evaluated against, linked to the core duties of the role — used in performance reviews, PIPs, and role-change negotiations.","Performance in this role will be evaluated against the following KPIs: (a) time-to-fill open positions (target: [X] days); (b) voluntary turnover rate (target: below [X]%); (c) HR compliance audit results (target: zero material findings); (d) employee satisfaction score (target: [X]/10 or above on annual engagement survey).","Omitting KPIs entirely, leaving performance management subjective — making it difficult to document a performance deficiency or defend a termination for cause.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Reporting structure and direct reports","Identifies who the HR manager reports to and which roles (if any) report to the HR manager, establishing the organizational chain of authority.","This position reports to the [VP OF HUMAN RESOURCES / COO / CEO]. Direct reports include: [HR COORDINATOR], [RECRUITER], [PAYROLL ADMINISTRATOR] (as applicable). The HR Manager has authority to make hiring recommendations for direct-report roles, subject to [TITLE] approval.","Naming a specific individual as the reporting manager rather than a title — when that person leaves, the job description creates confusion about who inherited the reporting relationship and approval authority.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Physical requirements and work environment","Documents the physical demands and work setting of the role — required by the ADA and its equivalents to correctly identify essential functions and support accommodation decisions.","This role requires the ability to remain stationary for extended periods, operate standard office equipment, and occasionally lift materials up to [X] lbs. The role is [on-site at LOCATION / hybrid with X days per week on-site / fully remote]. Reasonable accommodations will be made for qualified individuals with disabilities.","Omitting this section and later being unable to demonstrate that an essential function was documented prior to a disability accommodation request — which can expose the employer to ADA or equivalent liability.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Acknowledgment and signature block","Confirms the employee has received, read, and understood the job description, and that it does not constitute a contract of employment unless expressly incorporated into a signed employment agreement.","I acknowledge that I have received and reviewed this job description and understand that it describes the essential functions of my role as of [DATE]. This document may be updated from time to time with reasonable notice. It does not constitute a contract of employment. Employee Signature: _______________ Date: ________ | Employer Representative: _______________ Date: ________","Omitting the disclaimer that the job description is not a contract of employment — in some jurisdictions, a detailed signed job description without this language has been treated as a promissory document limiting the employer's ability to modify duties.",[333,338,343,348,353,358,363,368],{"step":334,"title":335,"description":336,"tip":337},1,"Enter the role title, department, and classification","Fill in the official job title exactly as it will appear on the employment contract and payroll records. Select the correct FLSA classification (exempt or non-exempt) based on salary level and the duties test for the HR Manager role.","HR Managers who manage two or more employees and exercise genuine managerial discretion generally qualify as exempt under the FLSA executive exemption — but confirm with an employment attorney if the role is borderline.",{"step":339,"title":340,"description":341,"tip":342},2,"Write the role summary with scope and reporting line","Draft two to four sentences covering the position's primary purpose, the employee count or business unit it supports, the locations covered, and the direct reporting title. Avoid generic language that could apply to any HR role.","Include the headcount and location scope in the summary — 'HR Manager supporting 80 employees across two sites' gives candidates and courts a precise picture of the role's weight.",{"step":344,"title":345,"description":346,"tip":347},3,"List essential functions clearly and specifically","Write each core duty as a separate, numbered item beginning with an action verb (e.g., 'Manages,' 'Oversees,' 'Administers'). Separate essential functions from marginal or occasional tasks and label them accordingly.","The ADA requires employers to distinguish essential from marginal functions. A numbered list with an explicit 'essential functions' label satisfies this requirement and strengthens accommodation decisions.",{"step":349,"title":350,"description":351,"tip":352},4,"Define required and preferred qualifications separately","Place minimum mandatory qualifications in the 'required' section and desirable but non-essential attributes in a clearly labeled 'preferred' section. Verify each required qualification can be justified by business necessity.","If a qualification is truly required, document why — e.g., 'SHRM-CP required because the role independently advises on federal compliance matters.' This paper trail supports the requirement if it is challenged.",{"step":354,"title":355,"description":356,"tip":357},5,"Set the compensation band and benefits summary","Enter the salary minimum and maximum for the role. Check whether the posting location requires salary range disclosure (Colorado, California, New York, Washington) and include the range in the posted version if mandated.","Use the midpoint of the band as your offer anchor — candidates who accept at or below midpoint leave headroom for merit increases, reducing renegotiation pressure within 12 months.",{"step":359,"title":360,"description":361,"tip":362},6,"Add measurable KPIs tied to core duties","Select three to five KPIs directly linked to the essential functions listed earlier. Assign a target value for each so performance is evaluated against an objective standard rather than managerial impression.","KPIs set at signing become the benchmark for the first annual review — choose metrics you can actually track in your HRIS or payroll system, not aspirational proxies.",{"step":364,"title":365,"description":366,"tip":367},7,"Complete the physical requirements and work environment section","Specify the work setting (on-site, hybrid, or remote), any physical demands, and the accommodation statement. Even for desk-based HR roles, document sedentary requirements and equipment use.","For hybrid roles, state the minimum on-site days as a specific number (e.g., 'minimum 3 days per week on-site') rather than 'as needed' — vague hybrid terms generate disputes within months of hire.",{"step":369,"title":370,"description":371,"tip":372},8,"Obtain signatures before or on the first day","Have both the employer representative and the employee sign the acknowledgment block before or on the employee's first day. File the signed copy in the personnel record and attach it to the employment contract if applicable.","Send the job description alongside the offer letter so the candidate reviews it before accepting — obtaining a signature at offer stage eliminates any 'I didn't know what I was signing up for' claim later.",[374,378,382,386,390,394],{"mistake":375,"why_it_matters":376,"fix":377},"Merging required and preferred qualifications","Courts and the EEOC treat all listed qualifications as required unless explicitly labeled. Rejecting a protected-class candidate for failing a 'preferred' item that appears in the required list can support a discrimination claim.","Use two clearly labeled sections — 'Required Qualifications' and 'Preferred Qualifications' — and verify each required item can be defended as a business necessity.",{"mistake":379,"why_it_matters":380,"fix":381},"Omitting the non-contract disclaimer in the acknowledgment block","A signed, detailed job description without an express disclaimer has been interpreted in some jurisdictions as a promissory document, limiting the employer's ability to modify duties or reclassify the role without consent.","Include a one-sentence disclaimer: 'This job description does not constitute a contract of employment and may be amended with reasonable notice.' Have the employee initial it separately.",{"mistake":383,"why_it_matters":384,"fix":385},"Leaving compensation range blank","Colorado, California, New York, and Washington now legally require salary range disclosure in job postings. Omitting it triggers regulatory fines and reduces qualified applicant flow in states where candidates self-select based on range.","Add the compensation band to the template before posting. Use a range wide enough to accommodate negotiation (typically ±15–20% from midpoint) while reflecting market data.",{"mistake":387,"why_it_matters":388,"fix":389},"Failing to distinguish essential from marginal functions","Under the ADA (and equivalent legislation in the UK and Canada), accommodation decisions depend on whether a function is essential. If the job description does not label essential functions, the employer cannot later claim a duty was essential when denying an accommodation request.","Mark core duties explicitly as 'essential functions' and list occasional or marginal tasks separately. A brief parenthetical — '(essential function)' — after each listed duty is sufficient.",{"mistake":391,"why_it_matters":392,"fix":393},"Naming an individual instead of a title in the reporting line","When the named manager leaves, the job description creates ambiguity about reporting authority, approval chains, and who inherited management responsibilities — complicating decisions that reference the document.","Always use job titles (e.g., 'Reports to: VP of Human Resources') rather than personal names. Update the title if the role is restructured.",{"mistake":395,"why_it_matters":396,"fix":397},"Using the same generic job description across all office locations","State, provincial, and municipal employment laws vary materially — a job description compliant in Texas may violate salary transparency, non-compete, or classification rules in California, Ontario, or New York City.","Create a base template and maintain location-specific addenda that reflect jurisdiction-specific requirements. Flag postings in high-regulation locations for legal review before publishing.",[399,402,405,408,411,414,417,420,423],{"question":400,"answer":401},"What is a human resources manager job description?","A human resources manager job description is a formal document that defines the duties, qualifications, reporting structure, compensation range, and performance expectations for an HR Manager role. It is used in hiring, onboarding, performance reviews, and as an exhibit to employment contracts. A well-drafted job description also serves as a compliance document, identifying essential functions under the ADA and supporting lawful qualification requirements under equal employment opportunity law.\n",{"question":403,"answer":404},"Is a job description legally binding?","A job description is generally not a standalone employment contract, but it can have legal weight in several contexts. If incorporated by reference into a signed employment agreement, it becomes contractually binding. Courts and regulatory bodies also reference job descriptions in discrimination, wrongful termination, and accommodation cases to determine what was actually required of the role. Including a clear non-contract disclaimer and an acknowledgment signature limits unintended legal exposure.\n",{"question":406,"answer":407},"What should an HR manager job description include?","At minimum: job title and department, FLSA or employment classification, a role summary with reporting structure, itemized essential functions, required and preferred qualifications clearly separated, compensation range, measurable KPIs, physical requirements and work environment, and a signed acknowledgment block. Omitting any of these elements creates gaps in hiring, performance management, and accommodation decisions.\n",{"question":409,"answer":410},"What qualifications are typically required for an HR manager?","Most HR manager roles require a bachelor's degree in human resources, business administration, or a related field, plus a minimum of three to seven years of progressive HR experience depending on company size. SHRM-CP, SHRM-SCP, PHR, or SPHR certification is frequently listed as required or strongly preferred. Familiarity with the employment laws of the applicable jurisdiction and proficiency with an HRIS platform are nearly universal requirements.\n",{"question":412,"answer":413},"Do I need a lawyer to create an HR manager job description?","For most companies, a well-structured template is sufficient to create a legally sound job description. Legal review is advisable when the role is being posted in a jurisdiction with salary transparency mandates, when the qualifications list includes factors that could raise disparate-impact concerns, or when the job description will be formally incorporated into an employment contract or used to support a termination for cause defense. A 30–60 minute attorney review typically costs $150–$400 and is worthwhile for senior or sensitive roles.\n",{"question":415,"answer":416},"Should a job description include salary?","Yes — and in a growing number of jurisdictions it is legally required. Colorado, California, New York, and Washington mandate salary range disclosure in job postings as of 2024–2025. Ontario is moving toward pay transparency requirements. Even where disclosure is not mandated, including a salary band reduces unqualified applications, shortens negotiation timelines, and supports pay equity compliance. Use a range rather than a fixed number to preserve offer flexibility.\n",{"question":418,"answer":419},"What is the difference between a job description and a job posting?","A job description is an internal document defining the role's full scope, essential functions, and performance expectations — it is used for hiring, onboarding, performance reviews, and employment contract exhibits. A job posting is the external-facing advertisement derived from the job description, typically condensed and formatted for a job board. The job description is the authoritative governing document; the posting is a marketing summary.\n",{"question":421,"answer":422},"How often should a job description be updated?","Review job descriptions at minimum annually and any time a role's duties change materially — due to a reorganization, technology change, or headcount shift. Outdated job descriptions that no longer reflect actual duties weaken performance management defenses and can create pay-equity audit findings. Obtain a fresh employee signature acknowledging the updated description whenever material changes are made.\n",{"question":424,"answer":425},"Can a job description be used in a termination proceeding?","Yes, and this is one of its most important legal functions. A signed, dated job description that clearly lists essential functions and measurable KPIs establishes the objective standard against which performance was evaluated. In a wrongful termination claim, it provides evidence of what was required of the role and that the employee was informed of those expectations. A vague or unsigned job description leaves the employer without this evidentiary foundation.\n",[427,431,435,439,443,447],{"industry":428,"icon_asset_id":429,"specifics":430},"Technology / SaaS","industry-saas","HR managers in tech companies typically oversee distributed or remote teams, must address equity compensation administration, and navigate multi-state or multi-jurisdiction compliance for rapidly scaling headcount.",{"industry":432,"icon_asset_id":433,"specifics":434},"Healthcare","industry-healthtech","Healthcare HR managers handle credentialing verification, HIPAA workforce training obligations, union and non-union workforce management, and state licensing requirements as part of their essential functions.",{"industry":436,"icon_asset_id":437,"specifics":438},"Manufacturing","industry-manufacturing","Manufacturing HR managers manage shift-based workforces, OSHA safety training compliance, collective bargaining agreement administration, and high-volume hourly hiring cycles with specific physical requirements documentation.",{"industry":440,"icon_asset_id":441,"specifics":442},"Professional Services","industry-professional-services","Professional services firms require HR managers to handle billable staff utilization data, professional licensing verification, competitive non-solicitation compliance, and high-value employee relations matters with significant legal exposure.",{"industry":444,"icon_asset_id":445,"specifics":446},"Retail / Hospitality","industry-retail","High turnover environments demand HR managers fluent in rapid onboarding, tip and wage compliance, variable scheduling rules, and multi-location employment law compliance across state or provincial lines.",{"industry":448,"icon_asset_id":449,"specifics":450},"Financial Services","industry-fintech","Financial services HR managers must address FINRA or FCA licensing verification, clawback policy administration, heightened background screening requirements, and compensation disclosure obligations under sector-specific regulation.",[452,455,459,463],{"vs":453,"vs_template_id":242,"summary":454},"Employment Contract","An employment contract is the binding legal agreement governing the entire working relationship — compensation, IP, confidentiality, non-compete, and termination. A job description defines the scope and expectations of the role itself. The two documents work together: the employment contract creates enforceable obligations; the job description defines what performance of those obligations looks like. Job descriptions are often attached as a schedule to the employment contract.",{"vs":456,"vs_template_id":457,"summary":458},"Offer Letter","job-offer-letter-long-D12769","An offer letter confirms the role, compensation, and start date to secure the candidate's acceptance. It is a summary document, not a comprehensive role definition. A job description provides the detailed duties, qualifications, and KPIs that the offer letter references but does not replicate. Attaching the job description to the offer letter gives the candidate full information before they sign.",{"vs":460,"vs_template_id":461,"summary":462},"HR Manager Performance Review","D{HR_PERFORMANCE_REVIEW_ID}","A performance review evaluates how well the employee has met the expectations of the role over a defined period. A job description defines what those expectations are. The two documents are linked: KPIs set in the job description become the evaluation criteria in the performance review. Without a current, signed job description, performance reviews lack an objective standard.",{"vs":116,"vs_template_id":249,"summary":464},"An independent contractor agreement engages a self-employed HR consultant for project-based or ongoing advisory work with no employment entitlements. A job description is specific to an employment relationship and establishes the ongoing, supervised duties that distinguish an employee from a contractor. Using a job description format for a contractor engagement can support a worker misclassification finding.",{"use_template":466,"template_plus_review":470,"custom_drafted":474},{"best_for":467,"cost":468,"time":469},"Companies hiring an HR manager in a single domestic jurisdiction with standard duties and no equity or complex severance","Free","30–60 minutes",{"best_for":471,"cost":472,"time":473},"Roles posted in salary-transparency states, multi-location companies, or where the description will be incorporated into a formal employment agreement","$150–$400 (30–60 minute employment attorney review)","1–3 business days",{"best_for":475,"cost":476,"time":477},"Senior HR leadership roles with equity, regulated industries (healthcare, financial services), unionized environments, or cross-border employment","$500–$2,000+","1–2 weeks",[479,484,489,494],{"code":480,"name":481,"flag_asset_id":482,"note":483},"us","United States","flag-us","HR manager roles are typically classified as exempt under the FLSA executive or administrative exemption — verify the salary threshold ($684/week as of 2024) and duties test apply. Colorado, California, New York, and Washington require salary range disclosure on job postings. California additionally restricts the use of prior salary history in setting compensation. Non-compete clauses attached to job descriptions are unenforceable in California and increasingly restricted in other states.",{"code":485,"name":486,"flag_asset_id":487,"note":488},"ca","Canada","flag-ca","Each province has its own employment standards legislation governing minimum terms — Ontario's Employment Standards Act, Alberta's Employment Standards Code, and BC's Employment Standards Act each set different floors. Job descriptions incorporated into employment contracts must not imply terms below provincial statutory minimums. Quebec employers must provide the document in French for provincially regulated workplaces. Pay transparency obligations are expanding, with Ontario's Pay Transparency Act requiring salary range disclosure on external postings.",{"code":490,"name":491,"flag_asset_id":492,"note":493},"uk","United Kingdom","flag-uk","UK employers must provide a written statement of employment particulars — which typically references the job description — on or before day one of employment under the Employment Rights Act 1996. Job descriptions used to support a redundancy or capability dismissal must accurately reflect duties at the time of dismissal, not an outdated version. The Equality Act 2010 requires that qualification requirements be objectively justified as a proportionate means of achieving a legitimate aim.",{"code":495,"name":496,"flag_asset_id":497,"note":498},"eu","European Union","flag-eu","The EU Pay Transparency Directive (2023/970) requires employers to provide salary range information to job applicants before interview and prohibits asking about pay history. Member states must implement the Directive by June 2026. Works council consultation may be required before issuing or materially amending job descriptions in Germany, France, and the Netherlands. GDPR applies to any personal data collected as part of the application process referenced in the job posting.",[242,457,249,246,500,501,502,503,504,505,506,507],"employment-agreement-executive-D543","non-disclosure-agreement-nda-D12692","employee-handbook-D712","employee-dismissal-letter-D508","temporary-employment-contract-D12734","remote-work-agreement-D13282","how-to-create-a-performance-improvement-plan-D12564","letter-of-appreciation-to-employee-D664",{"emit_how_to":190,"emit_defined_term":190},{"primary_folder":93,"secondary_folder":510,"document_type":511,"industry":512,"business_stage":513,"tags":514,"confidence":520},"job-descriptions","form","general","all-stages",[515,516,517,518,519],"hr","hiring","employment","job-description","role-definition",0.95,"\u003Ch2>What is a Human Resources Manager Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>Human Resources Manager Job Description\u003C/strong> is a formal document that defines the essential functions, required qualifications, reporting structure, compensation range, and measurable performance expectations for an HR Manager position within an organization. It functions as both an operational reference — used in recruiting, onboarding, and performance reviews — and a legal document that establishes the objective standard against which the employee's performance is evaluated. When incorporated by reference into a signed employment contract, it becomes a binding exhibit that governs what the employer can require and what constitutes a performance deficiency.\u003C/p>\n\u003Cp>Unlike a casual job posting, a properly structured HR Manager job description separates essential from marginal functions (as required by the ADA and its international equivalents), distinguishes required from preferred qualifications to avoid inadvertent discrimination exposure, and includes a signed acknowledgment block that confirms the employee understood their duties before their first day of work.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Operating without a formal, signed job description exposes your organization across multiple fronts at once. When an HR manager underperforms, an undocumented or vague role description makes it nearly impossible to demonstrate cause — courts and arbitrators look for objective written standards, and their absence benefits the employee. When a disability accommodation request arrives, you need to have identified essential functions in writing before the request, not after. When a terminated employee claims wrongful dismissal or discrimination, the job description is the first document opposing counsel requests — and a missing or outdated version is an immediate liability.\u003C/p>\n\u003Cp>Beyond legal protection, a clear job description shortens time-to-hire by filtering misaligned applicants, reduces onboarding friction by giving the new HR manager a documented scope from day one, and provides the KPI baseline that makes annual performance reviews defensible rather than subjective. This template gives you a professionally structured, jurisdiction-aware starting point that covers all of these functions — ready to customize, sign, and file before your next HR manager walks through the door.\u003C/p>\n",1778773455420]