An HR Manager usually leads the HR department, overseeing administrative and organizational functions, and working closely with executive leadership to design and implement effective HR strategies.

HR Managers often handle recruiting, interviewing, and hiring of new employees and will sometimes serve as a bridge or mediator between an organization's management and its employees.

Measurable Key Performance Indicators (KPIs) for HR Managers can vary depending on the specific responsibilities and goals of the role within an organization. Here are some commonly used KPIs for HR Managers:

- Employee Retention Rate: Measuring the percentage of employees who remain with the company over a period. A high retention rate indicates effective HR strategies in areas such as talent acquisition, employee engagement, and development.
- Training and Development ROI: This KPI measures the return on investment for training and development initiatives. It evaluates the impact of HR efforts on employee skills, productivity, and overall performance.
- Employee Engagement and Satisfaction: Employee satisfaction surveys, engagement scores, and feedback to assess the overall satisfaction and commitment of employees correlates with improved productivity and lower turnover rates.
- HR Cost-to-Value Ratio: This KPI evaluates the ratio of HR expenses to the value added by the initiatives. It measures the effectiveness of HR actions in supporting organizational goals.
- Time to Resolution for HR Issues: Tracking the average time it takes to resolve employee complaints, conflicts, and other HR-related issues is a great KPI for HR Managers.

KPIs should align with the targeted objectives and responsibilities of the HR Managers job description in an organization. It's important to set specific targets and update these KPIs regularly to ensure relevance.

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HR Managers usually have a bachelor’s degree in human resources or a related field to qualify for an HR Manager position. Some employers prefer candidates with more advanced degrees, but it is not always a requirement. An HR Manager should have experience in lower-level HR roles, such as HR Assistant, HR Specialist and HR Generalist, before being considered for a managerial position.

Employers may prefer skills with specific softwares for record-keeping, enterprise management and resource planning as part of their qualification process.

- Recruiting and Onboarding
Recruitment and onboarding can be a demanding HR specialty as find and place strong job candidates. It can involve travel to events, schools, and job fairs to introduce your company to candidates and attract diversity.

- Training and Development
Specializing in training and development gives you the chance to educate your organization's workforce in everything from safety precautions to professional growth. Efforts here can contribute to an organization's success by improving efficiency and productivity and enhancing job skills.

- Diversity and Inclusion
HR Managers work to ensure that their organization's workforce includes a diverse mix of individuals with unique backgrounds, cultures, and beliefs. In an effort to maintain a workplace environment and culture that makes everyone feel valued and accepted, they spearhead DEI training for all employees, foster an inclusive company culture, and reinforce the value of corporate diversity.

- Benefits Administration
HR Managers can oversee an organization's salary, bonus, incentives, and benefits. HR managers in this role build out competitive benefits and hiring packages that attract and retain an experienced workforce.