What is the Average Salary of a Human Resources Manager?

Could you be earning more? Check out the benchmarks for a Human Resources manager position!

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Should you be earning more?

Are you an HR manager? How much are you earning? Could (and should) you be earning more? Check out the benchmark for the HR manager salary and find out!

We did extensive research to find out how much money do Human Resources managers make. We gathered the information and statistics from many different sources, including Glassdoor, Payscale, U.S. Bureau of Labor Statistics (BLS), etc.

What we found out is that the salary range for an HR manager position can be significantly different in different countries and across different industries, etc. With this in mind, let’s proceed by examining the average salary for Human Resources manager.

The average salary of an HR manager in the USA

  • Payscale reports that the average pay for a Human Resources (HR) Manager in the United States is $65,490 per year.

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  • Glassdoor reports that the national average salary for a Human Resources Manager is $76,464 per year in the United States.
  • According to the Occupational Outlook Handbook from the U.S. Bureau of Labor Statistics (BLS), the median annual wage for human resources managers was $113,300 in May 2018.
  • Data USA reports that the average yearly wage for Human resources managers was $85,939 in 2016.

The average salary of an HR manager in Canada

  • Neuvoo reports that the average Human Resources Manager salary in Canada is $77,006 per year or $39.49 per hour. Entry-level positions start at $45,000 per year while most experienced workers make up to $110,124 per year.
  • Payscale reports that the average pay for a Human Resources (HR) Manager in Canada is $68,698 per year.
  • Glassdoor reports that the national average salary for a Human Resources manager is CA$115,090 in Canada.

The average salary of an HR manager in the UK

  • Reed.co.uk reports that the average People Manager salary in the UK is £66,287 per year.
  • Glassdoor reports that the national average salary for a Human Resources manager is £46,520 per year in the United Kingdom.
  • Payscale reports that the average pay for a Human Resources (HR) manager is £35,628 per year in the United Kingdom.
  • Indeed UK reports that the average salary for a Human Resources Manager is £42,446 per year in the United Kingdom.

Conclusion:

The average compensation for an HR manager is around $80,000 per year in the USA and Canada and around £50,000 per year in the UK.

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Common HR Mistakes Startups Make

Regardless of how small or large your business is, the team that you assemble to work for you is an essential component to its success. As soon as you begin hiring staff members to join your startup, you must take on important human resources responsibilities. In many cases, hiring and developing talent as well as maintaining relationships with each team member can be stressful and challenging, and serious mistakes can be made.

Approaching the hiring and management tasks professionally from the start is essential for the success of your startup. It can reduce the number of issues that you run into and their severity. This means that you need to develop and follow effective human resources policies and processes immediately, and these should be scalable to accommodate growth in the years to come.

Identifying common human resources mistakes that startups make can help you to avoid making these same mistakes yourself. These are among the more common mistakes that startups make in the realm of human resources.

Not Seeking Professional Assistance

It may seem like hiring an employee to join your team is a relatively straightforward process and that you require little to no help with it. However, hiring a human resource professional as soon as possible to facilitate the hiring and management processes can help you to choose the right individuals to join the team. This step could also help you to retain the talent that you have worked so hard to recruit.

A good rule of thumb is to add one HR manager for every 50 employees on your team. This ensures that each individual on your team is properly managed. It also can help your HR team to identify potential issues that need to be addressed, answer their questions to promote happiness in the workplace and more. It is wise to have your HR professionals hired before adding even more individuals to join the team.

Hiring the Wrong Individuals

Entrepreneurs may be stressed with many responsibilities related to starting and growing a young business. With this in mind, it is understandable that you may take the approach of hiring any individual to join your team who has the right skillset and experience. However, there are many other factors to consider when making a hiring decision than simply the credentials on a resume. For example, a new-hire should have the right mentality to fit into corporate culture, solid personal skills to be an asset to the team and more. Your hiring process should successfully screen applicants in all relevant areas.

When you hire the wrong individuals for your positions, you may have operational issues. These individuals or others in the team could become discontent when new-hires are a poor fit, and your employee turnover rate may escalate. This type of employee experience could ultimately cost the company a substantial amount of money. To combat this, you need to have a solid financial plan for your business, and you need to stick to it. This plan should focus on standardizing the hiring process and creating clear, effective criteria to make a hiring decision by.

Not Having Strong Company Culture

Many of the largest and most successful corporations have a strong and identifiable company culture. For example, Apple is known for its outside-the-box thinking and for hiring creative individuals with fresh perspectives. You may assume that a company’s culture simply develops over time on its own, but the reality is that culture is created by the business owner though individualized decisions. For example, the interactions between team members and management can lay the foundation for culture. Without culture, your business may flounder.

Because of how important company culture is in even small companies, you need to understand how to create it. Choosing policies and processes that are aligned with the culture that you want to achieve is important. Your management team’s interactions with staff members also should represent culture. As you create corporate policies and business processes, the concept of corporate culture should also be in mind.

Failing to Develop the Team

While you may go to great lengths to hire new team members by focusing on their experience and skills, the business world is constantly changing. You need your existing team to be dynamic, and their ability to grow to meet changing needs is directly tied to the training opportunities that you provide to them. Keep in mind that your team members may also be personally interested in advancing within their career. They do not want to feel as though their skillset is outdated, and they may have a goal of climbing the corporate ladder within your company.

Developing your team begins during the onboarding process, which is a time when a new-hire learns about company culture and professional development programs available to him or year. These development programs could include in-house training and mentoring, assistance obtaining certifications, college tuition reimbursement and more. Development opportunities should be offered, encouraged and available to team members free of charge.

Final Word

While many aspects of your business operations require constant attention and thoughtful effort, hiring the right individuals to join your startup team is essential. Unfortunately, many entrepreneurs make serious hiring and management mistakes, and these can ultimately be detrimental and costly to the business. If you are preparing to hire team members soon or if you are facing HR and management challenges, it may benefit your business to reassess your human resources efforts and strategies.

4 BYOD Risks HR Managers Should Know About

4 BYOD Risks HR Managers Should Know About

4 BYOD Risks HR Managers Should Know About

In today’s employment atmosphere, a growing number of companies are shifting toward a more flexible workplace. By implementing bring your own device (BYOD) policies employees are now increasingly using their own devices for business purposes.

Even though such policies can bring numerous benefits to companies, they come with some inherent risks. The following four issues are worth examining before deciding on a BYOD policy.

Irregular Updates

Every mobile device is vulnerable to hacks from outside sources. Your smartphone, tablet and laptop all have similar software that can be hacked if firewalls and other security features aren’t in place or aren’t updated regularly.

Busy employees often put off their security updates. Unfortunately, their phones are then automatically open to potential attacks. In a regular IT environment, it’s up to the business’s IT department to secure every device used for company purposes. Since the devices are the employees’ private property, they are responsible of keeping them updated with the latest versions of security software.

Viruses and Malware

Viruses and malware have numerous pathways that they can take to infect an employee’s device. The worst thing is that an employee’s device could be hacked without them even being aware of the situation.

For example, your employees can receive phishing email with a malicious link that could install viruses or malware when clicked on. The infection could then spread onto the company’s server and compromise corporate information in a matter of seconds.

The phishing email could also look as if it’s from a familiar contact or even a legitimate website. It could ask your employees to click on a link and in order to log in into their account. The employees would then enter their user names and passwords on fake websites giving hackers access to their sensitive information. Identity theft is always a possibility in these hacking situations.

Unsecured Connections

Your employees might use their devices to connect to public Wi-Fi to access necessary data on your company’s server or to go online for personal needs. Unfortunately, using public networks is dangerous since they allow multiple people to connect to the same network, and that includes hackers.

Hackers could intercept the data your employees download or upload, they could install malware on your staff’s devices and even gain access to their email. This is another way malware could spread from the infected devices onto the company’s server and compromise the safety of corporate data.

Your employees need to be aware of these threats and take the appropriate preventive measures. Instruct your employees to turn off Wi-Fi when they don’t need it and disable it from automatically connecting to open networks.

You can also set up a virtual private network (VPN) which will allow your employees to connect to a hotspot without worrying about data breaches. Connecting to a VPN encrypts and secures any data being sent or received. This disables hackers from intercepting sensitive information and compromising the security of your employees’ devices.

Missing Devices

The best opportunity for stealing corporate data is when a device gets into the wrong hands. Lost or stolen devices are always a big security issue, which can lead to leaked proprietary data and vulnerable business positions.

IT professionals need a plan in cases this happens. A remote wipe policy is a very good solution which allows the IT team to completely remove all data on a device after it’s been reported missing.

Since BYOD devices include an employee’s personal data, you need to make sure that the employee agrees to a remote wipe of every piece of data even before they are hired.

Employees should see this step as both a protective corporate and identity-theft policy. To avoid any further information hacks, employees can also make it more difficult to access the data in the first place. A fingerprint or PIN passcode frustrates thieves, and they might toss the device before trying to access the information.

Final Thoughts

These security issues aren’t a reason to forgo a BYOD policy. However, appropriate security measures are necessary in order for it to be successful. Begin your BYOD strategy by educating your employees about the importance of regular updates and how to recognize security threats.

They need to understand that every piece of data is priceless to the business and their personal life. In reality, many people don’t realize how valuable their data is to hackers outside of the corporate atmosphere.

Employees also need to agree to corporate statements, liabilities and compliance measures in order to make this BYOD program a success. At the very least, add professional indemnity insurance coverage to the company so that any data leaks are quickly resolved.

Finally, by protecting the data with software and passwords, businesses can keep their proprietary information private. In the end, the employee’s device can be as safe as any company-issued electronic.

About the Author:

Josh McAllister

Josh McAllister is a freelance technology journalist with years of experience in the IT sector, and independent business consultant. He is passionate about helping small business owners understand how technology can save them time and money. 

Josh is a contributor of a number of digital outlets, and well published including DZoneIoT World News, and Rabid Office Monkey.


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Conferences

5th Compensation & Benefits Summit 2017, Kuala Lumpur Malaysia — Press Release

Equip Global - 5th Compensation and Benefits Summit 2017, Kuala Lumpur Malaysia

Kuala Lumpur, July 20, 2017 — Establishing effective compensation and benefits packages in a competitive environment remains as a challenge for most of the organizations today. With the impact of economy crisis, globalization, increasing governmental regulations, rapid technological advances, it is the nightmare for all HR personnel to design and administer effective and cost-efficient compensation and benefit plans. HR, C&B, Rewards Professionals across organizations are struggling to come out with a remuneration package with flexible benefits that suit all employees and at the same time align with business goals. If this is not handled well, the organization will lose its market competitiveness and face talent attrition.

With thorough understanding of what all HR personnel are facing and looking at moving forward, the 5th Compensation & Benefits Summit 2017 have come out with this one-of-its kind summit to address the MOST DIFFICULT & COMPLICATED issues in managing employee compensation and benefits packages. Our expert speakers will share successful case studies on designing and implementing compensation & benefits plans and processes that allow you to manage costs, improve performance, attract, motivate and retain employees.

You should attend if you are Heads / Vice Presidents / Directors / Assistant Vice Presidents / Managers dealing with:

  • Compensation & Benefits
  • Human Resources
  • Performance & Rewards
  • Finance & Administration
  • Organizational Development
  • Talent Management/Development

4 Exclusive Workshops ALSO available in the 4-Day Summit programme.

Event Name: Compensation & Benefits Summit

Event Date: 13 – 16 November 2017

Event Location: Kuala Lumpur, Malaysia

Contact Email: enquiry@equip-global.com

Event Website: http://www.equip-global.com/compensation-and-benefits-summit

About Equip Global:

Equip Global

Equip Global is the trusted global provider of business intelligence through conferences and trainings to the world’s leading businesses, governments and institutions.

Our scale, scope, knowledge and reach allow us to put together conferences and trainings which address our clients’ problems that no one else can. Using our deep functional and industry expertise, strong connections across industries as well as breadth of geographical reach, our conferences and trainings constantly help our clients transform into sharper, smarter and more efficient enterprises.

Each time we develop a conference or training for our clients, we put ourselves in their shoes with their objectives in mind and invest significant amount of time and effort researching, unlocking and understanding their real challenges.

We strive to provide only tailored solutions that help our clients achieve true results with minimal effort. We do not believe in conferences and trainings that provide standard industry answers or theoretical knowledge. Inviting only leading practitioners and domain experts who can offer information that help solve our clients’ challenges , our conferences and trainings focus on providing only solutions that have met the concrete test of application and have proven to improve an organization’s productivity and performance. We know that custom solutions yield the greatest competitive advantage and value for our clients and always ensure that we are only providing our clients with information and connections that matter.

In a nutshell, Equip global conferences and trainings drive tangible bottom-line results whilst equipping our clients with the business connections that help you achieve long term success. We provide only what our clients need and want.


** EXCLUSIVE DISCOUNTS are available for Subscribers of The HR Tech Weekly. Email to enquiry@equip-global.com to find out more!

Future of Automation in Recruitment, Forget Robotics for Now!

Future of Automation in Recruitment, Forget Robotics for Now!

Robotics | The HR Tech Weekly®

There are views that automation in recruitment is great as thеѕе systems wіll hеlр companies kеер track of activity and shortlist quicker durіng this exponential increase іn resumes аnd cover letters received these days, especially in volume roles. Tо ѕоmе within HR, recruiting with technology nееdѕ а lot оf work tо gеt tо whеrе it’s expected tо be. Thіѕ саn оnlу bе achievable wіth thе introduction оf robotics аnd automation іn thе hiring process аѕ technological advances ѕееm tо bе improving аll aspects оf оur lives, аnd business іѕ аt thе forefront оf thеѕе changes.

Onе оf thе biggest challenges wе face today, іn Human Resource Management, іѕ adapting thе HR Recruitment process tо meet thе Demands аnd Nееdѕ оf а Nеw Global Economy. Thе mission іѕ tо bring thе latest breakthroughs іn Automation, wіth а focus оn Artificial Intelligence, tо aid HR Recruitment wіth recruitment automation, іn order tо meet thіѕ nеw challenge. Thіѕ mission wіll bе achieved bу realising thе opportunities аnd addressing thе challenges presented bу Globalisation, wіth rеgаrdѕ tо HR Recruitment.

Thіѕ Breakthrough Idea іѕ аbоut creating а HR Automation tо streamline thе HR Recruitment process bу Freeing HR Managers, Recruiters & Employers frоm recruitment tasks geared mоrе fоr High-scale Computerised Logic, іn order fоr thеm tо kеер focusing оn thе Recruitment Tasks mоrе suited fоr Human HR Management Logic. In turn, thе potential tо bеѕt Hеlр Billions оf Jobseekers аnd Companies achieve thеіr employment goals, іn thе mоѕt efficient wау possible.

Tаkе а sneak peek аt whаt thе future holds fоr Recruitment automation wіth HR automation:

Thе current model аvаіlаblе fоr HR Recruitment offers mоѕtlу ad hoc Recruitment Standards, whісh wеrе developed аnd applied bу а handful оf HR Managers аnd Recruiters. Thаt model hаѕ proven іtѕеlf tо bе vеrу effective іn mаnу corporation durіng thе pre-Globalization era аnd hаѕ led tо prospering economies іn mаnу parts оf thе world. However, nоw dawns а nеw era оf Globalization wіth а nеw set оf opportunities аnd challenges.

Tо adapt оur current model wіth HR Automation tо deal wіth thеѕе nеw set оf changes, wе muѕt aggregate аnd utilise thе recruitment knowledge оf global resources efficiently. Thіѕ wіll involve а massive online coordinated effort bу millions оf hr managers, employers аnd recruiters teaching аnd learning frоm еасh оthеr а vast array оf recruitment standards. Especially because logic or algorithms built based on one or two or a handful of individuals “perceptions of the best” could be very different to the global collective perception or requirements especially in the changing world. Maybe that’s why we see a lot of new technologies emerging and algorithms being applied with not all actually benefiting the end users especially talent.

Tо put thе benefits оf collecting ѕuсh massive amounts оf data frоm HR Experts іn perspective, lеt uѕ briefly tаkе а lооk аt ѕоmе оf thе major benefits оn а global level. Wе wіll hаvе іn оur hands а globally standardised mechanism, wіth whісh wе саn advance global employment efficiency tо а level mоrе аррrорrіаtе tо thе era wе сurrеntlу live іn – Globalisation. In turn, thе benefits thіѕ project produces, іѕ nоt оnlу localised but аlѕо global. Thіnk оf іt аѕ creating thе bеѕt wау tо achieve thе mоѕt efficient Global GDP growth. This, Global GDP Growth, іѕ thе wау thаt wе bеlіеvе wіll lead tо economic prosperity tо levels previously thought impossible tо аll kinds оf people аll оvеr thе world аnd оn dіffеrеnt steps оf thе economic ladder.

Thе Recruitment Standards wе аrе talking аbоut hеrе аrе mаdе uр оf pairs оf Job Rules аnd questions. Thе job rules wіll define а group оf requirements thаt muѕt bе met bу а jobseeker, tо qualify fоr thе job fоr whісh thоѕе job rules apply. Thе job questions wіll facilitate thе preliminary аnd automated interview process оf а jobseeker thrоugh HR Automation, tо automatically pre-qualify оr dis-qualify а jobseeker’s ability tо meet thе job rules fоr whісh thоѕе job questions apply. Thеrе wіll bе multiple variations оf job questions wіth varying degrees оf difficulty depending оn thе seniority оf thе job thаt thе jobseeker іѕ applying for. Eасh job rule аnd question muѕt bе translated thrоugh automated means, іn аѕ mаnу popular languages аѕ possible, wіth thе required translation іn thе languages required іn thе relevant job role(s).

Algorithm Blog | The HR Tech Weekly®

Now, having said all of this as per my brief note above automation does not always mean a good thing. Let’s take an example of video interviewing: live face to face video interviewing great but the systems where a bunch of questions are asked by a robot and a candidate has to record themselves, not too effective and here’s why. Most candidates, let me rephrase, most people are not comfortable looking at themselves talking so this in itself can make them uncomfortable, and irrelevant. If a hiring organisation uses portals to shortlist based on “algorithms” rightly or wrongly, and then does not have time to interview a candidate more naturally in further stages – I may suggest you can stop recruiting. Because this way, you will only be able to recruiter better “performance artists” and “extroverts” and loose out on a lot of talent that can genuinely help you shape the future of your organisation.

A key lesson for many here is to learn to balance the use of automation, whilst also assessing what credible sources do those automation and algorithms come from. If it is a brain child of one or a handful of individuals not backed by science, psychology and/or a collective study of hundreds of thousands of professionals, you may want to think again before using them to hire your future talent. For insights on assessments, management and hiring of independent contractors you can contact me directly.

To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

About the Author:

Bhumika Zhaveri’s expertise lies in business strategy, change, human resources and talent management. Her experience is built over years in varied sectors where she has worked within Recruitment, Resourcing and HR. Now as Founder & CEO of InteriMarket a platform for Contract/Interim Talent Management. She is a firm believer of success through people, change and culture!


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