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Are you curious about what it takes to be a successful People Manager? What exactly is a People Manager Job Description? A People Manager guides and supports team members in achieving their goals and fosters a positive work environment. They are responsible for overseeing the progress of their team, resolving conflicts and ensuring that employees feel valued and motivated in their roles. To learn more about the essential aspects of the People Manager’s job, their responsibilities, and their key skills, read the blog.
Table of contents
1) What is People Management?
2) What is a People Manager?
3) People Manager responsibilities
4) Essential skills for a People Manager
5) People Manager Job Description examples
6) Conclusion
What is People Management?
People management is the process of overseeing all the activities of employees in an organisation. It involves various stages: recruitment, training, performance evaluation and conflict resolution. People Management helps organisations maximise results by increasing their employees’ productivity and improving overall performance.
What is a People Manager?
A People Manager is a professional responsible for overseeing a team of employees. They play a critical role in managing day-to-day operations and fostering employee development to achieve the organisational objectives. They ensure that team members are motivated, productive, and satisfied in their roles. People Managers are tasked with promoting communication, providing guidance and feedback, resolving conflicts, and promoting a positive work culture.
The salary of a People Manager depends on the industry organisation size and years of experience. It also depends on the scope of their responsibilities and skills. On average, People Managers in the UK can expect to get paid between £40,000 to £80,000 per annum, with additional bonuses and benefits. The employment of People Managers is forecasted to grow more rapidly than average over the next decade.
People Manager responsibilities
People Manager responsibilities involve several aspects crucial for managing a team effectively. These responsibilities contribute to effective team management and organisational success. Here are some of the key responsibilities of People Managers:
1) Finding, hiring, and welcoming new team members: The hiring and onboarding of new team members comes within the responsibility of People Managers. Finding candidates, doing interviews, and creating programs to help new workers get to know the group and culture are all part of this.
2) Guiding training and supporting staff growth: People Managers are in charge of managing their team members' training and development programs. They identify the need for training, offer mentoring and guidance, and create chances for skill development and professional growth.
3) Reviewing how well employees do their jobs: People Managers evaluate and assess their team members' work on a regular basis. To make sure that workers are performing up to expectations while achieving the expected results, they set goals, give helpful feedback, and conduct performance reviews.
4) Solving issues and resolving disagreements among staff: Disagreements and disputes among team members are handled by People Managers. To encourage a positive work the environment, they solve conflicts, address problems, and place suggestions into effect.
5) Boosting team spirit and keeping employees happy: People Managers encourage employee engagement and contentment while building a positive atmosphere at work. They plan team-building exercises, acknowledge staff achievements, provide incentives, and promote a positive work environment.
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Essential skills for a People Manager
A People Manager must possess certain skills to foster collaboration, resolve conflicts, and drive team success in diverse workplace environments. Here are some of the necessary skills that every People Manager should possess in guiding and supporting team members towards success.
1) Effective communication: People Managers need to communicate clearly and concisely to convey expectations and provide feedback. Good communication allows People Managers to work together in solving problems and developing new ideas. Clear communication promotes transparency and prevents misunderstandings.
2) Adaptability: People Managers must be flexible and adaptable to changing circumstances. They need to adjust their strategies and approaches to address new issues effectively.
3) Endurance: Endurance and persistence are necessary for managing people to overcome challenges and achieve objectives in the workplace. In times of difficulties, they must stay focused.
4) Listening skills: Establishing trust and quickly solving issues requires actively listening to the concerns and views expressed by employees. It is essential for Managers to create channels for open communication with their team members.
5) Skills in resolving issues: People Managers need strong problem-solving skills to address conflicts and resolve issues efficiently. They need to approach conflicts, identify causes, and provide constructive resolutions.
6) Responsibility: People Managers must take ownership of their decisions and actions, recognising their role in guiding their team's success. They must show accountability for their team's well-being and performance.
7) Structured planning: Effectively planning and organising tasks and resources is essential for achieving objectives. People Managers must develop clear goals, prioritise tasks, and allocate resources to ensure that projects are completed successfully.
8) Trust: People Managers must build trust with team members, which is essential for fostering strong working relationships. Building trust helps them work together more efficiently and productively.
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People Manager Job Description examples
People Manager- job post XYZ Permanent London Job type Fixed term contract Benefits Company pension Employee discount Gym membership Private medical insurance Full job description Overview We are seeking a passionate, highly organised, and detail-oriented People Manager to join our team on a 14-15 - month fixed term contract. You will have a generalist background and be responsible for managing various HR-related activities as well as one employee. You will play a crucial role in creating an engaging, high-performing and safe work environment for our employees and championing our culture. The role requires a balance between being an advocate for employees and aligning HR practices with the organisation's strategic objectives. This is a 14 - 15-month fixed-term contract covering maternity leave. Please Note: This is a remote position with an expectation of 2-3 days per month in the office. Some of the work involved requires face to face interaction. Responsibilities Strategic Partnership Collaborating with the Chief People Officer to implement a strategic HR vision that aligns with the company’s goals. Establishing partnerships with our management teams to understand their goals and challenges and provide advice, support and challenge thinking. Providing strategic guidance on people-related matters to drive business success. Employee Relations Addressing employee relations issues, resolving conflicts and promoting a positive workplace culture, through training and coaching our managers in creating a high-performance culture. Supporting and managing complex HR cases, ensuring they are handled with sensitivity, compliance and fairness. Acting as a liaison between employees and management to ensure effective communication. Resolving conflicts through positive and professional mediation. Talent Management Driving our quarterly performance review process and supporting performance management processes, including goal setting, feedback, and development plans. Ensure an easy transition from recruitment to onboarding for new hires. Collaborating with the Talent Acquisition Manager on recruitment activities. Identifying training needs and implementing relevant initiatives and programs. Providing guidance on career development opportunities. Change Management Assisting in organisational change initiatives, ensuring a smooth transition and minimal disruption. Communicating changes to employees and addressing concerns. HR Policy and Compliance Developing and implementing policies, ensuring that all employees feel supported and valued. Regularly reviewing and updating company policies to ensure compliance with labour laws and best practices. Supporting and overseeing HR and Company audits as required. Keeping update on of industry trends and best practices to enhance HR processes. Culture & Inclusion Being an ambassador for employee engagement practices and championing the link between employee engagement and business performance. Collaborating and developing initiatives to further enhance our great company culture. Conducting surveys and gathering feedback to measure employee morale. Playing an integral part in implementing, embedding and demonstrating our commitment to Diversity & Inclusion initiatives. Process Automation & Improvement Getting involved in projects and implementing HR tech solutions that enhance efficiency and employee experience. Identifying manual or outdated HR processes that can be automated or streamlined. Compensation and Benefits Managing employee compensation and benefits programs. Working with our benefit brokers to ensure compliance, up to date records and contracts reviews. Conducting market research to ensure competitive salary and benefit structures. Data Analysis & Administration Carrying out necessary administrative duties and maintaining accurate and up-to-date employee records. Supporting the Finance team with monthly payroll. Producing reports and analysing HR metrics and trends to provide insights for decision-making and improvements in. Completing visa sponsorships and keeping abreast of changes in immigration policies and procedures. Skills and experience required Solid experience in an HR Generalist role, with the ability to hit the ground running. A CIPD qualification (level 5 minimum). Adept & disciplined in using a people management systems and Applicant Tracking System (Hi bob would be a strong advantage). Knowledge of employment laws, regulations, and practices and experience with employee relation case work. Proven track record of operating in a fast-paced environment. Personal Attributes Excellent organisational and multitasking skills with ability to prioritise and meet deadlines. Ability to establish professional credibility quickly with colleagues and to interact effectively with staff at all levels and across all departments. A strong communicator: clear, accurate and to the point, both verbally and in writing and excellent interpersonal skills. Strong attention to detail and problem-solving abilities. Professional and sensitive to the confidential nature of the work handled by the People department and the ability to handle confidential data and sensitive information with discretion. A team player with a sense of humour and a ‘can-do’ attitude: willing to get stuck in and take charge of tasks big or small, and always focused on finding practical solutions. Comfortable with thinking outside the box and challenging the status quo. Living the company values and leading by example. |
Conclusion
This blog presented a detailed overview of the role of a People Manager, including their responsibilities and the essential skills required for success. By mastering effective communication, adaptability, and other key skills mentioned in the People Manager Job Description, individuals can excel in this pivotal role and drive organisational success.
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Frequently Asked Questions
The 5 C's of People Management refer to Communication, Coaching, Collaboration, Conflict resolution, and Compensation. These principles allow Managers to create a supportive work environment where team members can succeed and achieve their objectives.
Effective People Managers require strong communication, leadership, and interpersonal skills to support their team members. They need problem-solving abilities and the capacity to adapt to changing situations and promote a positive work environment.
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