HUMAN RESOURCES MANAGER INTERVIEW QUESTIONS

Steven Cesare, Ph.D.

A business owner from the state of Washington called me the other day to talk about his company’s ongoing recruitment process to fill their first-ever Human Resources Manager position. In traditional terms, this exempt position is primarily responsible for managing multiple human resources’ program content, policies, and procedures, including the Company’s staffing program, performance management, training and development, compensation and benefits, and insurance programs. Subject to company priorities, most Human Resources Managers in the green industry have at least 3-4 years of applied experience, are bilingual in English and Spanish, and receive an annual pay rate around $75,000-$85,000.

In my professional opinion, this position should report directly to the owner, never reporting indirectly through the Controller to the owner. Once hired, the owner should have a standing one-hour meeting with the Human Resources Manager each week to ensure the company’s human resources goals are being met, receive a status update on key functions (e.g., staffing, discipline, safety, training, culture), and hold the Human Resources Manager accountable for sustaining sincere partnerships with Field Managers.

Anticipating the next step of the staffing process, the owner requested I share some basic interview questions with him, to evaluate the candidates’ diversified expertise necessary to exemplify the valued role that human resources will be expected to play in future company operations. To that end, here is the list of standard Human Resources Manager interview questions I have used for years.

Describe a staffing plan you would develop to fill two vacant Crew Leader positions.
Is it legal to charge employees to wear uniforms at this company?
What is the most common EEO lawsuit that employees file against their employers?
You just heard that three Hispanic employees made racially insensitive comments toward a black employee two weeks ago while working on a job site. What steps do you take to address this issue?
As the Human Resources Manager, what are the four primary empirical departmental goals that you believe you should be held accountable for achieving?
Based upon your professional experience, what is the most important administrative policy a Company must have in its Employee Handbook and why?
Several executives have noticed that an exempt employee routinely leaves work early three days a week. What actions should you take regarding his pay, corrective action, and related investigation?
What are the three key OSHA documents that must maintained and how long must each of them be kept to ensure legal compliance?
Describe the process you would utilize to coach a supervisor in conducting performance reviews.
What specific content do you believe should be included in a New Employee Orientation Program?
What is more important to our company: DEI or merit?
Give me some examples of first aid injuries and recordable injuries, and how they affect the company’s annual workers’ compensation premium payment.
What four vital components should be included on every company job description?
A long-time employee has just informed you that a recent physical examination revealed he only has 60% lung capacity. What implications does this information have for the company, what are the pertinent human resources’ issues, and what action steps will you take to resolve this incident?
What is Employment Practices Liability Insurance and why is it important to our company?
Per federal law, how long should the company keep terminated employees’ I-9 Forms?
The company owner has directed you to develop a training program to improve Department Managers’ supervisory skills. Walk me through the steps you would take to construct, roll out, and evaluate this highly-visible and pressure-laden course.
Explain your experience with various types of employee benefits. Identify the types of benefits you have managed, your tactical role involved with each of them, and the activities you have leveraged from your benefits partners.
What are the key drivers of employee retention?
Describe the specific impact that a discretionary bonus and a non-discretionary bonus have on payroll.