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Entry Level Hr Manager Jobs (NOW HIRING)

Clayton Homes

TMX (HR) Manager

Sulphur Springs, TX · On-site

From entry-level to more experienced positions, we're actively recruiting individuals who are ... Also helps plan and facilitate leadership training for managers, supervisors and team leaders.

Clayton Homes

TMX (HR) Manager

Sulphur Springs, TX

From entry-level to more experienced positions, we're actively recruiting individuals who are ... Also helps plan and facilitate leadership training for managers, supervisors and team leaders.

GQR

Workday HR Data Administrator

Houston, TX · On-site

S. organization for an entry-level HR/Workday professional. This hybrid role will support a high ... Manage and resolve HR/Workday cases and data-related requests * Review employee data for accuracy ...

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Entry Level Hr Manager information

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$25K

$47.8K

$68.5K

How much do entry level hr manager jobs pay per year?

As of Sep 10, 2026, the average yearly pay for entry level hr manager in the United States is $47,831.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,500.00 and $52,000.00 per year, depending on experience, location, and employer.

What does an entry level HR manager do?

An Entry Level HR Manager assists with various human resources functions such as recruiting, onboarding, employee relations, payroll, and compliance with labor laws. They help implement company policies, support employee engagement initiatives, and ensure proper record-keeping. While they often work under the guidance of senior HR professionals, entry level HR managers play a key role in maintaining a positive workplace environment and facilitating communication between staff and management.

What are the key skills and qualifications needed to thrive as an entry level HR manager?

To thrive as an Entry Level HR Manager, you need a foundational understanding of human resources principles, employment law, and organizational behavior, often supported by a bachelor's degree in HR or a related field. Familiarity with HR information systems (HRIS), applicant tracking systems, and basic payroll software is commonly required, and certifications like SHRM-CP can be advantageous. Strong interpersonal, problem-solving, and communication skills help build trust and effectively manage sensitive employee matters. These skills and qualities are crucial for supporting company policies, ensuring compliance, and fostering a positive workplace culture.

What are some common challenges faced by entry level HR managers, and how can they overcome them?

Entry-level HR Managers often encounter challenges such as balancing administrative tasks with strategic responsibilities, navigating complex workplace conflicts, and adapting to rapidly changing HR technologies. To overcome these hurdles, it's helpful to develop strong time-management skills, seek mentorship from more experienced HR professionals, and stay updated on HR best practices and compliance requirements. Proactively building relationships across departments also helps facilitate collaboration and fosters a positive work environment.

What is the difference between Entry Level HR Manager vs HR Coordinator?

AspectEntry Level HR ManagerHR Coordinator
Required CredentialsBachelor's degree in HR or related field; some certifications beneficialBachelor's degree often preferred; HR certifications less common
Work EnvironmentSupervisory roles, strategic planning, policy developmentAdministrative support, scheduling, record-keeping
Employer & Industry UsageUsed in organizations with HR departments, entry-level positionsCommon in HR teams, supporting HR managers
Search & Comparison IntentPeople exploring entry-level management roles in HRIndividuals considering support roles in HR

The Entry Level HR Manager typically involves more strategic responsibilities and supervisory tasks, whereas the HR Coordinator focuses on administrative support and operational functions. Both roles require a relevant bachelor's degree, but the HR Manager position may benefit from additional certifications and experience. Understanding these differences helps job seekers identify the right entry point into HR careers.

Can I apply for an entry level HR manager position with no experience?

Entry level HR manager positions typically require some knowledge of human resources principles, communication skills, and familiarity with HR software, but they often do not require extensive experience. Candidates with relevant internships, certifications like SHRM-CP, or related education can qualify for these roles. Employers may provide on-the-job training to develop necessary skills for new hires.

How to become an entry level HR manager with no experience?

To become an entry-level HR manager with no experience, focus on gaining relevant education such as a bachelor's degree in human resources, business, or related fields. Developing skills in communication, organization, and familiarity with HR software can help, and obtaining certifications like the SHRM-CP or PHR can improve your prospects. Internships or entry-level HR assistant roles can provide practical experience to advance into an HR manager position.

What cities are hiring for Entry Level Hr Manager jobs?

Cities with the most Entry Level Hr Manager job openings:

What are the most commonly searched types of Hr Manager jobs?

The most popular types of Hr Manager jobs are:

What states have the most Entry Level Hr Manager jobs?

States with the most job openings for Entry Level Hr Manager jobs include:

What are popular job titles related to Entry Level Hr Manager jobs?

For Entry Level Hr Manager jobs, the most frequently searched job titles are:

Entry Level Hr Manager jobs near you
Infographic showing various Entry Level Hr Manager job openings in the United States as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $47,831 per year, or $23 per hour.

TMX (HR) Manager

Sulphur Springs, TX • On-site

Clayton Homes
See more jobs at Clayton Homesexternal

Full-time

Medical, Dental, Vision, Retirement

Re-posted yesterday

Clayton Homes rating

6.7

Company rating: 6.7 out of 10

Based on 149 frontline employees who took The Breakroom Quiz

Job description

Clayton is a leading single-family, values-driven home builder dedicated to attainable housing, sustainable practices and creating a world-class experience for customers and team members. Our company portfolio includes a broad offering of attainable housing, and as a vertically integrated home builder, we are uniquely positioned to serve customers through every stage of the homeownership journey - building, selling, financing, and insuring homes. From entry-level to more experienced positions, we're actively recruiting individuals who are passionate, positive, and eager to learn. We then equip you for success, whether you're in the office, in the field, or on the floor. As a member of our team you'll enjoy excellent benefits, opportunities for growth, and an encouraging culture that supports work / life balance.
Position Summary: Oversees all Team Member Experience (TMX) programs and processes to help the organization achieve its goals of maximizing team member engagement and lowering team member turnover. TMX programs include Recruiting & Hiring, On-Boarding & Orientation, Job Skills Training, Engagement & Retention, Performance Management, Employment Practices, Benefits / Salary Administration, and Payroll/Attendance. Also helps plan and facilitate leadership training for managers, supervisors and team leaders.
Duties / Responsibilities:
  • Planning & Oversight
    • Assesses effectiveness of HR practices and leads the development and implementation of improvements to move toward our vision of world class team member experience.
    • Analyzes key performance indicators to look for trends and root causes of turnover; presents results and recommendations to the appropriate facility leadership (GM/ PM, Ops or Production Manager)
    • Helps leadership team develop its vision for World Class Team Member Experience; facilitates goal setting and action planning to prioritize and align HR programs with vision.
  • Pay & Rewards:
    • Oversees Benefits/Salary administration and Payroll/Attendance.
    • Collaborates with HRBP on any pay related issue or concern, by position or within market.
  • Recruiting & Hiring:
    • Responsible for oversight of recruiting, screening, interviewing, and on-boarding processes. Anticipates staffing needs by keeping close contact with plant leadership and ensures compliance with all hiring regulations and policies.
    • Ensures new hires are welcomed and integrated into their teams; manages orientation, referral program, and serves as liaison between team members and team leaders, facilitates resolution of any issues identified.
  • Job Skills Training:
    • Partners with People Leaders to ensure team members have been properly trained on job skills, Safety protocols & standards, LEAN organizational structure, housekeeping standards and any site specific standards/programs.
    • Trains and coaches People Leaders on how to set clear expectations of team members, praise & recognition their teams, and confront non-performance.
  • Leadership:
    • Facilitates leadership development workshops for Team Leaders.
    • Helps assess leadership performance and advise GM/PM on development plans.
    • Leads training on interviewing, hiring, terminations, promotions, performance evaluations, harassment, etc.
  • Employment Practices:
    • Consults with HRBP to ensure that policies comply with federal and state law.
    • Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting comply.
    • Investigates and advises management in appropriate resolution of employee relations issues.
  • Performance Management:
    • Ensures a process exists to carry out performance evaluations according to program design.
    • Aids, training, & coaching to leaders on how to have two-way conversations, provide actionable feedback & build trust with team members.
  • Additional Initiatives:
    • Serve as the facility point of contact for initiatives such as VTO, Wellbeing, etc.

Qualifications:
  • 4-year degree in Human Resources, Business / Management, or Organizational Development
  • Minimum 3 years of progressive leadership experience in HR or Training / OD positions
  • Knowledge and experience in HR, Organizational Planning, Recruitment, Organizational Development, Employee Relations, Safety, Employee Engagement, and Employee Development
  • Better than average written and spoken communication skills
  • Outstanding interpersonal relationship building and coaching skills
  • Previous experience in manufacturing environment preferred

Physical Demands:
  • Must be able to consistently operate a computer and other office productivity machinery such as telephone, calculator, copy machine, computer printer, etc.
  • Must be able to communicate with others via phone, email, and in person. Must be able to exchange accurate information with others.
  • Constantly works in an indoor, temperature-controlled, sealed-window office environment.
  • Work primarily involves sitting / standing.

Travel Requirements:
  • None

Why Clayton?
Full-time team members have the flexibility to create their own health, dental, and vision benefits package. Clayton provides competitive 401K programs, including investment options and company matching for full and part time team members after one year to help our team members achieve their financial goals. Additional benefits include paid parental leave, tuition reimbursement, Employee Assistance Programs, and more.
As part of Clayton's commitment to Opening Doors to a Better Life, Clayton is now providing paid time for Team Members to volunteer to causes that are meaningful to them through the Clayton Impact program.
At Clayton, we encourage holistic wellness with physical, nutritional, social, financial, spiritual and occupational programs available online or in-person for team members.
Clayton is committed to creating an inclusive workplace. Clayton is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.
Business Unit - B00018
Clayton Manufacturing

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