HRD Manager job description.
An HRD (Human Resource Development) manager designs and leads programs that build employee capability, engagement, and career growth. They oversee training needs analysis, learning program design, and performance development initiatives that align with organizational goals. The role combines people-development expertise with program management, requiring close collaboration with department heads and senior leadership on workforce planning.
The HRD Manager job description · $29
The full editable .docx — role summary, 9 worked responsibilities, qualifications, and skills, formatted for your letterhead. Delivered to your inbox within 24 hours — usually instantly.
Role: HRD Manager Reports to: HR Director or Chief HR Officer
An HRD (Human Resource Development) manager designs and leads programs that build employee capability, engagement, and career growth. They oversee training needs analysis, learning program design, and performance development initiatives that align with organizational goals. The role combines people-development expertise with program management, requiring close collaboration with department heads and senior leadership on workforce planning.
- Design and implement organization-wide training and development programs
- Conduct training needs analyses across departments and roles
- Develop career-path frameworks and succession-planning initiatives
What's inside the document.
One-paragraph plain-English explanation of the role's outcome and scope.
9 responsibilities phrased the way the work is actually done.
5 qualifications a candidate must have to perform on day 30.
3 qualifications that would make a candidate excellent in year two.
6 skill chips you can copy directly into your ATS.
HR Director or Chief HR Officer
A complete document set.
- Word document (.docx) — fully editable
- PDF — signature-ready
- Google Docs — one-click copy to your Drive
- 12 months of updates to this document
- Commercial-use licence for internal and client work
The work, not the title.
- Design and implement organization-wide training and development programs
- Conduct training needs analyses across departments and roles
- Develop career-path frameworks and succession-planning initiatives
- Partner with department heads to align development plans with business goals
- Manage the HRD team, budget, and vendor relationships for training delivery
- Evaluate program effectiveness through feedback and performance metrics
- Oversee onboarding and orientation program design
- Support leadership development and mentoring initiatives
- Ensure development programs align with company policy and industry standards
Required — and what would make a candidate excellent.
- Bachelor's degree in human resources, organizational development, or related field
- 5+ years of progressive experience in HR/training and development
- Proven experience designing and managing learning programs
- Strong leadership, facilitation, and stakeholder management skills
- Working knowledge of adult learning principles and performance management
- Master's degree in HR or organizational development
- HR certification (e.g., SHRM-SCP, CIPD, or equivalent)
- Experience with learning management systems (LMS)
Eight steps from download to publish.
- 01Open the HRD Manager job description in Word or your one-click Google Docs copy.
- 02Replace placeholders for company name, reporting line, and location with your specifics.
- 03Tighten the summary to one paragraph that names the team's outcome, not just the role.
- 04Edit the responsibilities to match the actual scope of the seat — aim for 6 to 8 items, not 12.
- 05Separate required qualifications from preferred. Required is what a candidate must have to do the work on day 30; preferred is what would make them excellent in year two.
- 06Add salary range guidance using BLS, Payscale, or your own band data — do not copy generic figures.
- 07Have the hiring manager and one peer read it. Cut anything that wouldn't survive a candidate question.
- 08Publish to your ATS, intranet, and external careers page.
The right document at the right moment.
Use this HRD Manager job description any time you are opening or reopening a seat at this level. The senior band sets the calibration — copy the document, tighten it to your specific scope, and circulate to the hiring panel before the first interview.
The reporting line (HR Director or Chief HR Officer) and skills list are starting points. Override either if your org structure or stack differs from the norm — the template is a draft, not a contract.
Honest answers before you download.
- How is an HRD manager different from an HR manager?
- An HRD manager focuses specifically on training, learning, and career development, while a general HR manager oversees the broader HR function including hiring, compliance, and employee relations.
- What certifications help an HRD manager candidate stand out?
- Credentials such as SHRM-SCP, CIPD, or a specialized learning-and-development certification signal formal expertise in program design and adult learning.
Other documents in this neighbourhood.
HR Manager
An HR Manager runs the people function for a team or business unit — recruiting, employee relations, performance, compensation, and the day-to-day HR operation.
Training and Development Manager
A training and development manager designs, implements, and oversees an organization's learning strategy, ensuring employees gain the skills needed for current roles and future growth.
Learning and Development Manager
A learning and development manager designs and oversees employee training programs that build skills, support career growth, and align with organizational goals.
This HRD Manager job description is a professionally drafted starting point for your hiring process and is not legal advice. Hiring practice varies by jurisdiction (e.g. pay-transparency laws differ across US states and AU jurisdictions). Adapt this document for your specific location and have employment counsel review any clauses you add before publishing. Salary varies by region, employer type, and experience. Reference BLS or current industry surveys for ranges. Full disclaimer.