What Does An HR Project Manager Do?

WHAT DOES AN HR PROJECT MANAGER DO?

Published: Jul 30, 2025 - The Human Resources (HR) Project Manager drives the end-to-end development and deployment of innovative, user-centered human resources products that enhance the employee experience. This role collaborates with stakeholders and vendors, conducts user research, and builds customer journey roadmaps to inform strategic initiatives. The manager also defines success metrics, mentors human resources and product supervisors, and ensures solutions align with organizational goals.

A Review of Professional Skills and Functions for HR Project Manager

1. HR Project Manager Duties

Operational Planning: Design, communicate, and implement an operational plan for completing the project, monitor progress and performance against the project plan, and take action to resolve operational problems and minimize delays.
Resource Management: Identify, develop, and gather the resources to complete the project.
Project Scheduling: Prepare designs and work specifications, develop project schedules, budgets, and forecasts, and select materials, equipment, project staff, and external contractors.
Cross-Functional Communication: Communicate with other operational areas in the organization to secure specialized resources and contributions for the project.
Reporting & Meetings: Conduct meetings and prepare reports to communicate the status of the project.
Team Coordination: Set priorities, allocate tasks, and coordinate project staff to meet project targets and milestones.
Strategic Influence: Influence department strategy.
Decision Making: Make decisions on moderately complex to complex issues regarding the technical approach for project components, and work without direction.
Independent Judgment: Exercises considerable latitude in determining objectives and approaches to assignments.

2. HR Project Manager Details

Team Leadership: Oversee project teams in an indirect reporting relationship and manage conflicts within groups.
Problem Solving: Identify and solve project issues efficiently and demonstrate strong leadership qualities.
Resource Planning: Prepare resource and capacity planning at the program and project level.
Risk Management: Lead project team members in understanding and defining requirements related to project risk.
Proposal Development: Develop requests for proposals for external services.
Documentation Management: Design and maintain technical and project documentation.
Stakeholder Advocacy: Champion the stakeholder and business owner's needs and goals during the project.
Cross-Functional Collaboration: Act as an advocate for all leaders within HR, work closely with senior leaders and IT partners to ensure project estimations, creation of cost-benefit analyses, understanding of return on investment, project prioritization, and securing of funding.
Business Advocacy: Be a voice of HR and an advocate for the project management team and the impacted business areas.

3. HR Project Manager Responsibilities

Relationship Management: Establish and maintain relationships with the business and key partners to understand their business needs, ensure alignment on objectives, and ensure ongoing buy-in across all project activities.
Change Management Collaboration: Work closely with change management leaders and corporate stakeholders to ensure appropriate change management activities are defined and included in all project plans.
Process Design: Design the processes and documentation in preparation for the restructuring.
Project Planning: Create project plans, including timelines and milestones.
Project Oversight: Manage ongoing project plans, budgets, resources, and external experts such as lawyers.
Reporting and Documentation: Develop and deliver progress reports, proposals, requirements documentation, and presentations.
Project Strategy: Formulate and continually reassess the appropriate project management approach and project management skill set or resourcing mix across the division, HR resources and Kantar centers of excellence.
Communication Strategy: Develop communication plans and strategy.

4. HR Project Manager Job Summary

Expectation Management: Set and communicate project expectations to team members and stakeholders.
Change Management: Manage and communicate ongoing changes in project scope, identify potential crises, and devise contingency plans.
Team Coaching: Coach, mentor, motivate, and lead project team members.
Team Influence: Influence the project team to take positive action and accountability for their assigned work.
Stakeholder Identification: Identify all stakeholders, both direct and indirect, and determine the level of involvement needed for project success.
Meeting Facilitation: Facilitate meetings and drive project issues through to resolution.
Stakeholder Support: Support senior stakeholders in selection pools and criteria.
Legislative Advice: Advise stakeholders on legislation and complex or challenging elements.
Transition Management: Ensure comprehensive and seamless project post-implementation transition.

5. HR Project Manager Accountabilities

Design and Testing: Oversee end-to-end design, testing, piloting, and deployment planning of new HR products, such as products that impact the employee experience.
Customer Focus: Offer thought partnership and a customer-centric view of HR solutions being developed.
Innovation: Conceptualize innovative solutions and product ideas.
Journey Mapping: Build customer roadmaps to identify and optimize touchpoints on the customer journey.
User Research: Design and conduct user research to provide qualitative insights into product strategy and use cases, such as employer brand and workforce changes or employee experience, while maintaining a close relationship with key customers.
KPI Development: Develop and assess KPIs or success metrics for initiative testing.
Collaboration: Meet with key product partners across the organization to ensure new solutions address their objectives and needs.
Vendor Leadership: Lead and provide guidance to third-party vendors.
Design Thinking: Take a design thinking approach to all people products to ensure a user-centric view and to bolster innovative solutions.
Coaching: Coach and mentor HR product supervisors to ensure critical thinking and exceptional results.

6. HR Project Manager Functions

Project Management: Engage in managing highly complex, cross-functional projects and programs involving change management, as well as short-term consulting engagements.
Goal Setting: Translate the purpose and vision of projects into clear goals for the team, ensuring every team member is on board and moving in the right direction.
Data Analysis: Analyze metrics and trends to evaluate the success of the overall project.
Risk Management: Anticipate potential risks or issues and implement appropriate remedies to mitigate or remove barriers to project success.
Reporting: Create and maintain project plans, reports, and dashboards that provide the project team and project sponsors with insight into the project portfolio.
Stakeholder Communication: Establish healthy relationships and communicate effectively with stakeholders of all levels, including senior leadership, geographically distributed project team members, cross-functional stakeholders, and vendors.
Best Practices: Drive best practices, promote knowledge sharing, and encourage close collaboration within the HR project management office team.
Professional Development: Continue growing and excelling in areas of expertise and become a recognized thought partner.

7. HR Project Manager Job Description

Portfolio Management: Develop overall view of priorities for the entire portfolio of work, detailed work plans, schedules, project estimates, resource plans, and status reports.
Resource Coordination: Establish project resource assignments and ensure all parties involved in the project have a representative present in project meetings.
Project Evaluation: Create project evaluations and assessments of results.
Stakeholder Liaison: Act as a single point of contact for project stakeholders and resources across relevant internal departments.
Project Accountability: Maintain accountability for the overall success of the project from original conceptualization through final implementation.
Meeting Management: Create project meeting agendas, track project status, and perform related analyses.
Quality Assurance: Ensure adherence to quality standards and review project deliverables.
Performance Monitoring: Monitor the project team to ensure that project accountability and deliverables are met on time and within budget.
Risk Identification: Identify, measure, and prioritize project risks.
Risk Mitigation: Develop action plans to mitigate high priority risks.

8. HR Project Manager Overview

Issue Resolution: Utilize expertise and leadership skills in resolving issues to ensure project goals and requirements are met.
Goal Clarification: Clarify project goals and deliverables with stakeholders, set priorities and enforce standards and procedures.
Communication Management: Develop lines of communication that keep team members informed.
Liaison Role: Act as a liaison between team members, customers, company departments, and outside contractors.
Progress Monitoring: Create a system of reports and monitoring to track progress and identify problems.
Problem Solving: Lead the effort to find solutions that keep the project on track and within budget.
Change Management: Implement and manage project changes and interventions to achieve project outputs.
Issue Escalation: Escalate and communicate challenging issues that jeopardize project success professionally and without bias.
Solution Development: Determine information systems and process solutions to address business needs and develop methods for implementation.
Process Improvement: Participate in communication planning, change management, and process improvement initiatives as well as provide recommendations to improve and enhance existing procedures and controls.

9. HR Project Manager Details and Accountabilities

Initiative Identification: Identify and propose initiatives to focus on and projects to run.
Project Planning: Devise and own the People project plans and ensure key milestones are identified and communicated to key stakeholders.
Data Analysis: Build, collect, and analyze key data, undertaking detailed data analysis individually or with the help of analysts.
Communication: Present and communicate project updates clearly and concisely to the project team and relevant stakeholders.
Meeting Management: Devise and manage regular project meetings and reporting for relevant stakeholders.
Progress Tracking: Track and monitor project progress and escalate risks.
Collaboration: Collaborate with other parts of Agoda, including CEG and the whole of Agoda, to identify dependencies.
Relationship Building: Build strong relationships with stakeholders involved in every project.
Team Communication: Ensure that the wider People Teams are regularly updated on project activities and consulted on key decisions in a timely and proactive manner.
Support Facilitation: Support People projects led by others by leading focus group discussions and facilitating sessions with leaders.

10. HR Project Manager Tasks

Demand Aggregation: Aggregate manpower demand from companies.
Vacancy Collation: Collate job vacancies and mid-career opportunities across companies for experienced hires.
Position Details: Gather relevant information on these positions, such as job description, designation, qualification, salary range, period available, whether it is a permanent or temporary position, and terms of contract.
Supply Aggregation: Aggregate manpower supply from companies.
Worker Data: Collate the number of workers across companies or within the industry that are available for hire, either on a temporary or permanent basis.
Profile Insights: Gather insights on the profile of workers, such as qualifications, skills, and years of experience.
Regulation Knowledge: Be familiar with MOM’s guidelines and rules on managing excess manpower and instances where MOM needs to be notified, and provide advice.
Coordination: Assume a coordinating and advisory role in the job matching process.
Job Matching: Identify and facilitate potential job matches between companies.
Partner Collaboration: Work with TAC partners, WSG, and e2i to support intra-sector and cross-sector job matching.
Training Advice: Identify and recommend appropriate training programmes and government schemes for redeployment training when skill gaps are identified, especially for cross-sector matching.
Talent Advice: Advise companies on talent attraction for better success in job matching.
Job Description: Assist companies in drafting job descriptions.
Qualification Guidance: Guide companies in identifying relevant qualifications, knowledge, skills, and competencies required for job vacancies.
Scheme Advisory: Be familiar with government schemes that provide support for the hiring and training or redeployment of workers, and provide advice.

11. HR Project Manager Roles

Project Management: Plan, manage, and monitor projects from concept through implementation.
Stakeholder Engagement: Act as the primary project contact to establish key stakeholder requirements and project objectives.
Process Implementation: Establish project management processes and methodologies to ensure assigned projects are delivered on time, within budget, and meet high quality standards and leadership expectations using the appropriate tools.
Customer Communication: Meet with internal customers of an assigned project to provide status updates and reports and gather project-related feedback.
Multi-Project Handling: Be responsible for handling multiple projects simultaneously.
Cost Analysis: Prepare preliminary and end result costing analysis for project teams, project leadership, or department leadership.
Decision Support: Develop options and recommendations to drive critical decisions.
Performance Tracking: Track costs and performance, service levels, and other metrics required to ensure project goals and objectives are met.
Project Support: Serve as a resource to project managers and project leaders to educate and assist them with implementing project management processes and making improvements or changes.

12. HR Project Manager Additional Details

Process Improvement: Identify, analyze, and improve Employee Life Cycle processes within the organization.
Process Integration: Ensure that HR processes are embedded within the organization at an international level.
HR Communication: Utilize effective communication and follow through with HR-related processes.
HR Enhancement: Recognize and implement HR-related improvements.
Process Training: Develop and deliver key process training across all organizational levels.
Stakeholder Alignment: Align closely with operational leaders to optimize stakeholder management.
HR Collaboration: Work closely with HR Managers in various countries and utilize their input.
Customer Focus: Continue to build on a customer-centric efficiency approach.

13. HR Project Manager Role Purpose

Action Planning: Define action plans, direct, and implement HR programs defined in the HR roadmap to ensure continuous improvement of the HR function.
Impact Analysis: Analyze the impacts of projects on existing tools and processes and propose ways of working, anticipate and propose mitigation actions to ensure a smooth transition.
Progress Monitoring: Monitor and report to management on project progress.
Stakeholder Coordination: Coordinate with key stakeholders, including the IT department, HR Efficiency Team, C\&B, and HR functions such as Administration, Talent Management, and HR Development, to ensure on-time delivery and challenge planning while securing resources.
Policy Management: Adapt and update existing policies as well as create new ones.
Change Management: Ensure communication and change management, including training sessions, coaching, and HR functions support.
Process Improvement: Target non-value-added tasks or non-lean processes to propose improvement activities for all areas of the HR function with the objective of ensuring continuous improvement.
Project Implementation: Coordinate HR project implementation to ensure continuous improvement of the HR function, gain productivity, reinforce employer branding, and improve the quality of service for employees and HR members.
Digital Transformation: Support the transformation of the HR function through the digitalization of HR tools and the adaptation of associated processes.
Adoption Support: Ensure change management and adoption of new processes and tools.

14. Senior HR Project Manager General Responsibilities

Project Planning: Ensure all critical HR projects are planned, followed according to guidelines, and delivered on time, within scope and budget.
Scope Management: Oversee HR project scopes and objectives, involve all relevant stakeholders, and ensure technical feasibility.
Team Leadership: Lead project teams consisting of HR team members, line managers, corporate functions, and other employees.
Performance Control: Use appropriate systems, tools, and techniques to control project performance, manage changes in project scope, schedule and costs, and maintain comprehensive project documentation.
Stakeholder Management: Manage relationships with stakeholders, define roles and responsibilities.
Communication Planning: Develop communication plans and proactively manage project communications to ensure all parties involved are aware of statuses, issues, progress, and next steps.
Risk Management: Perform risk management to minimize project risks.
Vendor Relations: Establish and maintain relationships with third parties and vendors.
Leadership Development: Use and continually develop leadership skills.

15. HR Project Manager Key Accountabilities

Portfolio Management: Create and mature Global HR’s project portfolio.
Project Overview: Create and manage overview of projects regarding scope, timeline, resources, and deliverables.
Expectation Setting: Set and communicate project expectations effectively to team members and stakeholders.
Milestone Delivery: Work with HR Business Partners and the project team to ensure delivery of key project milestones on time and within budget, resource, and policy.
Team Coaching: Coach, mentor, motivate, and lead project team members.
Team Influence: Influence project team to take positive action and accountability for assigned work.
Project Execution: Run prioritized projects and drive and govern certain processes or projects such as global workforce planning and HR IT systems (optimization, implementation, and future roadmap).
Approach Definition: Define the appropriate project management approach and skillset or resourcing mix across internal and external partners to ensure all project tasks are completed.
Executive Support: Assist SVP HR in special tasks.
Trend Awareness: Stay current on HR and project management theories and trends.

16. HR Project Manager Roles and Details

Workstream Management: Manage project management of six workstreams within the Organisational Development Programme to ensure the project delivers on time and within budget.
PID Creation: Produce a detailed PID that can be used as a reference document throughout the term of the project.
Process Establishment: Use the principles of PRINCE2 to establish a set of project management processes and reporting practices.
Project Planning: Work with workstream leads to produce a detailed project plan that encompasses all workstream activity.
Daily Plan Management: Manage the plan on a day-to-day basis.
Document Control: Ensure project documents are appropriate, monitored, and maintained.
Resource Management: Manage resources and influence staff at all levels to ensure projects are delivered on time, to specification, and within budgets.
Team Facilitation: Facilitate collaborative, cross-functional virtual teams to deliver change projects.
Progress Reporting: Deliver regular progress reports to the HR Director, PMO, project board, and working groups on all aspects of project workstream activities, including risks and issues.

17. HR Project Manager Responsibilities and Key Tasks

Policy Implementation: Develop and implement Human Resources policies and procedures.
Project Management: Drive various HR projects, including rebranding and renovation.
HRIS Setup: Spearhead the set-up and implementation of the HRIS system.
Budget Support: Understand and assist in the preparation of the hotel's Human Resources budget and business plan.
Administration Compliance: Ensure all Human Resources administration procedures are carried out in accordance with hotel and legal requirements.
Disciplinary Management: Manage and administer disciplinary and grievance procedures in conjunction with the Director of Human Resources.
Employee Relations: Manage effective employee relations regarding employee welfare, health, hygiene, and safety.
HR Operations: Oversee the day-to-day HR operations and the workflow of the department.

18. HR Project Manager Duties and Roles

Project Support: Support project management activities and responsibilities that support Client People Services Integration deliverables.
Project Coordination: Work closely with and take direction from the senior Project Manager accountable for managing the Project of integration of Total Rewards programs, systems, file integrations, tools, and functions.
Plan Management: Assist with developing and updating large, complex project plans, represent the Project Manager at Total Rewards meetings, take accurate meeting notes and actions, distribute these appropriately, and follow up on agreed meeting actions as well as on key Total Rewards integration deliverables.
Meeting Planning: Schedule and plan meetings, create agendas, and create PowerPoint presentations.
Data Analysis: Perform analysis and prepare dashboards to communicate the analysis.
TR Project Support: Support the Global Total Rewards Service Line Lead with managing small to mid-sized TR projects that may be unrelated to the PSI integration, as well as managing her calendar, scheduling and planning meetings, creating agendas, and creating PowerPoint presentations.
Process Optimization: Maintain and optimize the HR process.
Policy Advice: Provide advice and support on company policies and procedures, legislation, and performance management.
Compliance Implementation: Be responsible for the implementation of relevant labor laws and regulations of the local government and company rules and regulations.
Strategy Implementation: Implement the HRM strategy for shared services operations at the department to ensure alignment with the organization's goals.
Process Implementation: Support the effective implementation of HR processes within the department to ensure the creation of an engaged workforce.

19. HR Project Manager Roles

Process Strategy: Lead, design, and coordinate the strategy around the execution of key HR cyclical processes for EO\&T, including Performance Management, Talent Management, MD and DIR Promotions, and Year-End Compensation.
Force Reduction Management: Manage the global Reduction in Force process in partnership with HRA, HRGs, and Finance.
Data Analytics: Liaise with the Headcount Reporting and Analytics team to develop data analytics and insights on various reports, data needs, and trends or opportunities across the business.
Project Management: Manage ad hoc projects and assist with ad hoc Senior HRA and HRA requests.
People Strategy: Support and drive strategy around People Strategy, including Career Development, Culture, and Diversity strategy.
Initiative Partnership: Partner with the Chief of Staff's office on people initiatives and communications, including MD and DIR promotions, VOE, Town Hall FAQ, and people data.
Vision Development: Partner with the Director and their leadership team to develop an engaging and motivating vision and operating templates for the broader organization.
Requirements Gathering: Conduct intake calls to gather requirements and understand data needs.
Business Analysis: Collect and analyze business results.
Solution Development: Create project strategies and innovative solutions.
Problem Solving: Dive deep into data and root cause issues, problem solve, and experiment to resolve identified issues.
Reporting: Partner with the data analytics team to develop reports, papers, and presentations for business review and decision-making.

20. HR Project Manager Job Summary

Project Implementation: Provide project management for the implementation of the solution, including liaising with the Project Sponsor, managing Project Board and Project Team meetings, agendas and minutes, monitoring risks and issues and updating the relevant logs, highlight reporting, and project planning.
Stakeholder Liaison: Liaise with HR, Finance, and IT services across the council, including the Project Sponsor, to monitor project progress in line with the agreed implementation plan, while allowing internal staff and the service to own changes in their service areas.
Supplier Coordination: Liaise with the council's existing supplier to progress activities ,including any legacy data issues.
Team Support: Support the project team in delivering the project deliverables, including arranging and participating in User Acceptance Testing, producing UAT scripts, business change management, and the development of transition plans.
Progress Reporting: Attend the council's EPMO Assurance Group meetings to present accurate and concise updates of project progress.
Integration Management: Support HR Infrastructure, Integration Project management and coordinate cross-functional topics.
Project Delivery: Manage key projects, processes, and initiatives across teams.
System Delivery: Support and deliver HR system solutions from proposal through execution, including design, build, test, and deploy.
Change Management: Work closely with internal and external project stakeholders to ensure smooth change management.

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