Congratulations – you’ve got the top job you’ve always wanted. But your journey is just starting. The first 90 days as a new HR manager are critical for making an impact and setting yourself up long-term success
In time, you’ll become the master of your art: starting with using tech that shapes your people strategies, to sophisticated reporting your C-suite will love. Here’s how to navigate this transition with confidence.
In this article
Nine practical steps for acing your HR manager job role
1. Understand the business
First things first, you need to understand how the company makes money. And it’s more than just knowing the basics. You’ll need to dive into financials, revenue streams, and strategic priorities. Review financial reports, performance metrics, HR processes, and market positioning. Ask yourself: what drives income here? Which products or markets are priorities? Focus on how this knowledge will help you better support the teams you work with. What you learn here will give you context for setting HR priorities that matter to the teams around you.
Former Madano and Axon Communications HR director Antonia Katsambis highlights the importance of flexibility: “You might have a fairly good gauge of what the challenges may be, of the culture, or what the priorities are from the board’s perspective, but when you arrive you discover your own things.” So while it’s useful to have goals, stay adaptable.
And carve out time in your first weeks to meet different teams. Schedule informal coffee chats to learn about roles, challenges, and how HR can support them. Early relationship-building encourages open communication and trust.
Listen to what departments share in meetings and discussions. These early conversations will help you spot challenges and opportunities. If high turnover is affecting revenue, prioritise talent retention. Or if the sales team faces obstacles, look at targeted training options. Engaging with various teams gives you a better picture of the business and builds relationships that you’ll need along the way.
2. Dive into the culture
Culture influences everything. How employees interact, communicate, and work together. Spend time with employees across roles to see the day-to-day realities firsthand. Shadowing team members can give you useful information on the company culture. It’s also a great opportunity for you to pick up on some unwritten rules that might affect how HR can support them.
As Stephanie Fosh, MD of Pure HR, says, “Your first three months are the only chance you have to understand what it means to be an employee in this organisation.” Use this opportunity to absorb the team’s challenges, motivations, and dynamics. Observe how teams collaborate and resolve conflicts. Are there unspoken norms guiding behaviour? Are employees comfortable sharing ideas and concerns with HR? These insights will help you identify where HR can support the culture and build a positive work environment.
Informal gatherings and team-building activities help break the ice, build camaraderie, and foster open dialogue. Keep in mind that understanding culture isn’t a one-time task; it’s an ongoing journey. Regularly check in with teams to stay updated on their experiences and perceptions. This proactive approach will strengthen your role as a trusted, engaged, and approachable HR manager.
3. Build strong relationships with key stakeholders
Establishing relationships early on is essential for an HR manager. Instead of focusing solely on the C-suite, start by chatting with your HR director, department heads, and team leads. Regular conversations with these stakeholders will help you understand their expectations and uncover ways HR can support their objectives.
Start by asking questions like, “What are our main priorities right now?” or “How can HR help us reach the business's wider goals?” This approach shows your commitment to being a key team player. Also, listening closely during formal and informal conversations gives you insight into the company’s values and morale. As Tim Scott from Fletchers Solicitors notes, “You don’t need an engagement survey to know how people feel. You’ll pick it up directly from them.” Listen to how people talk about projects and colleagues. It’s a quick way to understand engagement levels and shape how you support the team.
Your HR director is a key ally here. Their experience and insights will help you get up to speed. Set up regular catch-ups to stay aligned, get feedback, and adjust your approach based on their guidance. This open communication helps you build trust and show you’re proactive and ready to support the team.
4. Identify quick wins
Look for areas where small changes could make a big difference. As a new HR manager, these small, impactful changes set a positive tone for your tenure. Is the employee onboarding chaotic? Streamline it. A smooth onboarding experience not only helps new hires feel welcome but boosts overall morale.
Quick wins also let you get a closer look at how the organisation operates. As you make changes, ask for feedback to show you value employee input, and be mindful not to overwhelm yourself or the team. Celebrate these successes to encourage a culture of continuous improvement and keep momentum going as you settle into your role.
5. Use time windows for planning
Organising your plans into one-week, one-month, and three-month windows can help you stay focused and adaptable. In your first week, concentrate on building relationships with your HR director, team members, and department heads. Identify immediate HR tasks or processes needing attention, such as onboarding, employee queries, or any pressing administrative needs.
By the end of the first month, plan specific HR actions that support business goals. This could include employee engagement initiatives or revising performance management systems. By the three-month mark, you should have refined your approach based on the insights you’ve gained. This structured but flexible approach will help you respond to the organisation’s needs as they evolve.
6. Anticipate cultural differences
Every organisation has its own culture. You need to understand it before you dive in. Build strong connections with your fellow HR teammates early on to gather expectations and insights. This approach helps you spot potential challenges and align your strategy.
Stay open to feedback and be flexible with different aspects of the company culture. Connect with employees at all levels to learn how teams work together and what they value most. Asking simple questions about the culture shows you’re committed to building strong connections. Recognising the culture and being clear about your goals builds trust and teamwork.
7. Find a mentor or coach
The first 90 days as a new HR manager can be hard. Fosh advises finding a mentor or career coach to lean on. We recommend finding a mentor or trusted colleague to lean on. A mentor with experience as an HR manager (or in similar positions) can provide practical support and perspective as you settle into your role.
A mentor can guide you through tricky situations, whether it’s handling difficult conversations or navigating office dynamics. Katsambis also suggests using social media for networking. “I find it much easier to connect online rather than at after-work events,” she says. Staying connected to former colleagues and industry peers through LinkedIn or similar platforms keeps ideas fresh and provides a support network.
And think about engaging in professional development. Whether it’s a workshop, webinar, or conference. These help you learn more and connect with other HR managers dealing with similar issues.
8. Integrate into the HR team
Your new teammates can give you some great insight into how things work day-to-day, share background on current projects, and help you understand the business culture. Take time to get to know each team member. Find out about their roles, the challenges they face, and any advice they might have for you. These early connections build trust and set the stage for effective collaboration.
Jump in to support wherever you can, especially in your first few weeks. Helping with day-to-day tasks or taking on small responsibilities shows your willingness to contribute and learn from others. And remember, your colleagues’ feedback can be just as valuable as your HR director’s. Staying open to their suggestions will help you quickly settle in.
9. Embrace change
Approach your role with an open mind. Avoid trying to replicate past successes. What worked elsewhere might not have the same impact here. Listen to what has been effective in your new organisation and be ready to adapt your strategy.
Continuously question your understanding of the organisation. What changes should you champion? What aspects should remain the same? This inquiry helps you stay grounded and aligned with your team’s needs. Engage with colleagues to understand their perspectives before rolling out significant changes, and foster an environment of open communication.
Stay flexible and open to change, especially in the evolving field of HR. Embracing new technologies and being willing to adapt policies to meet team needs will position you as a responsive and forward-thinking member of the HR team.
‘HR manager’ is more than just a job role
The first 90 days as an HR manager set the tone for your tenure. By understanding the business, building relationships, identifying quick wins, and maintaining a support network, you’ll be well-prepared for long-term success. Embrace the challenges, stay adaptable, and genuinely listen to the people around you. This approach will not only define your impact but also create a positive legacy for the organisation.
Ready to enhance your skills and drive success in your new HR manager role? Discover our range of management development eLearning courses designed to equip you with the knowledge and tools you need for effective leadership.
This article was first published in March 2018. It was updated in November 2024 for freshness, clarity, and accuracy.