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Department Manager Job Description

How to Hire a Department Manager

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Department Manager Job Description

We are recruiting for a Department Manager who will be responsible for both people and budgets for the position of Department Manager. As Department Managers are responsible for outlining strategic departmental targets, ensuring the highest level of quality is met and cultivating a comfortable and productive working environment, amongst other duties.

Department Managers will need to inspire their staff to enable them to perform at their best and keep them motivated at all times, requiring excellent communicative and interpersonal skills.

Department Manager Duties and Responsibilities

  • Results driven.
  • Mathematical and statistical aptitude.
  • Self-motivated and confident.
  • Highly organised and diligent.
  • Exceptional interpersonal skills.
  • Excellent written and verbal communication.
  • Degree in Finance, Accounting or related field.
  • MBA advantageous.

Department Manager Skills and Requirements

  • Recruit, interview and orienting new staff members.
  • Manage a departmental budget and forecasting budgetary requirements.
  • Monitor and evaluate staff performance.
  • Motivate and inspire staff and facilitating personal growth.
  • Ensure high levels of productivity are maintained.
  • Set strategic long and short-term departmental goals and evaluating outcomes.
  • Ensure the highest levels of quality are met.
  • Communicate job expectations to staff.
  • Conduct training and seminars for continued skills improvement.
  • Foster a productive working environment.
  • Ensure adherence to company and industry regulations.
  • Results driven.
  • Mathematical and statistical aptitude.
  • Self-motivated and confident.
  • Highly organised and diligent.
  • Exceptional interpersonal skills.
  • Excellent written and verbal communication.
  • Degree in Finance, Accounting or related field.
  • MBA advantageous.

Personalising Your Department Manager Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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