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Office Manager Job Description

How to Hire an Office Manager

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Office Manager Job Description

We are recruiting an Office Manager who will be responsible for the general operation of our office. Duties will involve greeting visitors, answering incoming phone calls, purchasing office supplies and taking proper inventory, and supervising our office staff to ensure maximum productivity. You will also be required to create presentations and produce management-level reports.

You need to have prior experience in office administration. You will also need to be proficient in Microsoft Office applications such as Word and Excel. A Bachelor’s degree is required.

Office Manager Duties and Responsibilities

  • Five years of experience in office administration
  • Office management experience.
  • Excellent computer skills, including a high degree of proficiency in Microsoft Word, Excel, Outlook, and PowerPoint.

Office Manager Skills and Requirements

  • Overseeing general office operation.
  • Greeting visitors, answering a high-volume of incoming phone calls and delivering world-class service to our customers.
  • Coordinating appointments and meetings and managing staff calendars and schedules.
  • Supervising, mentoring, training, and coaching our office staff and delegating assignments to ensure maximum productivity.
  • Coordinating domestic and international travel, including flight, hotel, and car rental reservations.
  • Purchasing office supplies and equipment and maintaining proper stock levels.
  • Producing reports, composing correspondence, and draughting new contracts.
  • Creating presentations and other management-level reports.
  • Five years of experience in office administration
  • Office management experience.
  • Excellent computer skills, including a high degree of proficiency in Microsoft Word, Excel, Outlook, and PowerPoint.

Personalising Your Office 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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