Top 20 Interview Questions & Answers for General Manager Human Resources & Administration – 2025

If you’re interviewing for a role as a general manager of human resources and administration, you can expect to be tested on your leadership skills, strategic thinking, and knowledge of HR and administrative processes. Here are 20 up-to-date questions and answers that will help you prepare and impress your potential employer.

Behavioral Questions

• 1. Tell me about a time when you had to deal with a difficult employee. How did you handle the situation?
  As a general manager, I have encountered many challenging employees. One particular example that stands out is when I had to address an issue with an employee who consistently arrived late to work. I approached them calmly and discussed the impact their lateness was having on the team and the company. Together, we came up with a solution that worked for both the employee and the company, and they were able to improve their punctuality.
• 2. Can you share an experience where you had to mediate a conflict between members of your team?
  Conflict is inevitable in any workplace, and it’s important for a manager to know how to handle it effectively. In a previous role, I had two team members who were constantly at odds with each other. Instead of taking sides, I organized a meeting with both of them and facilitated an open and honest conversation. By allowing each person to share their perspective and find common ground, we were able to resolve the conflict and improve team dynamics.
• 3. Give an example of how you have successfully motivated your team to achieve a common goal.
  In my current position, I lead a team of diverse individuals with varying levels of motivation. To rally them towards a common goal, I developed a rewards and recognition program that recognized individual and team achievements. This created healthy competition and a sense of camaraderie within the team, resulting in improved performance and goal attainment.

Situational Questions

• 4. Imagine that one of your team members is consistently missing deadlines. How would you address this issue?
  If a team member is not meeting deadlines, I would first have a one-on-one meeting with them to discuss the situation. I would ask them about any challenges they may be facing and provide them with support and resources to help them meet their deadlines. If the issue persists, I would involve HR and work with the employee to develop a performance improvement plan.
• 5. If you were faced with a budget cut, how would you decide where to make reductions?
  In the event of a budget cut, I would conduct a thorough review of all departmental expenses and identify areas that can be reduced without significantly impacting operations or the workforce. I would also involve department heads in the decision-making process to ensure transparency and collaboration.
• 6. How would you prioritize and delegate tasks within your team?
  As a manager, it’s important to delegate tasks effectively to ensure productivity and efficient use of resources. I would prioritize tasks based on urgency and importance and delegate them to team members based on their skills and workload. Regular check-ins and communication would also be crucial to ensure tasks are completed on time and to the expected standard.

Technical Questions

• 7. Can you explain the process of performance management and how you have implemented it in your previous roles?
  Performance management is a continuous process of setting goals, providing feedback, and developing employees to reach their full potential. In my previous roles, I have successfully implemented this process by setting clear and specific goals, conducting regular performance reviews, and providing feedback and coaching to help employees improve their skills and performance.
• 8. How do you stay updated on the latest HR and administrative trends and regulations?
  As a manager, it’s important to stay informed of industry trends and changes in regulations related to HR and administration. I make sure to attend relevant workshops and seminars, subscribe to credible industry publications, and network with other professionals in the field. I also encourage my team to engage in continuous learning and professional development.
• 9. Have you had experience implementing diversity and inclusion initiatives in the workplace? If so, can you give an example?
  Yes, in my previous role, I developed and implemented a diversity and inclusion training program for all employees. This program included workshops on unconscious bias, cultural competency, and creating an inclusive work environment. The result was increased employee engagement and a more diverse and inclusive workplace culture.

Cultural Fit Questions

• 10. What attracted you to our company?
  I am impressed by your company’s commitment to promoting a positive work culture and investing in employee development. I also value your focus on sustainability and community engagement, which aligns with my personal values and career goals.
• 11. Can you share an experience where you had to uphold ethical standards in the workplace?
  In a previous role, I discovered that an employee was engaging in fraudulent behavior. As a manager, it was my responsibility to report the incident to HR and take appropriate action. I had a candid conversation with the employee and documented all evidence to support my findings. This experience reinforced the importance of ethical behavior and transparency in the workplace.
• 12. How have you promoted a positive work culture in your previous roles?
  I strive to create a positive work culture by promoting open communication, recognizing and rewarding employee achievements, and fostering a collaborative and inclusive environment. In my previous roles, I organized team building activities, celebrated milestones, and encouraged cross-functional team projects to promote a sense of camaraderie and teamwork.

Additional Questions

• 13. Can you provide an example of a time when you had to make a tough decision as a manager?
  In a previous role, I had to make the difficult decision of downsizing the team due to budget constraints. I consulted with HR and sought input from my team before making the decision, which helped me to effectively communicate the decision and minimize the impact on morale.
• 14. How do you handle conflicts with superiors or colleagues?
  I maintain a professional and respectful approach when dealing with conflicts with superiors or colleagues. I listen actively and try to understand their perspective, communicate effectively, and find a mutually beneficial solution. If necessary, I involve a third party to mediate and resolve the conflict.
• 15. How do you manage your time and prioritize tasks?
  I manage my time by using a calendar and to-do lists to prioritize tasks. I also delegate tasks when necessary and make use of tools and technology to streamline processes. Regular check-ins and revisiting priorities as needed also help me to stay on track.
• 16. Can you describe your experience with implementing new HR and administrative policies?
  I have successfully implemented new policies in previous roles by involving key stakeholders in the decision-making process, communicating the changes clearly and effectively, and providing training and support to ensure understanding and compliance.
• 17. How do you handle performance issues with employees?
  I address performance issues by first conducting a thorough investigation to gather all the facts. I then have a candid conversation with the employee to discuss the concerns, provide coaching and support, and develop a performance improvement plan if necessary. I also document all discussions and progress to maintain transparency and track outcomes.
• 18. Can you give an example of your experience with recruitment and onboarding?
  In my current role, I have spearheaded the recruitment and onboarding process for several new team members. This involved creating job descriptions, sourcing candidates, conducting interviews, and managing the onboarding process to ensure a smooth transition and a positive first impression of the company.
• 19. How do you ensure compliance with labor laws and regulations?
  Compliance with labor laws and regulations is crucial to protect the company and its employees. I stay updated on the latest laws and regulations and work closely with HR to review and update policies as needed. Regular training and audits are also important to ensure compliance and identify any potential risks.
• 20. In your opinion, what are the key qualities of an effective leader?
  In my perspective, an effective leader should possess qualities such as effective communication, transparency, empathy, strategic thinking, ability to delegate, and fostering a positive work culture. They should also lead by example and inspire their team to reach their full potential while achieving company goals.