As we move into November and the final stretch of the calendar (and often fiscal) year, it’s a great time to take stock of HR tasks that often get deferred. For managers, ensuring your team is set up for success heading into the new year means finishing strong now. Here’s a manager’s guide to high-impact end-of-year HR activities.

1. Review & Update Job Descriptions

As a manager, you’re in the best position to know how roles have evolved over the year.

Action items:

• Compare current job descriptions with what employees are actually doing.

• Note any shifts in responsibilities, new tasks, or obsolete duties.

• Send updated descriptions to HR or your partner (such as HR Strategies) for formal revision and posting.

• Ensure descriptions reflect exempt/non-exempt status correctly (especially important with overtime rule changes).

2. Performance Reviews & Goal Setting

End of year is a natural time to wrap up performance conversations and set goals for the coming year.

Action items:

• Schedule one-on-one meetings with each team member to review this year’s achievements, challenges, and development areas.

• Document the review (even if informal) so HR has records.

• Collaborate with each person to establish goals for next year (growth, skill building, new projects).

• If you haven’t already, check with HR about any updated review templates or rating scales.

3. Compensation Review & Budget Planning

Managers often play a key role in recommending raises, promotions, or role changes. With year-end approaching:

Action items:

• Review salary structure and ensure equity across comparable roles in your team.

• Work with finance/HR to understand budget constraints for next year.

• Submit recommendations for adjustments (merit increases, role changes, reclassifications) in time for budget approval.

• Communicate timelines to your team so expectations are managed.

4. Compliance & Employee Records

Don’t leave compliance items until the last minute. Having clean records makes everything smoother.

Action items:

• Confirm that all required trainings for your team have been completed (harassment, safety, any industry-specific).

• Check that I-9s, background checks, certifications, licenses are current and properly filed.

• Ask HR for a year-end checklist of any regulatory filings (state/federal).

• Archive past year’s performance reviews, disciplinary actions, and ensure confidentiality of files.

5. Staffing & Succession Planning

As you look ahead, think not only about current staffing but about what you’ll need next year.

Action items:

• Analyze your team’s structure: Are there gaps? Are certain roles overloaded?

• Identify high-performers or critical roles that might anticipate turnover.

• Develop succession or backup plans (cross-training, documentation of key tasks).

• Propose changes to HR: hiring plans, role modifications, contract renewals.

6. Benefit & Total Reward Communication

Managers can help ensure employees understand year-end benefit changes or open enrollment.

Action items:

• Check for upcoming open enrollment (healthcare, flexible spending, etc.).

• Schedule a team meeting to walk through changes, deadlines, and any new programs.

• Encourage employees to review their benefit elections and make adjustments before deadlines.

• Remind your team of any wellness programs, incentives, or upcoming deadlines.

7. Reflect & Celebrate

Managers often overlook this but it’s important: take time to reflect on the year and recognize your team’s achievements.

Action items:

• Hold a year-end lunch or meeting to highlight accomplishments and thank your team.

• Gather informal feedback: What worked? What didn’t? What should we stop/start/continue next year?

• Send your HR partner insights: any lessons learned, training needs, morale issues heading into next year.

8. Set the Tone for Next Year

The work you do in November helps shape how the next year begins.

Action items:

• Draft a high-level objectives list for your team for next year (with HR input).

• Share a “what to expect” memo or meeting with your team: upcoming changes, focus areas, growth opportunities.

• Encourage your team to start thinking about personal development: training, conferences, certifications they might want next year.

• If applicable, coordinate with HR about expected policy changes (e.g., remote/hybrid work policies, dress code updates, overtime classification).

Managers who proactively handle these year-end HR tasks create a smoother transition into the new year—for themselves, their teams, and HR. Addressing job descriptions, performance reviews, compliance, staffing, benefits, and culture now sets the tone for a strong start to next year.

If you’d like support with any of these steps — whether creating updated job descriptions, training your managers, or auditing your compliance readiness — the HR Strategies team is here to help. Contact us today and let’s get your team set up for success.