The study was to evaluate post COVID-19 and performance of human resource managers of the manufacturing firms in South East, Nigeria. The specific objectives were to: examine the relationship between COVID-19 and leadership of human resource managers of manufacturing firms in South East, Nigeria; evaluate the relationship between COVID-19 and decision making of human resource managers of manufacturing firms in South East, Nigeria; and investigate the relationship between COVID-19 and human resource manager keeping employee relations of manufacturing firms in South East, Nigeria. The study used the survey approach. The primary sources were personal interview and the administration of questionnaire.  The population of the study was two thousand, eight hundred and eighty-four (2884) staff. A stratified sampling method was adopted. The adequate sample size of 340 was determined using Freund and William's statistic formula. 318 staff returned the questionnaire and accurately filled. That gave 94 percent response rate. Pearson correlation coefficient, (r) was used to test the hypotheses, determine the nature, and strength of the research variables. The findings indicated that there is significant relationship between COVID-19 and leadership of human resource managers of manufacturing firms in South East, Nigeria, r(95, n = 318) = .588, p > 0.05, there is significant relationship between COVID-19 and decision making of human resource managers of manufacturing firms in South East, Nigeria, r(95, n = 318) = .897, p > 0.05 and there is significant relationship between COVID-19 and human resource managers keeping employee relations of manufacturing firms in South East, Nigeria, r(95, n = 318) = .878, p > 0.05. The study concluded that COVID-19 had significant relationship with leadership, decision making and human managers keeping employee relations of manufacturing firms in South East, Nigeria. The study recommended that manufacturing firms need to implement the use of telecommunication/internet connectivity in handling jobs, to empower their employees to work remotely from home or elsewhere when it is not convenient to operate from the office (please, you may wish to consider the highlighted items).