Human resources specialists are identified by the Society for Human Resources Management as early career human resources professionals who are specialists within a specific support function – or, generalists with limited experience.
The responsibilities of human resources specialists revolve around the recruitment and placement of employees; therefore, their job duties may range from screening job candidates and conducting interviews to performing background checks and providing orientation to new employees.
In some organizations, HR specialists may also have other duties related to benefits administration, employee retention, and the like. HR specialists who specialize may do so in areas such as recruitment, job placement, and interviewing.
Because the title of human resources specialist is a rather broad one, it often means different things to different organizations. However, what remains constant throughout is that these HR professionals provide the link between employer and employee and their overall goal is to ensure that the best employees are hired for specific positions.
Specific job titles for HR specialists [often found in larger organizations] may include: recruitment specialist:
- Personnel coordinator
- Technical recruiter
- Employee interviewer
- Job placement specialist
Job Duties and Responsibilities of Human Resources Specialists
The work of human resources specialists begins when a position with the organization needs to be filled. These HR specialists, at this time, may do every from creating and placing job posts to visiting job fairs to find the right candidate. Once a pool of potential candidates has been assembled, HR specialists then sort through them, scheduling and conducting interviews. In larger organizations, senior HR members may be responsible for the interviewing process, although HR specialists in smaller companies are often responsible for this step in the hiring process.
When not hiring, placing, and orienting new employees, HR specialists often oversee current employee satisfaction and productivity, ensuring that the workplace is always running efficiently.
Human resources specialists work under HR directors and managers. During the hiring process, they generally consult with members of the management team to ensure that the right candidates are being placed into the right position. Thus, their job duties frequently involve consulting with the appropriate HR managers.
Daily job duties of human resources specialists include:
- Preparing or updating employment records related to hiring, transferring, promoting, and terminating
- Explaining human resources policies, procedures, laws, and standards to new and existing employees
- Ensuring new hire paperwork is completed and processed
- Informing job applicants of job duties, responsibilities, benefits, schedules, working conditions, promotion opportunities, etc.
- Addressing any employment relations issues, such as work complaints and harassment allegations
- Processing all personnel action forms and ensuring proper approval
- Overseeing hiring process, which includes coordinating job posts, reviewing resumes, and performing reference checks
HR Specialist Roles
HR specialists may also be called upon to focus their efforts on one of the following areas of HR:
- Workforce Planning and Employment
- Implementing the organization’s recruiting strategy
- Interviewing applicants
- Administering pre-employment tests
- Assisting with completing background investigations
- Processing transfers, promotions, and terminations
- HR Development
- Conducting training sessions
- Administering on-the-job training programs
- Evaluating the effectiveness of training programs
- Maintaining records of employee participation in all training and development programs
- Total Rewards
- Analyzing job duties
- Writing job descriptions
- Performing job evaluations and job analyses
- Conducting and analyzing compensation surveys
- Employee and Labor Relations [union environments]
- Interpreting union contracts
- Helping to negotiate collective bargaining agreements
- Resolving grievances
- Advising supervisors on union contract interpretation
- Employee and Labor Relations [non-union environments]
- Assisting with processing employee grievances
- Overseeing engagement programs and other employee relations work
- Risk Management
- Developing and administering health and safety programs
- Conducting safety inspections
- Maintaining accident records
- Preparing government reports as to remain in compliance
How to Become an HR Specialist: Education and Certification Requirements
Although considered to be an early career profession, HR specialists are still educated and qualified HR professionals who must generally possess, at a minimum, a bachelor’s degree in human resources, business management, or a related field.
The most logical career step for HR specialists seeking managerial roles involves acquiring experience in the field of human resources and, often, pursuing a master’s degree in an HR specialization. Areas of HR specialization available to students in a master’s degree in human resources [Master of Arts/Master of Science in Human Resource Management] often include human resource management, organizational development, and human resource performance.
Another popular graduate degree for HR specialists is the Master of Business Administration [MBA] in Human Resource Management. An MBA in Human Resource Management prepares human resources specialists to work effectively in a number of HR disciplines, as it focuses on the key aspects of leadership , interpersonal and organizational behaviors, and approaches for managing and motivating employees.
Graduates of MBA in HR Management programs are prepared to lead their organization’s HR activities and help achieve organizational goals and objectives. A foundation in business prepares graduates to address new procedures, solve conflicts, and oversee employee benefits, compensation, training, and more.
Professional Certification Options for HR Specialists
HR specialists with their eye on advancement in the profession are always well served by considering professional certification in human resources. The two most widely recognized certifying bodies in HR include:
- Society of Human Resource Management [SHRM]
- SHRM-CP [certified professional]
- SHRM-SCP [senior certified professional]
- HR Certification Institute [HRCI]
- Professional in Human Resources [PHR]
- Senior Professional in Human Resources [SPHR]
- Global Professional in Human Resources [GPHR]
- Human Resource Management Professional [HRMP]
- Human Resource Business Professional [HRBP]
- California Certification for PHR and SPHR certified professionals
Salary Statistics for HR Specialists: What to Expect
Human resources specialists, reports the U.S. Department of Labor, earned a mean, annual salary of $62,590, as of May 2014, with the top 10 percent earning more than $98,130.
The Department of Labor reported that the top-paying industries for HR specialists, as of May 2014, were:
- Pipeline transportation of crude oil: $108,300
- Software publishers: $88,180
- Securities and commodity contract intermediation and brokerage: $84,600
- Oil and gas extraction: $84,130
It comes as no surprise that the above industries are some of the swiftest growing; therefore, they are likely to require HR specialists who can keep up with their hiring demands.
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MMC Inc MМС is a privately held Bulgarian company that was founded in 1990. Since its founding, the company has been working in air conditioning, ventilation, and heating equipment by focusing on implementing innovative solutions in this field. The company has successfully specialized in designing, supplying, and servicing high-quality equipment by concentrating exclusively on the product range of DAIKIN. The company carries out the complete technological cycle - and maintenance of the projects it has completed. They hire responsible and proactive specialists with the desire for self-improvement in the company with several employment benefits, including motivating remuneration and bonuses. MMC is aimed at continuously increasing the quality of the products it offers strategically.
Global HR Specialist - New York, NY
What can you expect?
As a Global HR Specialist, you will work closely with a Strategic People Partner to support global businesses in the coordination of various ad hoc and annual processes that impact multiple regions.We will count on you to:
- Provide support to Global People Partner's across various businesses and functions.
- Assist with data and reporting requests from various systems
- Conducts research for ad hoc data gathering and data integration
- Prepare basic tables and charts for data analysis
- Produce PowerPoint presentations for initiatives including talent, performance, and compensation reviews
- Partner with HR colleagues across various regions and centers of excellence to coordinate processes
- Responsible for assisting in the year-end compensation process and performance review program.
- Prepare documentation for employee visas and relocations
- Responds to various queries from managers and employees.
What you need to have:
- A minimum of 3 years of work experience in Human Resources as a Generalist or Coordinator.
- Bachelor's degree or equivalent experience.
- Intermediate to advanced skills in Microsoft Office: Excel and PowerPoint
- Must have experience dealing with large sets of employee data.
- Able to provide support in a remote environment to managers who are not collocated.
- Ability to collaborate across multiple areas of HR
- Excellent written and verbal communication skills.
- Proactive, client service mentality.
- Problem solving skills coupled with attention to detail, sound judgement and discretion
- Experience with Workday preferred, not required
Marsh McLennan and its Affiliates are EOEMinority/Female/Disability/Vet/SexualOrientation/Gender Identity employers.
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This job was posted on Sun Feb 20 2022 and expired on Sun Mar 06 2022.
Minimum $40,686
$51,806 average
Maximum $75,404
Tasks
- Interpret and explain human resources policies, procedures, laws, standards, or regulations.
- Hire employees and process hiring-related paperwork.
- Maintain current knowledge of Equal Employment Opportunity [EEO] and affirmative action guidelines and laws, such as the Americans with Disabilities Act [ADA].
- Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
- Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
- Review employment applications and job orders to match applicants with job requirements.
- Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
- Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
- Schedule or conduct new employee orientations.
- Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
- Confer with management to develop or implement personnel policies or procedures.
- Contact job applicants to inform them of the status of their applications.
- Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
- Interview job applicants to obtain information on work history, training, education, or job skills.
- Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
- Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
- Analyze employment-related data and prepare required reports.
- Advise management on organizing, preparing, or implementing recruiting or retention programs.
- Develop or implement recruiting strategies to meet current or anticipated staffing needs.
- Administer employee benefit plans.
- Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
- Conduct reference or background checks on job applicants.
- Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
- Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
- Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
- Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
Skills
- Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
- Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
- Writing - Communicating effectively in writing as appropriate for the needs of the audience.
- Speaking - Talking to others to convey information effectively.
- Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
- Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
- Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
- Instructing - Teaching others how to do something.
- Service Orientation - Actively looking for ways to help people.
- Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
- Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Knowledge
- Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
- Clerical - Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
- Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
- Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
- Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
- English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
- Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
Based on 130 job boards, duplications excluded
Based on 130 job boards, duplications excluded