Human Resources (HR) is an important department for businesses of all sizes and across all industries. In this department, professionals manage the concerns and needs that relate to the human capital of the organization, or the people who work for the business.
HR professionals are responsible for handling any people-related concerns and needs that arise within an organization. They often manage recruiting, hiring and firing, as well as onboarding new hires and managing the orientation process to get employees set up in their new roles. When problems arise between employees, Human Resources may become involved to assist in the resolution process. HR professionals must also maintain detailed employee records regarding any actions taken for legal purposes.
As an entry-level HR professional, you will need to find organizations that are open to giving you new experiences and allow you to shadow and learn. You will also need to be proactive in asking for exposure to new experiences. Some entry-level roles in HR are more clerical in nature, payroll, for example, and those roles can be a great way to break into an organization. However, you will want to be proactive and ask for exposure to a wide variety of new experiences to gain skills that you can leverage future roles.
Source
https://www.indeed.com/career-advice/finding-a-job/what-does-human-resources-do
Organizations need people to perform tasks and get work done. Even with the most sophisticated machines, humans are still needed. Because of this, one of the major tasks in HRM is staffing. Staffing involves the entire hiring process from posting a job to negotiating a salary package. Within the staffing function, there are four main steps:
Sources
https://open.lib.umn.edu/humanresourcemanagement/chapter/1-1-what-is-human-resources/
https://www.indeed.com/career-advice/finding-a-job/what-does-human-resources-do
Employees receive compensation and benefits packages in exchange for the work they perform for an organization, and the human resources department often manages, oversees and approves those packages. An HR professional may help establish the compensation structure of a business and setting wage bands for specific roles and positions. HR may also examine whether the wages are competitive to ensure that the organization is paying employees fairly based on market standards.
Benefits packages may include health and dental insurance, life insurance, retirement plans and other benefits that make a company more competitive and appealing to top talent. HR professionals may negotiate group health coverage rates with various health insurance providers to get the best deal for their employees, coordinate retirement plan options and answer benefit questions from employees. HR may also handle the open enrollment process each year, which involves providing information about benefit options and enrolling and re-enrolling employees in benefits.
Source
https://www.indeed.com/career-advice/finding-a-job/what-does-human-resources-do
Payroll involves paying employees for the hours worked, and many human resources specialists can provide payroll administration services for a business. Modern software programs and resources have simplified payroll processing for organizations, which has allowed HR professionals without extensive payroll experience to be able to handle this task.
Source
https://www.indeed.com/career-advice/finding-a-job/what-does-human-resources-do
Employee relations refers to the relationships between the workforce and the leadership, also known as employer-employee relations. Human resources is especially important in this role in unionized work environments, as HR professionals assist in strengthening the relationships between managers and supervisors and the employees. Additional employee relations duties include responding to union organization plans and campaigns, negotiating agreements and interpreting any labor contract issues.
Source
https://www.indeed.com/career-advice/finding-a-job/what-does-human-resources-do
Employees may have personal needs and challenges that arise when working for an organization, and the human resources department may be able to provide resources and assistance. Many companies provide employee assistance programs as a benefit to their employees, which can be a resource for an employee who is struggling with personal challenges. If a medical problem arises during an employee's tenure, HR may provide information about the Americans with Disabilities Act (ADA) or the Family Medical Leave Act (FMLA) and the benefits available to the employee.
Source
https://www.indeed.com/career-advice/finding-a-job/what-does-human-resources-do
Training and development are critical functions of a successful human resources department. Employees need regular and ongoing training to transition into the organization and understand the requirements of their job, as well as to maintain compliance with any process changes or legal regulations. HR departments may also provide leadership training to managers and supervisors related to performance management and employee relations.
In addition to providing ongoing training, human resources departments can also provide employee development and educational opportunities. Professional development can help employees learn new skills and improve upon the skills they need to do their jobs more effectively. Additionally, supporting their personal development goals can increase employee satisfaction and encourage loyalty to the organization.
Some companies offer formalized development programs with courses available to employees who want to learn about specific topics and gain new skills. Organizations may also support employees in their educational endeavors by providing tuition assistance or reimbursement.
Source
https://www.indeed.com/career-advice/finding-a-job/what-does-human-resources-do
Safety is a major consideration in all organizations and ensuring workplace safety is a critical responsibility of human resources. The Occupational Safety and Health Act of 1970 (OSHA) requires employers to provide a safe working environment for all employees, so HR professionals will support this requirement by overseeing and conducting safety training, managing workplace injury logs and reporting and handling any worker's compensation needs that may arise.
Oftentimes new laws are created with the goal of setting federal or state standards to ensure worker safety. Unions and union contracts can also impact the requirements for worker safety in a workplace. It is up to the human resource manager to be aware of worker protection requirements and ensure the workplace is meeting both federal and union standards. Worker protection issues might include the following:
Sources
https://open.lib.umn.edu/humanresourcemanagement/chapter/1-1-what-is-human-resources/
https://www.indeed.com/career-advice/finding-a-job/what-does-human-resources-do
Workplace discipline occurs in response to employee rule-breaking or misbehavior at work. Human resources handles employee discipline and documents any actions taken in response to misbehavior. Examples of misbehavior that may warrant a disciplinary action include failing to perform the duties of the job properly, treating employees or clients poorly or failing to manage the proper schedule. An HR professional must typically follow a process when taking disciplinary action, such as issuing a verbal warning, followed by a written warning before suspending or terminating the employee.
Source
https://www.indeed.com/career-advice/finding-a-job/what-does-human-resources-do
HR is responsible for ensuring that the organization is in compliance with all applicable labor regulations and laws. Human resource people must be aware of all the laws that affect the workplace. An HRM professional might work with some of these laws:
The legal environment of HRM is always changing, so HRM must always be aware of changes taking place and then communicate those changes to the entire management organization.
Failing to comply can result in unsafe working conditions, complaints against the business and general dissatisfaction. Some of the main applicable regulations include those related to fair employment practices and proper pay practices. These laws may fall under the National Labor Relations Act, the Civil Rights Act and the Fair Labor Standards Act.
Sources
https://open.lib.umn.edu/humanresourcemanagement/chapter/1-1-what-is-human-resources/
https://www.indeed.com/career-advice/finding-a-job/what-does-human-resources-do
Human resources skills are the personal and professional skills that people in human resources must develop to be effective in their role. These skills include:
Even entry-level positions in HR are exposed to private and sensitive employee information, so employers are looking for employees who can be trusted with confidential information. HR professionals must practice confidentiality, trustworthiness, and discretion.
These are the skills that define how you interact with others. They include active listening, written communication, verbal communication, non-verbal communication, and body language. HR professionals must communicate empathy and sensitivity when engaging with others across the organization.
Courage and an ability to solve problems in ambiguous situations in an important HR skill. HR professionals need to be approachable and able to quickly build rapport with employees, treat problems with a sense of urgency and care, and make decisions that treat people equitably when no two situations are the same.
Leadership is an important quality to have in HR departments because it drives the effectiveness and innovation of this critical department. In Human Resources, strong leaders help employees streamline processes in ways that make them more effective. HR leaders often emphasize the use of technology to automate menial processes.
Although often small departments relative to the size of an organization, HR professionals need to build relationships across the organization. HR professionals must be trusted advisors who can influence leaders and managers from all levels of the company, from the CEO to a new line manager.
Since HR professionals work as business partners with all areas of the business, HR professionals must have strong business acumen. They need to have a working knowledge of the organization's culture, strategy, and core business model.
Because the use of artificial intelligence and automation is important in Human Resources to do things like automate payroll tasks or provide internal customer service between the HR department and employees, it’s critical that HR professionals be good at using technology. These skills range from using Excel spreadsheets and office equipment to managing HRIS platforms that help make processes more efficient.
Project management is important in many aspects of HR including onboarding, creating employee programs, implementing programs and more. Having a background in project management that includes specialized training and skills is an asset in the industry.
HR employees are often regarded as collaborators who foster a sentiment of teamwork throughout their organizations. For this reason, it’s important that HR professionals have strategies to bring people together, identify issues and mediate so teams are successful.
Source
What I Look for in HR Professionals
by Jason Glass
Lecturer, Tippie College of Business and HR Consultant
I’ve had the pleasure to participate in mock interviews over the last few years with both high school and college students. In the process I’ve met several who are interested in a career in human resources. They’ve asked me what it I look for in hiring HR professionals. Over the past couple years, I’ve come up with some critical things that I look for. Whether you’re hiring an HR professional or looking for some criteria to evaluate your current staff, here they are as a reference:
Whether you’re a current HR professional, considering it as a career, or just want to understand your colleagues better, use these principals as a guide. I hope they give you a better appreciation of what a career in Human Resources entails and whether you may be a fit.
Source
Glass, J. (n.d.). What I Look For in HR Professionals. The Edge.
According to data from the Pomerantz Career Center, HR majors graduating in 2020-2021 took full-time jobs with the following titles:
Most HR majors graduating in 2020-2021 were employed as Recruiters, both in-house and in recruiting firms.
Source
Management Outcomes 20-21 Data File, Pomerantz Career Center
An HR Generalist, or Human Resources Generalist, is responsible for completing a variety of tasks to support the daily operations of the HR department. Their duties include comparing HR laws to current policies and procedures, drafting templates for HR documents and working with other members of the department to oversee the hiring and onboarding process for company employees.
HR Generalists typically work for corporations across industries within the HR department. They work closely with HR personnel to ensure that they maintain organized employee files and HR records. Their job is to review employee feedback, strategize about HR programs to benefit workplace culture and create job posts for department heads based on their hiring needs.
They may also be responsible for meeting with employees and their Managers to discuss recent workplace incidents and determine a plan of action going forward.
An HR Generalist is responsible for creating, updating and applying all HR policies and company guidelines and making sure they adhere to standards and laws initiated by authorities. Some of their typical duties include:
In order to effectively manage a company’s employees, HR Generalists should have certain hard and soft skills, including:
An HR Generalist makes an average of $57,644 per year in the United States. This salary may vary depending on a candidate’s education, experience, industry and geographical location.
The educational requirements for an HR Generalist depend on your industry and the size of your organization, but candidates should typically have a bachelor’s degree in human resources, business or another related field. However, some employers may prefer candidates to have a master’s degree in human resources management. Some organizations might also look for applicants with advanced certification, such as Professional (PHR), Senior Professional (SPHR) or Global Professional (GPHR) in Human Resources.
An HR Generalist must be experienced in conducting successful recruitment procedures, and they should know how to take care of all duties related to employee relations. Most employers look for candidates with previous experience in other HR positions, such as HR Assistant, to ensure they’re familiar with typical human resources procedures. However, some may choose to hire applicants with other related experience as well, such as those who worked in customer service.
HR Generalist: Learn More
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A Benefits Coordinator, or Employee Benefits Coordinator, is responsible for helping employees enroll in company benefit programs. Their duties include meeting with employees to discuss their benefit options, keeping detailed records of employee insurance information and overseeing the enrollment process.
Benefits Coordinators typically work in the human resources department within a corporation to make sure that all employees understand their benefits and how to use them. They work closely with other HR personnel and upper management to oversee employee enrollment. Their job is to maintain communication with insurance providers, monitor payroll deductions and revise benefit packages in compliance with employee needs. They may also give presentations and write information guides to aid employee understanding of new benefits packages and changes to the enrollment process.
A Benefits Coordinator should be completely knowledgeable about any and all procedures regarding to the selection and allocation of benefits. Here are the essential skills and qualifications you may consider adding to your Benefits Coordinator job description:
Benefits Coordinators are primarily responsible for informing employees about the nature of benefits plans and any changes that happen to the structure of those benefits. They should be able to answer questions and concerns that employees have about their benefits. In addition to that, here are some of the general duties and responsibilities of a Benefits Coordinator:
A Benefits Coordinator earns an average of $52,753 per year. This is a salary estimate based on the information gathered from 889 employees and users of Indeed who posted their salaries anonymously. Depending on the minimum wage in your region and the qualification and experience level of the new hire, you may choose to adjust this salary. A Benefits Coordinator's typical tenure is one to three years.
To qualify for the position of a Benefits Coordinator, a candidate needs a high school diploma or a General Education Diploma (GED). A bachelor's degree in human resources, business or related fields is preferred. Upon being hired, the new hire might have to undergo on-the-job training focusing on industrial and organizational psychology, business administration and communication, among others.
A candidate for the post of Benefits Coordinator should have at least 3 years of experience in human resources. They also need to demonstrate familiarity with benefits and payroll software systems. Some preferred certifications include Retirement Plan Associate (RPA), Group Benefits Associate (GBA) and Certified Employee Benefits Specialist (CEBS) through the International Foundation of Employee Benefit Plans (IFEBP).
Benefits Coordinator: Learn More
Source
https://www.indeed.com/hire/job-description/benefits-coordinator?hl=en&co=US
A Recruiter, or HR Sourcing Specialist, is in charge of seeking out quality candidates, confirming their qualifications and placing them in open roles at a company. Their duties include researching job seekers and inviting them to apply to a job, screening candidates through phone interviews and filling out hiring paperwork.
Recruiters work in the human resources department of a company or at third-party recruiting businesses that help connect qualified candidates with competitive employers. The role of a Recruiter is to act as a liaison between an employer and applicants for a job, especially for roles that are hard to fill and require a list of special qualifications. Recruiters use databases, advertising and their professional network to find people who could be a good match for a job, researching each candidate then talking to them about the opportunity.
Internally, Recruiters process applications, schedule interviews and manage new hire paperwork. They help onboard the candidate to their new employer’s team, assisting with all parts of their transition. Recruiters also help refine job descriptions to make sure they accurately reflect the needs of the company.
A successful Recruiter will have a set of prerequisite skills to qualify them for the job. Duties always include effective communication and organization skills. Industry experience will prepare the recruiter for career advancement. Other attributes may include:
The kind of company or agency the Recruiter works for will dictate their specific responsibilities. All Recruiters need to have strong people skills and the ability to synthesize information quickly and efficiently. They should foster good relationships with recruits and company staffing agents and be able to follow through on a project. Different types of Recruiter responsibilities may include the following:
A Recruiter makes an average of $56,429 per year. Salary may depend on level of education, experience and geographical location.
Being hired as a Recruiter typically requires a bachelor’s degree in human resources or a related field such as business administration. Without a bachelor’s degree, years of on-the-job experience may suffice. Some employers may require professional certifications or periodic training for advances in the field. Professional organizations that provide certificates typically require some kind of education followed by a test.
Experience in customer-service-related fields can be valuable training. Professions that focus on interpersonal skills, deft organization skills and proficient communication can prepare someone well for a career as a recruiter. These kinds of careers can also provide networking opportunities that can provide recruiting mentors.
Recruiter: Learn More
Source
https://www.indeed.com/hire/job-description/recruiter?hl=en&co=U
Training and Development Specialists help create, plan, and run training programs for businesses and organizations. To do this, they must first assess the needs of an organization. They then develop custom training programs that may take place online, in classrooms, or in training facilities.
Training and Development Specialists organize or run training sessions using lectures, team exercises and other formats. Training also may be in the form of a video, a self-guided instructional manual, or an online application. Training may be collaborative, allowing employees to connect informally with colleagues, experts, and mentors.
Training and Development Specialists plan and administer programs that train employees and improve their skills and knowledge.
Training and Development Specialists typically do the following:
In order to effectively train a company’s employees, Training and Development Specialists should have certain hard and soft skills, including:
A Training and Development Specialist makes an average of $61,570 per year in the United States. This salary may vary depending on a candidate's education, experience, industry and geographical location.
Training and Development Specialists typically need a bachelor’s degree, often in a business field such as organizational development or human resources. Other fields of degree include education, social science, psychology, and communications.
Candidates who do not have a bachelor's degree sometimes qualify for jobs if they have experience developing and delivering training. The experience may need to be extensive and specific to the employer's industry.
Training and Development Specialist: Learn More
Source
https://www.bls.gov/ooh/business-and-financial/training-and-development-specialists.htm#tab-4
Joining professional human resource organizations can provide you with resources, information, networking opportunities, and professional development. Consider the following organizations: