Occupation · SOC 13-1071
Human Resources Specialists
Recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.
Median wage
$72,910
$45,440–$126,540
Projected growth
+6.2%
Average growth
Annual openings
5,840
per year
Employed (US)
917,460
Job Zone 4
Typical preparation
Considerable preparation
Stackable credential programs
2,486 mapped
Core skills
SpeakingReading ComprehensionActive ListeningWritingCritical ThinkingSocial PerceptivenessService OrientationJudgment and Decision MakingActive LearningInstructingComplex Problem SolvingTime ManagementNegotiationMonitoringLearning StrategiesCoordinationSystems AnalysisPersuasionManagement of Personnel ResourcesSystems EvaluationMathematicsManagement of Material ResourcesManagement of Financial ResourcesTechnology DesignQuality Control AnalysisProgrammingOperations MonitoringOperations AnalysisScienceOperation and ControlTroubleshootingRepairingInstallationEquipment SelectionEquipment Maintenance
Knowledge areas
Personnel and Human ResourcesAdministrativeAdministration and ManagementEnglish LanguageCustomer and Personal ServiceLaw and GovernmentEducation and TrainingComputers and ElectronicsCommunications and MediaMathematicsPublic Safety and SecurityPsychologyTelecommunicationsEconomics and AccountingTherapy and CounselingSociology and AnthropologySales and MarketingPhilosophy and TheologyProduction and ProcessingTransportationForeign LanguageGeographyEngineering and TechnologyDesignMedicine and DentistryBuilding and ConstructionChemistryMechanicalFood ProductionHistory and ArcheologyBiologyPhysicsFine Arts
Technology & tools
ADP Workforce NowAST Staff MatrixAdobe AcrobatAdobe Creative Cloud softwareAdobe DreamweaverAdobe Human Capital Application Solution AcceleratorAdobe IllustratorAdobe InDesignAdobe LifeCycle Enterprise SuiteAdobe PhotoshopAdvanced business application programming ABAPAirtableApple Final Cut ProApple macOSApplicant tracking softwareApplicantPro iApplicantsArbita OnePostArbita OneWorldAssessment softwareBackground checking softwareBlackDog RecruitingBlackbaud The Raiser's EdgeBlackboard softwareBlackdogBond International Adapt StaffingBond International Software Bond StaffSuiteBrightMove Applicant Tracking SystemBullhorn Applicant Tracking SystemCOATSsqlCVTracerCandidate screening softwareCandidate tracking softwareCareerbuilder.comCisco WebexCluen EncoreCluen executive recruitment softwareDGCC.com RecruitTrackData FrenzyData entry softwareDatabase software
Representative tasks
Communicating with Supervisors, Peers, or SubordinatesWorking with ComputersPerforming Administrative ActivitiesDocumenting/Recording InformationEstablishing and Maintaining Interpersonal RelationshipsGetting InformationOrganizing, Planning, and Prioritizing WorkMaking Decisions and Solving ProblemsEvaluating Information to Determine Compliance with StandardsResolving Conflicts and Negotiating with OthersUpdating and Using Relevant KnowledgeProcessing InformationProviding Consultation and Advice to OthersScheduling Work and ActivitiesCommunicating with People Outside the OrganizationTraining and Teaching OthersAssisting and Caring for OthersDeveloping and Building TeamsCoaching and Developing OthersIdentifying Objects, Actions, and EventsMonitoring Processes, Materials, or SurroundingsThinking CreativelyAnalyzing Data or InformationInterpreting the Meaning of Information for OthersStaffing Organizational UnitsJudging the Qualities of Objects, Services, or PeopleGuiding, Directing, and Motivating SubordinatesDeveloping Objectives and StrategiesPerforming for or Working Directly with the PublicCoordinating the Work and Activities of OthersMonitoring and Controlling ResourcesEstimating the Quantifiable Characteristics of Products, Events, or InformationSelling or Influencing OthersPerforming General Physical ActivitiesHandling and Moving ObjectsControlling Machines and ProcessesInspecting Equipment, Structures, or MaterialsRepairing and Maintaining Electronic EquipmentOperating Vehicles, Mechanized Devices, or EquipmentDrafting, Laying Out, and Specifying Technical Devices, Parts, and Equipment
Competency framework
Skill expectations by proficiency level.
emerging
HR policies and procedures — explain core provisions to employees under supervisor guidance in an onboarding or orientation setting.Employment records — create and file hiring documentation using HRIS software following established templates and data entry protocols.EEO and ADA guidelines — identify key legal requirements and flag potential compliance concerns to a senior specialist during routine HR tasks.Job applications and résumés — review candidate submissions against posted job requirements using structured screening checklists in an applicant tracking system.Job offer details — communicate duties, compensation, benefits, and schedules to applicants via phone or email using approved scripts and fact sheets.Hiring paperwork — process new-hire forms, I-9 verifications, and background check authorizations under direct supervision in a corporate HR department.Active listening skills — gather employee concerns accurately and document key details before escalating issues to an HR manager.HR information systems — navigate and query HRIS and database tools to retrieve employee records in support of day-to-day HR operations.Written correspondence — draft routine HR letters, offer confirmations, and acknowledgment emails using department-approved language and formatting standards.Candidate referrals — route qualified applicants to hiring managers with a summary of screening results based on defined job criteria.
developing
HR policy interpretation — explain and apply personnel policies and regulatory requirements to employees and managers with reduced supervisory oversight in a mid-size organization.Full-cycle hiring process — coordinate job postings, application review, interviews, and offer letters independently for non-executive roles across multiple departments.Employment records management — maintain accurate HRIS records for hires, terminations, transfers, and leaves, ensuring data integrity and audit readiness.EEO and affirmative action compliance — monitor hiring and employment practices against current legal standards and prepare routine compliance reports for HR leadership.Employee relations issues — conduct initial intake interviews for workplace complaints or concerns and recommend resolution steps in alignment with HR policy.Candidate evaluation — assess applicant qualifications against job requirements, conduct structured screening interviews, and make informed hiring recommendations to department managers.Benefits and compensation communication — present and clarify total-rewards details to candidates and employees using current plan documentation during hiring and open enrollment.Critical thinking in HR decisions — analyze patterns in employee relations cases or turnover data to identify recurring issues and propose process improvements.Time management and prioritization — manage concurrent recruiting requisitions and HR casework within established deadlines in a fast-paced HR operations environment.HRIS and analytical tools — generate standard workforce reports and queries to support staffing analyses and compliance reviews for HR management.
proficient
HR law and regulatory guidance — autonomously interpret and advise managers on complex EEO, ADA, FMLA, and labor law questions across a multi-department or multi-site organization.Strategic talent acquisition — design and execute end-to-end recruitment strategies for hard-to-fill or specialized roles, leveraging sourcing channels, assessments, and labor market data.Complex employee relations — investigate harassment allegations, work complaints, and conduct concerns independently, document findings, and recommend proportionate corrective actions.HR policy development — draft, revise, and implement HR policies and employee handbook content aligned with legal requirements and organizational culture.Workforce records governance — oversee employment records lifecycle for the full employee population, ensuring compliance with retention schedules and audit standards.Affirmative action program management — conduct availability analyses, set placement goals, and prepare AAP documentation in compliance with OFCCP requirements.Negotiation and offer management — negotiate compensation packages and resolve competing interests between candidates and hiring managers to close high-priority requisitions.HR technology optimization — configure, maintain, and troubleshoot HRIS modules and applicant tracking systems to improve workflow efficiency and data accuracy.Cross-functional coordination — partner with legal, finance, and operations leaders to align HR processes with business objectives and resolve organization-wide people issues.Instructional facilitation — design and deliver HR training sessions on compliance topics, interviewing techniques, and policy updates for managers and employees.
advanced
HR strategy and vision — set the organization's human resources strategic direction, aligning talent acquisition, compliance, and employee relations programs with long-term business goals.Organizational compliance leadership — establish enterprise-wide EEO, ADA, and labor law compliance frameworks, representing the organization in regulatory audits and government inquiries.HR policy governance — author and sponsor enterprise HR policies, ensuring consistency, legal soundness, and alignment with organizational values across all business units.Talent management architecture — design scalable hiring and workforce planning systems that anticipate skill gaps and support organizational growth across geographies or business lines.Executive-level employee relations — oversee resolution of high-stakes or sensitive employee relations matters involving senior leaders, legal exposure, or reputational risk.People analytics and decision-making — leverage advanced HRIS, analytical, and reporting platforms to surface workforce insights that inform C-suite and board-level decisions.HR team leadership and development — mentor, coach, and evaluate a team of HR specialists and generalists, building departmental capability and succession pipelines.Stakeholder influence and negotiation — advise and influence executive leadership, legal counsel, and external partners on complex HR matters through evidence-based recommendations.HR technology strategy — evaluate, select, and champion enterprise HR technology investments that modernize operations, enhance data integrity, and improve employee experience.Organizational culture stewardship — champion inclusion, integrity, and employee engagement initiatives at the enterprise level, translating HR values into measurable cultural outcomes.
Also known as
100 alternate job titles map to this occupation.
Business Intelligence EngineerCareer Development SpecialistCareer Development TechnicianCareer SpecialistCertification SpecialistContract RecruiterCorporate RecruiterCredentialing CoordinatorCredentialing SpecialistCredentials SpecialistEmployee AdvisorEmployee CounselorEmployee Health Maintenance Program SpecialistEmployee Operations ExaminerEmployee Placement SpecialistEmployee Service OfficerEmployment AdvisorEmployment Appeals ExaminerEmployment InterviewerEmployment OfficerEmployment Program RepresentativeEmployment RecruiterEmployment RepresentativeEmployment Security OfficerEmployment Service SpecialistEmployment SpecialistEnlisted AdvisorEthics OfficerExecutive CoachExecutive RecruiterHeadhunterHealthcare RecruiterHR Advisor (Human Resource Advisor)HR Analyst (Human Resources Analyst)HR Associate (Human Resources Associate)HR Business Partner (Human Resources Business Partner)HR Consultant (Human Resources Consultant)HR Coordinator (Human Resources Coordinator)HR Generalist (Human Resources Generalist)HR Recruiter (Human Resources Recruiter)