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 ListeningCritical ThinkingWritingSocial PerceptivenessService OrientationJudgment and Decision Making
Knowledge areas
Personnel and Human ResourcesAdministrativeAdministration and ManagementEnglish LanguageCustomer and Personal Service
Technology & tools
Document management softwareGraphics or photo imaging softwareWeb page creation and editing softwareHuman resources softwareDesktop publishing software
Representative 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.Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.Review employment applications and job orders to match applicants with job requirements.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.
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
376 alternate job titles map to this occupation.
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