Occupation · SOC 43-4161
Human Resources Assistants, Except Payroll and Timekeeping
Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports, and TEXT of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons.
Median wage
$49,440
$36,090–$67,140
Projected growth
-7.1%
Declining
Annual openings
-680
per year
Employed (US)
92,580
Job Zone 3
Typical preparation
Medium preparation
Stackable credential programs
772 mapped
Core skills
Active ListeningReading ComprehensionSpeakingWritingCritical ThinkingMonitoringSocial PerceptivenessTime Management
Knowledge areas
Personnel and Human ResourcesAdministrativeCustomer and Personal ServiceAdministration and ManagementEnglish Language
Technology & tools
Human resources softwareComputer based training softwareCalendar and scheduling softwareOffice suite softwareData base user interface and query software
Representative tasks
Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.Explain company personnel policies, benefits, and procedures to employees or job applicants.Provide assistance in administering employee benefit programs and worker's compensation plans.Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.Prepare and set up for new employee orientations.Gather personnel records from other departments or employees.Examine employee files to answer inquiries and provide information for personnel actions.Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.Compile and prepare reports and documents pertaining to personnel activities.Interview job applicants to obtain and verify information used to screen and evaluate them.Process and review employment applications to evaluate qualifications or eligibility of applicants.Inform job applicants of their acceptance or rejection of employment.Select applicants meeting specified job requirements and refer them to hiring personnel.Arrange for advertising or posting of job vacancies and notify eligible workers of position availability.Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.Administer and score applicant and employee aptitude, personality, and interest assessment instruments.Prepare badges, passes, and identification cards, and perform other security-related duties.Arrange for in-house and external training activities.
Competency framework
Skill expectations by proficiency level.
emerging
Personnel documentation — process and file under direct supervision using established office procedures in an HR department setting.Employee records — enter basic data such as addresses, absences, and termination dates into an HRIS under close guidance from a senior HR staff member.Company personnel policies — explain standard benefits and procedures to new employees using prepared reference materials during onboarding sessions.New employee orientation — set up meeting rooms, print packets, and organize materials following a checklist provided by HR management.Personnel files — gather physical and electronic records from other departments by following a defined retrieval protocol in a mid-sized organization.HR software tools — navigate human resources software and office suite applications to locate and update employee information under supervisor direction.Benefit program inquiries — respond to routine employee questions about eligibility and enrollment using scripted FAQs and pre-approved reference guides.Recruitment documentation — verify that application packets and hiring forms are complete and legible before forwarding to the hiring coordinator.Written correspondence — draft basic emails and memos related to HR administrative tasks using approved templates in a professional office environment.Active listening skills — receive and document employee requests or concerns accurately, escalating unclear situations to a supervising HR professional.
developing
Personnel records — process, verify, and maintain staffing, training, and performance evaluation documentation with minimal oversight in a busy HR office.Employee data files — record and update weekly earnings, supervisory performance reports, and leave information in an HRIS or ERP system on a routine basis.Benefits administration — assist in administering employee benefit programs and workers' compensation plans by coordinating with vendors and tracking enrollment deadlines.Policy explanations — communicate company HR policies and procedures clearly to employees and job applicants in one-on-one and small-group settings without requiring a script.Personnel file examination — review employee files to retrieve accurate information needed to support personnel actions such as promotions or disciplinary reviews.Calendar and scheduling software — coordinate interview schedules, orientation sessions, and HR department meetings across multiple stakeholders using scheduling tools.Grievance documentation — compile and organize grievance records and related correspondence, ensuring accuracy and confidentiality throughout the process.Classification and leave records — process employee leave-of-absence requests and position classification updates by applying established HR guidelines consistently.Inquiry resolution — answer questions regarding examinations, salaries, and benefit eligibility by researching policy documents and confirming details with HR leadership when needed.Document management systems — organize and maintain electronic personnel files using document management software in accordance with retention schedules and compliance requirements.
proficient
Full-cycle HR documentation — independently process, verify, and maintain all personnel records from recruitment through termination across multiple job categories in a complex organization.HRIS data integrity — audit employee records for accuracy and completeness, identifying and correcting discrepancies in ERP and database systems without supervisor involvement.Benefits program support — administer employee benefit programs and workers' compensation plans end-to-end, resolving escalated eligibility issues directly with benefit providers.Policy advising — authoritatively explain nuanced HR policies, collective agreements, and regulatory requirements to employees and applicants, adapting communication style to diverse audiences.Non-routine inquiry handling — resolve complex questions about examinations, salary structures, and accommodation requests by applying critical thinking and deductive reasoning to policy sources.Orientation program delivery — design and facilitate new employee orientation sessions, selecting content and sequencing activities to ensure engagement and compliance coverage.Cross-departmental coordination — lead efforts to gather and reconcile personnel records from multiple business units, resolving discrepancies through independent follow-up and judgment.Performance and grievance records — compile and analyze documentation related to performance evaluations and employee grievances to support management decision-making in a unionized or at-will environment.HR technology utilization — configure and use computer-based training software, web-based HR portals, and query tools to generate reports and support workforce analytics.Confidentiality and compliance — apply sound judgment to handle sensitive personnel information in accordance with privacy regulations and organizational integrity standards across all HR processes.
advanced
HR documentation frameworks — design and implement organization-wide standards for personnel record management, ensuring regulatory compliance and operational consistency across all departments.Policy development — lead the drafting, review, and communication of HR policies and employee handbooks, aligning procedures with evolving employment law and organizational strategy.Benefits program oversight — direct the evaluation and continuous improvement of employee benefit and workers' compensation programs, negotiating with vendors and advising senior leadership on cost and coverage trade-offs.HR technology strategy — select, configure, and champion enterprise HRIS and ERP systems for the organization, defining data governance standards and training staff on system use.Team development — mentor and coach HR assistants and coordinators, setting performance expectations and building capability across the HR administrative function.Orientation and onboarding programs — architect comprehensive onboarding experiences that integrate compliance, culture, and role-specific training, measuring outcomes and iterating based on retention data.Workforce data reporting — lead the production of strategic HR metrics reports for executive leadership, translating personnel database information into actionable talent management insights.Escalated issues resolution — serve as the final organizational resource for complex employee inquiries involving benefit disputes, classification challenges, and leave accommodations, applying advanced judgment and legal awareness.Cross-functional HR coordination — establish collaborative workflows between HR, payroll, legal, and operations to ensure seamless personnel action processing and information sharing at scale.Compliance and audit leadership — direct internal audits of HR records and processes, identifying systemic risks, implementing corrective action plans, and presenting findings to organizational leadership.
Also known as
162 alternate job titles map to this occupation.
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