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
Reading ComprehensionActive ListeningSpeakingWritingSocial PerceptivenessMonitoringCritical ThinkingTime ManagementService OrientationJudgment and Decision MakingCoordinationComplex Problem SolvingActive LearningPersuasionNegotiationLearning StrategiesInstructingManagement of Personnel ResourcesSystems EvaluationSystems AnalysisMathematicsProgrammingOperations MonitoringOperations AnalysisTechnology DesignManagement of Material ResourcesManagement of Financial ResourcesQuality Control AnalysisOperation and ControlScienceTroubleshootingRepairingInstallationEquipment SelectionEquipment Maintenance
Knowledge areas
Personnel and Human ResourcesAdministrativeCustomer and Personal ServiceAdministration and ManagementEnglish LanguageComputers and ElectronicsEducation and TrainingMathematicsPublic Safety and SecurityCommunications and MediaLaw and GovernmentEconomics and AccountingTelecommunicationsTherapy and CounselingPsychologySociology and AnthropologyForeign LanguageTransportationSales and MarketingProduction and ProcessingPhilosophy and TheologyGeographyDesignEngineering and TechnologyBuilding and ConstructionMedicine and DentistryHistory and ArcheologyFood ProductionChemistryMechanicalFine ArtsPhysicsBiology
Technology & tools
ADP Enterprise HRADP Workforce NowApplicant tracking softwareBlackboard LearnBlackboard Learning SystemCalendar and scheduling softwareCorel WordPerfect Office SuiteDatabase softwareDocument management system softwareEmail softwareEmployee performance management systemEmployee self-service softwareEnterprise resource planning ERP softwareFileMaker ProGoogle CalendarGoogle DocsHuman resource information system (HRIS)Human resource management software HRMSLearning management system LMSLinkedInMicrosoft AccessMicrosoft ExcelMicrosoft Internet ExplorerMicrosoft Office softwareMicrosoft OutlookMicrosoft PowerPointMicrosoft PublisherMicrosoft SharePointMicrosoft VisioMicrosoft WordOracle HRISOracle PeopleSoftOracle PeopleSoft Enterprise Employee Self-ServiceOracle PeopleSoft Enterprise Human ResourcesOracle Self-Service Human ResourcesOracle TaleoSAP ERPScanning softwareUltimate Software UltiPro WorkplaceWord processing software
Representative tasks
Organizing, Planning, and Prioritizing WorkCommunicating with Supervisors, Peers, or SubordinatesWorking with ComputersEstablishing and Maintaining Interpersonal RelationshipsProcessing InformationGetting InformationPerforming Administrative ActivitiesDocumenting/Recording InformationEvaluating Information to Determine Compliance with StandardsMonitoring Processes, Materials, or SurroundingsIdentifying Objects, Actions, and EventsCommunicating with People Outside the OrganizationMaking Decisions and Solving ProblemsUpdating and Using Relevant KnowledgeInterpreting the Meaning of Information for OthersAnalyzing Data or InformationResolving Conflicts and Negotiating with OthersScheduling Work and ActivitiesAssisting and Caring for OthersStaffing Organizational UnitsDeveloping Objectives and StrategiesJudging the Qualities of Objects, Services, or PeopleTraining and Teaching OthersCoordinating the Work and Activities of OthersPerforming for or Working Directly with the PublicProviding Consultation and Advice to OthersMonitoring and Controlling ResourcesCoaching and Developing OthersDeveloping and Building TeamsThinking CreativelyEstimating the Quantifiable Characteristics of Products, Events, or InformationSelling or Influencing OthersGuiding, Directing, and Motivating SubordinatesInspecting Equipment, Structures, or MaterialsPerforming General Physical ActivitiesHandling and Moving ObjectsControlling Machines and ProcessesRepairing and Maintaining Electronic EquipmentOperating Vehicles, Mechanized Devices, or EquipmentRepairing and Maintaining Mechanical Equipment
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
25 alternate job titles map to this occupation.
Assignment ClerkBenefits ClerkBenefits CoordinatorBenefits TechnicianCivil Service ClerkCivil Service WorkerContract ClerkEmployment AssistantEmployment ClerkEnrollment SpecialistHuman Resources Administrative Assistant (HR Administrative Assistant)Human Resources Assistant (HR Assistant)Human Resources Associate (HR Associate)Human Resources Clerk (HR Clerk)Human Resources Team MemberIdentification ClerkOnboarding CoordinatorPersonnel AssociatePersonnel ClerkPersonnel OfficerRecruiting CoordinatorResource CoordinatorStaffing AssistantTemporary Help Agency Referral ClerkTime Study Clerk