Torchora
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Key Responsibilities and Required Skills for Human Resource Specialist

💰 $55,000 - $85,000

Human ResourcesHR GeneralistTalent Management

🎯 Role Definition

The Human Resource Specialist acts as a central pillar of the organization, championing employee well-being and driving HR initiatives that align with strategic business goals. This multifaceted role involves everything from talent acquisition and onboarding to employee relations and benefits administration, making it a critical partner to both leadership and staff in fostering a productive and supportive work environment. You are the go-to person for our people, the guardian of our culture, and a key player in our company's success.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Coordinator
  • Recruiting Assistant
  • HR Intern

Advancement To:

  • Senior HR Specialist
  • HR Generalist / Senior HR Generalist
  • HR Business Partner
  • HR Manager

Lateral Moves:

  • Talent Acquisition Specialist
  • Compensation & Benefits Analyst
  • Learning & Development Coordinator

Core Responsibilities

Primary Functions

  • Manage the full-cycle recruitment and selection process, including drafting compelling job descriptions, posting positions on various job boards, sourcing active and passive candidates, and screening resumes to build a strong talent pipeline.
  • Conduct initial phone screens and first-round interviews to assess candidate qualifications, cultural fit, and motivation, providing detailed feedback to hiring managers.
  • Coordinate the entire interview process, scheduling interviews between candidates and hiring teams, and ensuring a positive and professional candidate experience from application to final decision.
  • Facilitate the offer process, including extending verbal offers, preparing formal offer letters, and initiating background checks and other pre-employment verifications.
  • Spearhead the new hire orientation and onboarding process, ensuring a seamless and welcoming experience that integrates new employees into the company culture and provides them with the necessary tools and information to succeed.
  • Serve as a primary point of contact for employee inquiries and concerns, providing guidance on company policies, interpreting procedures, and offering support on a wide range of HR-related topics.
  • Administer and explain employee benefits programs, including health insurance, retirement plans (401k), and leave policies, and assist with open enrollment processes.
  • Manage and maintain accurate employee data and records within the Human Resource Information System (HRIS), processing new hires, terminations, promotions, and other status changes.
  • Address and help resolve employee relations issues, providing coaching to managers and employees, and conducting thorough, objective investigations into complaints when necessary.
  • Maintain in-depth knowledge of legal requirements and government regulations affecting human resources functions, ensuring policies, procedures, and reporting are compliant with federal, state, and local employment laws (e.g., EEO, FMLA, ADA).
  • Support the performance management cycle by tracking reviews, providing guidance to managers on delivering constructive feedback, and assisting with goal-setting processes.
  • Process and manage employee leave requests, including FMLA, short-term/long-term disability, and other personal leaves, ensuring proper documentation and compliance.
  • Facilitate the employee offboarding process, conducting exit interviews to gather valuable feedback and ensuring a smooth transition for departing employees.
  • Assist in the development and implementation of HR policies and procedures, contributing to the employee handbook and communicating updates to the organization.
  • Generate and prepare routine and ad-hoc reports on key HR metrics, such as employee turnover, time-to-fill, recruitment costs, and employee demographics to support data-driven decisions.
  • Partner with management to communicate HR policies, procedures, laws, and government regulations effectively to the entire workforce.
  • Play an active role in fostering a positive workplace culture through employee engagement initiatives, recognition programs, and company-sponsored events.
  • Manage worker's compensation claims, from initial reporting to claim closure, acting as a liaison between the employee, management, and the insurance carrier.
  • Assist with compensation administration by participating in salary surveys, benchmarking positions, and ensuring internal equity and external competitiveness.
  • Support training and development initiatives by identifying training needs, coordinating logistics for workshops, and tracking employee participation.

Secondary Functions

  • Assist in the planning and execution of company-wide events, employee recognition programs, and wellness initiatives to boost morale and engagement.
  • Support the annual performance review cycle by tracking completions, answering process questions, and compiling performance data for analysis.
  • Contribute to special HR projects, such as policy updates, employee handbook revisions, or the implementation of new HR software.
  • Prepare and maintain organizational charts and employee directories to ensure accurate and up-to-date information is always available.

Required Skills & Competencies

Hard Skills (Technical)

  • HRIS Proficiency: Deep experience with Human Resource Information Systems (HRIS) such as Workday, SAP SuccessFactors, or ADP Workforce Now for data management and reporting.
  • ATS Expertise: Skilled in using Applicant Tracking Systems (ATS) like Greenhouse, Lever, or iCIMS to manage the recruitment lifecycle efficiently.
  • Employment Law Knowledge: Strong, practical knowledge of federal, state, and local employment laws and compliance regulations, including EEO, FMLA, ADA, and FLSA.
  • Benefits Administration: Competency in managing employee benefits programs, from open enrollment to ongoing support and vendor communication.
  • HR Metrics & Reporting: Ability to analyze HR data and create insightful reports using tools like Microsoft Excel (PivotTables, VLOOKUPs) or integrated HRIS analytics.
  • Onboarding & Offboarding Processes: Proven ability to design and execute structured and effective onboarding and offboarding programs.

Soft Skills

  • Exceptional Communication: Superior interpersonal and communication skills (written and verbal) with the ability to build rapport and trust with employees at all levels.
  • Discretion and Confidentiality: Unquestionable integrity and a high level of discretion in handling sensitive employee information and complex situations.
  • Problem-Solving & Conflict Resolution: Strong analytical skills and a calm, empathetic approach to resolving conflicts and navigating challenging employee relations issues.
  • Organizational Prowess: Excellent organizational and time-management skills, with a proven ability to manage multiple priorities and deadlines in a fast-paced environment.
  • Empathy & Emotional Intelligence: The ability to understand and connect with employees' perspectives, showing genuine care while upholding company policy.
  • Adaptability: A proactive and flexible mindset with a strong commitment to continuous improvement and fostering a positive, evolving workplace culture.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree in a relevant field.

Preferred Education:

  • Master's Degree in Human Resource Management or a related discipline.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Industrial/Organizational Psychology
  • Communications

Experience Requirements

Typical Experience Range:

  • 3-5 years of progressive experience in a human resources role.

Preferred:

  • Experience in a generalist capacity touching multiple HR functions (recruiting, employee relations, benefits). Professional certification (e.g., SHRM-CP, PHR) is highly desirable and demonstrates a commitment to the field.
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