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Key Responsibilities and Required Skills for a Human Resources Officer

💰 $55,000 - $75,000

Human ResourcesHR GeneralistCorporate Services

🎯 Role Definition

The Human Resources (HR) Officer is a cornerstone of the People & Culture team, acting as a key point of contact for both employees and management on all things HR-related. This role is not just about administration; it's about being a true champion of our company culture and a trusted advisor to our team members. The HR Officer handles the day-to-day operational aspects of the employee lifecycle, from attracting top talent to ensuring a smooth departure process. They are pivotal in maintaining a positive, equitable, and compliant work environment, directly influencing employee engagement, satisfaction, and overall organizational health. This position requires a blend of empathy, discretion, and sharp business acumen to balance employee needs with company objectives effectively.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Human Resources Assistant / Coordinator
  • Recruitment Coordinator
  • Administrative Assistant with a focus on HR tasks

Advancement To:

  • Senior Human Resources Officer / HR Generalist
  • Human Resources Business Partner (HRBP)
  • Human Resources Manager

Lateral Moves:

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

Core Responsibilities

Primary Functions

  • Manage the full-cycle recruitment and hiring process, including drafting job descriptions, posting openings, sourcing candidates, screening resumes, and coordinating interviews with hiring managers.
  • Facilitate a comprehensive and engaging onboarding experience for new hires, ensuring they have the necessary tools, information, and introductions to integrate smoothly into the company.
  • Serve as the first point of contact for employee inquiries regarding HR policies, procedures, benefits, and payroll, providing timely and accurate guidance.
  • Administer employee compensation and benefits programs, including health insurance, retirement plans, and paid time off, and assist with annual open enrollment.
  • Handle sensitive employee relations issues with professionalism and discretion, including conducting initial investigations into complaints and mediating conflicts.
  • Manage the offboarding process, including conducting exit interviews, processing final paperwork, and analyzing feedback to identify trends and areas for improvement.
  • Maintain accurate and up-to-date employee records in the Human Resources Information System (HRIS), ensuring data integrity for reporting and compliance.
  • Support the performance management cycle by coordinating reviews, tracking completion, and providing guidance to managers on delivering constructive feedback.
  • Assist in the development, review, and implementation of HR policies and procedures to ensure they are current, fair, and in compliance with labor laws.
  • Ensure the organization's compliance with all federal, state, and local employment laws and regulations, including EEO, FMLA, and ADA.
  • Coordinate and sometimes deliver employee training and development programs on topics such as compliance, leadership, and professional skills.
  • Process and manage employee leave of absence requests, ensuring compliance with company policy and legal requirements like FMLA.
  • Prepare and analyze HR metrics and reports (e.g., turnover rates, time-to-hire) to support data-driven decision-making within the leadership team.
  • Act as a cultural ambassador, promoting a positive and inclusive workplace environment through various initiatives and programs.
  • Assist in the administration of employee health and safety programs, ensuring a safe working environment and managing workers' compensation claims.
  • Participate in salary and wage surveys to ensure the company's compensation structure remains competitive and equitable.

Secondary Functions

  • Support the planning and execution of company-wide employee engagement events, wellness initiatives, and recognition programs.
  • Contribute to ad-hoc HR projects and strategic initiatives as assigned by the HR Manager or Director.
  • Assist with internal communications related to HR announcements, policy updates, and company news.
  • Stay current on HR trends, best practices, and legislative changes to proactively identify opportunities for process improvement.

Required Skills & Competencies

Hard Skills (Technical)

  • HRIS Proficiency: Hands-on experience with Human Resources Information Systems (e.g., Workday, BambooHR, ADP) for data management and reporting.
  • Knowledge of Employment Law: A strong, practical understanding of federal, state, and local labor laws and regulations.
  • Recruitment & Sourcing: Expertise in using Applicant Tracking Systems (ATS) and sourcing tools like LinkedIn Recruiter to find and attract candidates.
  • Benefits Administration: Familiarity with the mechanics of employee benefits programs, including health insurance, 401(k)s, and leave policies.
  • Reporting & Analytics: Ability to compile, analyze, and interpret HR data to generate insightful reports and dashboards.

Soft Skills

  • Exceptional Interpersonal Skills: The ability to build rapport, trust, and strong relationships with employees at all levels of the organization.
  • High Level of Discretion and Confidentiality: Proven ability to handle sensitive and confidential information with the utmost integrity.
  • Problem-Solving & Judgment: Strong analytical skills to assess situations, identify root causes, and recommend fair and effective solutions.
  • Communication Skills: Excellent written and verbal communication skills, with the ability to explain complex HR concepts clearly and compassionately.
  • Empathy and Emotional Intelligence: The capacity to understand and manage one's own emotions and to recognize and influence the emotions of others.
  • Organizational & Time Management Skills: The ability to manage multiple competing priorities in a fast-paced environment without sacrificing quality.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree from an accredited institution.

Preferred Education:

  • Master's Degree in a relevant field or a professional HR certification (e.g., SHRM-CP, PHR).

Relevant Fields of Study:

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

Experience Requirements

Typical Experience Range:

  • 3-5 years of progressive experience in a Human Resources Generalist or similar role.

Preferred:

  • Experience working within a fast-paced, high-growth environment.
  • Direct experience handling complex employee relations issues.
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