The Human Resources Director guides and manages the overall provision of Human Resources services, policies, and

programs for the entire company. The major areas directed are:

recruiting and staffing; organizational and space planning; performance management and improvement systems; organization development; employment and compliance to regulatory concerns; employee orientation, development, and training; policy development and documentation; employee relations; company-wide committee facilitation; company employee and community communication; compensation and benefits administration; employee safety, welfare, wellness and health; charitable giving; and employee services and counseling.

(Note: Depending on your organization's needs, the Human Resources Director often directs administration, including reception, and may even be responsible for facility security and upkeep in addition to space planning.) The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues.

Primary Objectives:

Safety of the workforce. Development of a superior workforce. Development of the Human Resources department. Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. Personal ongoing development.

The Human Resources Generalist manages the day-to-day operations of the Human Resource office. The HR Generalist manages the administration of the human resources policies, procedures and programs. The HR Generalist carries out responsibilities in the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and employment. The Human Resources generalist is responsible for all or part of these areas:

recruiting and staffing logistics; organizational and space planning; performance management and improvement systems; organization development; employment and compliance to regulatory concerns and reporting; employee orientation, development, and training; policy development and documentation; employee relations; company-wide committee facilitation; company employee communication; compensation and benefits administration; employee safety, welfare, wellness and health; and employee services and counseling.

The Human Resources Generalist originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources Generalist coordinates implementation of services, policies, and programs through Human Resources staff; reports to the Human Resources Director, and assists and advises company managers about Human Resources issues.

Primary Objectives:

Safety of the workforce. Development of a superior workforce. Development of the Human Resources department. Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. Personal ongoing development.

The Corporate Human Resources Recruiter is responsible for delivering all facets of recruiting success throughout the organization. This will be achieved through the development of local and national recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. The Corporate Human Resources Recruiter will play a critical role in ensuring we are hiring the best possible talent.

Primary Objectives of the Human Resources Recruiter:

Develop and execute recruiting plans. Network through industry contacts, association memberships, trade groups and employees. Coordinate and implement college recruiting initiatives. Administrative duties and recordkeeping.

Develop and Execute Recruiting Plans

Work with hiring managers on recruiting planning meetings. Create job descriptions. Lead the creation of a recruiting and interviewing plan for each open position. Efficiently and effectively fill open positions. Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation. Develop a pool of qualified candidates in advance of need. Research and recommend new sources for active and passive candidate recruiting. Build networks to find qualified passive candidates. Post openings in newspaper advertisements, with professional organizations, and in other position appropriate venues. Utilize the Internet for recruitment. --Post positions to appropriate Internet sources. --Improve the company website recruiting page to assist in recruiting. --Research new ways of using the Internet for recruitment. --Use social and professional networking sites to identify and source candidates.

Network Through Industry Contacts, Association Memberships, Trade Groups and Employees

Locate and document where to find ideal candidates. Aid public relations in establishing a recognizable employer of choice reputation for the company, both internally and externally.

Communicate with managers and employees regularly to establish rapport, gauge morale, and source new candidate leads. Create contacts within industry. Attend local professional meetings and membership development meetings. Maintain regular contact with possible future candidates.

Coordinate and Implement College Recruiting Initiatives

Coordinate college recruiting initiatives. Attend career fairs for recruiting and company recognition. Develop working relationships within colleges to aid in recruiting. Give presentations at colleges, attend student group meetings, and increase college awareness of the company before and after career fairs.

Administrative Duties and Record Keeping

Manage the use of recruiters and headhunters. Review applicants to evaluate if they meet the position requirements. Conduct prescreening interviews. Maintain all pertinent applicant and interview data in the Human Resources Information System (HRIS). Assist in performing reference and background checks for potential employees. Assist in writing and forwarding rejection letters. Assist in interviewing and selecting employees onsite. Assist in preparing and sending offer packages. Assist in preparing and sending new employee orientation packages. Perform other special projects as assigned.

The Human Resources assistant assists with the administration of the day-to-day operations of the human resources functions and duties. The HR assistant carries out responsibilities in some or all of the following functional areas: departmental development, HRIS, employee relations, training and development, benefits, compensation, organization development, executive administration, and employment. The HR assistant has partial responsibility for these areas:

recruiting and staffing logistics; performance management and improvement tracking systems; employee orientation, development, and training logistics and recordkeeping; assisting with employee relations; company-wide committee facilitation and participation; company employee communication; compensation and benefits administration and recordkeeping; employee safety, welfare, wellness, and health reporting; and employee services; maintaining employee files and the HR filing system; assisting with the day-to-day efficient operation of the HR office.

The Human Resources assistant contributes to the accomplishment of Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources assistant helps with the implementation of services, policies, and programs through HR staff; reports to the HR director, and assists company managers with HR issues.

Primary Objectives:

Safety of the workforce. Development of a superior workforce. Development of the Human Resources department. Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. Personal ongoing development.

Development of the Human Resources Department

Administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company. Participates in developing department goals, objectives, and systems. Assists with the tracking of departmental and company measurements that support the accomplishment of the companys strategic goals.

Prepares and maintains reports that are necessary to carry out the functions of the Human Resources department. Prepares periodic reports for management, as necessary or requested. Participates in administrative staff meetings and attends other meetings and seminars as necessary and to represent the department.

Human Resources Information Systems (HRIS)

Maintains the HRIS database and generates scheduled or requested reports to assist management. Updates employee phone directory and company organization chart. Maintains a database of employee contact information. Periodically audits the database to ensure accuracy. Assists in the development and updating of the Human Resources section of the Web site. Keeps employee records up-to-date by processing employee status changes in a timely manner. Maintains personnel files in compliance with applicable legal requirements.

Benefits Administration

Conducts benefit orientations and other benefit training, as needed. Processes enrollments, changes, and terminations of participants in all benefit plans and programs. Reconciles monthly billing statements against payroll deductions. Assists employees with any benefit claim issues or concerns. Administers the day-to-day transactions of the 401(k) plan and processes employee loans and applications.

Training and Development

Schedules participants into training sessions. Tracks participants and training records. Enters training records into database and maintains it. Tracks the implementation of the employee performance development plans (PDPs). Tracks the accomplishment of PDP goals.

Employment

Advertises employee job openings first, internally, and then, externally, in keeping with company recruitment policies. Manages the logistics of the recruiting process. Writes newspaper classified ads and posts ads on the Internet in places appropriate to the open position including job boards, college career services offices, professional associations, and on the company's Web site.

Sorts and reviews resumes as they arrive on a daily basis. Manages the flow of paper applications and manages the recruiting email box. Provides a first review of resumes. Maintains a filing system that retains qualified applications for one year. Schedules interviews for the hiring manager and Human Resources. Schedules additional interviews as needed. Mails out the candidate offer letter packet as requested and tracks return. Makes sure that the work space, computer and other equipment, mailbox, and appropriate installed software are ready for the new employee's start day. Conducts new-employee orientation. Prepares paperwork required for new hires and establishes personnel file. Assists the plant and front office with temporary staffing needs by contacting and working with the Temporary Staffing Agency. Conducts temporary employee orientation, creates time badges, and tracks current temporary employees' attendance. Faxes time sheets to Temporary Staffing Agency weekly for payroll processing.

Employee Relations

Assists in the development and implementation of an employee handbook and new personnel policies and procedures. Files all compliance reports with the state and federal government including EEO1 report. Assists with the implementation and tracking of company safety and health programs.

Compensation

Is trained in and regularly practices backing up accounting and payroll. Participates in at least one salary survey per year.

Organization Development

Participates on various committees to provide HR support and to monitor activities and completion of goals.

Executive Administration

Sorts mail and faxes; distributes to employee mailboxes. Assists with Board of Directors meetings: creates board packets, meets and greets arriving board members, orders lunches, makes reservations. Consolidates and emails out weekly management reports to managers. Coordinates executive travel plans and other arrangements as needed. Orders flowers and cards for employees for events such as illness, death in family, birth, graduation, and so on. Obtains VISAs and passports for employees needing to travel abroad.

Additional

Assumes other duties as assigned by the HR Director or the CEO.

To perform the Human Resources Assistant job successfully, an individual must be able to perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required of the company Human Resources Assistant. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Human Resources Assistant Requirements

Excellent computer skills, including Word and Excel in a Microsoft Windows environment. Effective oral and written communication skills. General knowledge of various employment laws and practices. Experience in administration of benefits and other HR programs. Excellent interpersonal skills. Skills in database management and record keeping. Able to exhibit a high level of confidentiality. Excellent organizational skills. Must be able to identify and resolve problems in a timely manner. Must be able to gather and analyze information skillfully.

Physical Demands of the HR Assistant's Job

These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources Assistant's job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources Assistant's job. While performing the responsibilities of the Human Resources Assistant's job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel and to manipulate keys on a keyboard. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision.

Work Environment for the HR Assistant's Job

While performing the responsibilities of the Human Resources Assistant's job, these work environment characteristics are representative of the environment the Human Resources Assistant will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the Human Resources Assistant's job.

While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate.

Conclusion
This job description is intended to convey information essential to understanding the scope of the Human Resources Assistant's position and it is not intended to be an exhaustive list of skills, efforts, duties, responsibilities or working conditions associated with the position.

Education and Experience

A Bachelors Degree is required. One to two years of general business experience, Human Resources experience preferred.

Disclaimer:
Please note that I make every effort to offer you common-sense, ethical management advice on this Web site, but I am not an attorney. The articles, resources, policy samples, and sample job descriptions on the site are not to be construed as legal advice. The site has a world-wide audience and employment laws and regulations vary from state to state and country to country; there is no possibility that I can successfully remain knowledgeable or up-to-date about all of them. This is a sample job description. When in doubt, always seek legal counsel.