Human Resources Job Profile
An exciting entry level option in the human resources field is working as a human
resources employee. This is how many human resources professionals start out, learning
the ropes as the assistant to another more experienced human resources specialist. In
today’s business world, human resources personnel work in challenging industries within
organizations in the private and public sector. Human resources assistants often have
similar tasks as human resources managers, but with much less professional responsibility.
If you are considering a career in human resources, you will most likely find the following
information helpful.
Educational Requirements for Human Resources
Generally speaking, employers hire human resources assistants that have at least a diploma
relating to business administration. In many regions, having a certification in human
resources will provide a better chance of getting hired as a human resources assistant.
Human resources is an ever changing field, so having up-to-date skills in business and a
general knowledge of employment laws and practices is what you will need to become an
human resources assistant.
Daily Work for the Human Resources Assistant
Human resources tasks can include writing job advertisements, reviewing resumes of
applicants, performing interviews, assisting with recruitment, community service and
orientation events, or managing the flow of employment paperwork within this department. In
some organizations, human resources assistants handle data entry for payroll, benefits
administration, employee counseling and safety campaigns.
The main areas of HR are:
 Providing support to line managers in development of job descriptions, person
specifications and performance indicators.
 Maintaining and updating a database with job descriptions, person specifications and
performance indicators.
 Ensuring that all employees are familiar with their job description and have the
necessary skills to perform their job.
 Using Job Analysis as a basis for other HR practices such as Recruitment and
Selection, Performance Management etc.
Recruitment and selection
 Liaising with line managers to determine the staffing needs of the organization.
 Drawing up job descriptions, person specifications, preparing advertisements.
 Screening applications, setting selection tests and running assessment centers,
interviewing and selecting candidates.
 Monitoring recruitment and selection to ensure the company operates in line with
employment law and company policies on equal opportunities and diversity.
Performance Management
 Developing and / or updating the organization’s Performance Management system to
ensure that people’s skills, behaviors, and contributions are recognized.
 Providing guidance and support to line managers so that they can apply the
Performance Management system effectively.
Organization development and training
 Analyzing the needs of the organization and of individuals, and designing relevant
training and development strategies to meet these
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Developing induction programmers and appraisal systems.
All aspects of training, including designing and delivering sessions, sourcing external
trainers, monitoring and evaluating training and identifying how to make it more
effective for the organization.
Human resource planning - predicting how the organization is likely to change in the
future and future staffing needs.
It can also involve career management, succession planning, management
development and counseling of staff.
Employee relations
 HR professionals develop systems for managers and support them in many areas.
They include grievance handling, disciplinary proceedings, redundancy
programmers, resolving differences between staff members, liaising with union
representatives.
 Implementing diversity and equal opportunities policies and supplying accurate
advice to managers and staff on the interpretation of employment legislation.
 Managing staff through processes of organizational change such as mergers.
 Ensuring the organization adheres to legal frameworks in areas such as discipline &
grievance, redundancy, and employment law.
Pay and Reward
 Developing and implementing a fair pay, rewards and benefits system for employees.
 Communicating the pay, rewards and bonuses system to all staff to ensure
transparency and openness.
 Administering payroll systems, conducting job evaluations, analyzing statistical salary
data and liaising closely with the rest of the organization.
Special Challenges of the Human Resources Assistant
Human resources employees are in a unique position as they are there to support the best
interest of the company and the employees at the same time. That means human resources
employees must be able to handle the politics of work, not get overly personal with anyone
and retain a certain level of neutrality in their daily work. At the same time, human resources
personnel are expected to adhere strictly to employment laws and policies uphold company
goals and objectives while retaining a positive outlook and keeping employee morale levels
high. It takes a high level of professionalism to do this every day as a human resources
assistant.
Benefits and Opportunities in Human Resources Jobs
Human resources personnel generally make higher wages than standard administrative
employees due to the specialization needed to perform this type of work. However, they
have less responsibility for employment processes which are handled by more experienced
or senior human resources personnel. Most human resources employees work full time day
shifts, except in cases where industrial firms require HR staff to be present for evening shift
employees. Human resources assistants can also choose to take on more responsibilities
and earn higher wages once the required educational and work experience level is attained.
Many HR personnel choose to settle on one favorite aspect of work by becoming payroll,
benefits, recruiting or employee support service specialists.