Jabatan Bidang Kerja Human Resource di Perusahaan

Berikut ini dijelaskan 90 nama jabatan (job titles) bidang kerja Human Resources yang secara umum berlaku di berbagai perusahaan terkemuka dunia. Selain informasi sekilas tentang deskripsi tanggung jawab utamanya, ada juga persyaratan jabatan seperti masa kerja, atasan kepada siapa pemangku babatan mesti melaporkan hasil kerjanya dan kemampuan umum dan khusus yang seharusnya dimiliki oleh setiap pemangku jabatan tersebut.

HUMAN RESOURCES

Job, Criteria, etc

Training Manager

Designs, plans, and implements corporate training programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of training specialists. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Training Specialist I

Conducts company training programs. Requires a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Training Specialist II

Participates in, and conducts company training programs. Requires a bachelor’s degree in a related area and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Training Specialist III

Designs and conducts company training programs. Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Training Specialist IV

Designs and conducts company training programs. Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a supervisor or manager.

Benefits Administrator

Administers, processes, and maintains company benefits programs. May require an associate’s degree or its equivalent and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Benefits Analyst I

Researches, analyzes, evaluates, and administers corporate benefit plans/programs. May require a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Benefits Analyst II

Researches, analyzes, evaluates, and administers corporate benefit plans/programs. May require a bachelor’s degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Benefits Analyst III

Researches, analyzes, evaluates, designs and administers corporate benefit plans/programs. Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Benefits Analyst IV

Researches, analyzes, evaluates, designs and administers corporate benefit plans/programs. Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Benefits Clerk

Processes and files benefits forms and related information. Requires a high school diploma or its equivalent and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision; typically reports to a manager.

Benefits Clerk, Sr

Processes, maintains, and files benefits forms and related information. Requires a high school diploma or its equivalent and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Benefits Manager

Designs, plans, and implements corporate benefits programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of benefits analysts. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Benefits Supervisor I

Supervises a staff of benefit analysts who research, analyze, evaluate, design and administer corporate benefit plans/programs. Implements corporate benefits programs, policies, and procedures. A level I supervisor is considered a working supervisor with little authority for personnel actions. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Benefits Supervisor II

Supervises a staff of benefit analysts who research, analyze, evaluate, design and administer corporate benefit plans/programs. Implements corporate benefits programs, policies, and procedures. A level II supervisor has authority for personnel actions and oversees most day to day operations of group. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Benefits Supervisor III

Supervises a staff of benefit analysts who research, analyze, evaluate, design and administer corporate benefit plans/programs. Implements corporate benefits programs, policies, and procedures. A level III supervisor has full authority and may be considered lower middle management. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Compensation & Benefits Manager

Designs, plans, and implements corporate benefits and compensation programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of compensation and/or benefits analysts. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Compensation Analyst I

Evaluates and analyzes salary data. Administers company compensation programs. May require a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Compensation Analyst II

Evaluates and analyzes salary data. Administers company compensation programs. Requires a bachelor’s degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Compensation Analyst III

Evaluates and analyzes salary data. Designs and administers company compensation programs. Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Compensation Analyst IV

Evaluates and analyzes salary data. Designs and administers company compensation programs. Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Compensation Manager

Designs, plans, and implements corporate compensation programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of compensation analysts. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

EEO Specialist

Administers affirmative action programs. Develops company EEO policies and procedures. Requires a bachelor’s degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Employee Assistance Program Counselor

Counsels employees with medical/behavioral issues affecting job-related or personal performance. May evaluate and recommend outside treatment and counseling if necessary. Requires a bachelor’s degree in related area, state licensure and/or certification, and at least 3-5 years of experience in the field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a supervisor or manager. A certain degree of creativity and latitude is required.

Employee Assistance Program Manager

Designs, plans, and implements a company’s employee assistance program. Supports management in dealing with medical/behavioral issues affecting job-related or personal performance. May evaluate and recommend outside treatment and counseling if necessary. Requires a master’s degree in area of specialty, state licensure and/or certification, and at least 7 years of experience in the field. Generally manages a group of employee assistance program counselors. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Employee Relations Manager

Designs, plans, and implements a company’s employee relations programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of employee relations specialists. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Employee Relations Specialist I

Administers human resources policies and procedures that pertain to employee relations. Researches and analyzes data pertaining to human resources. May require a bachelor’s degree in a related area and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Employee Relations Specialist II

Administers human resources policies and procedures that pertain to employee relations. Researches and analyzes data pertaining to human resources. May require a bachelor’s degree in a related area and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Employee Relations Specialist III

Designs and administers human resources policies and procedures that pertain to employee relations. Researches and analyzes data pertaining to human resources. Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Employee Relations Specialist IV

Designs and administers human resources policies and procedures that pertain to employee relations. Researches and analyzes data pertaining to human resources. Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Employee Relocation Manager

Manages the employee relocation process. Facilitates transfer activities of employee and family members. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Relies on experience and judgment to plan and accomplish goals. Typically reports to top management.

Employee Relocation Representative I

Facilitates the relocation process and performs all administrative duties pertaining to relocation. May require a bachelor’s degree in area of specialty and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Typically reports to a supervisor or manager.

Employee Relocation Representative II

Facilitates the relocation process and performs all administrative duties pertaining to relocation. May require a bachelor’s degree in area of specialty and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision. A certain degree of creativity and latitude is required. Typically reports to a supervisor or manager.

Employee Relocation Representative III

Facilitates the relocation process and performs all administrative duties pertaining to relocation. May require a bachelor’s degree and 5-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Employee Relocation Representative IV

Facilitates the relocation process and performs all administrative duties pertaining to relocation. May require a bachelor’s degree and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Employment Manager

Designs, plans, and implements a company’s recruiting programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of recruiters. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Employment Representative I

Recruits, interviews, checks references, makes offers, and conducts orientation for new employees. Performs exit interviews and processes change of employee status. May require a bachelor’s degree in area of specialty and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Typically reports to a supervisor or manager.

Employment Representative II

Recruits, interviews, checks references, makes offers, and conducts orientation for new employees. Performs exit interviews and processes change of employee status. May require a bachelor’s degree in area of specialty and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision. A certain degree of creativity and latitude is required. Typically reports to a supervisor or manager.

Employment Representative III

Recruits, interviews, checks references, makes offers, and conducts orientation for new employees. Performs exit interviews and processes change of employee status. May require a bachelor’s degree and 5-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Employment Representative IV

Recruits, interviews, checks references, makes offers, and conducts orientation for new employees. Performs exit interviews and processes change of employee status. May require a bachelor’s degree and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

Employment Supervisor I

Supervises the activities of the employment department. Oversees a company’s recruiting programs, policies, and procedures. A level I supervisor is considered a working supervisor with little authority for personnel actions. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Employment Supervisor II

Supervises the activities of the employment department. Oversees a company’s recruiting programs, policies, and procedures. A level II supervisor has authority for personnel actions and oversees most day to day operations of group. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Employment Supervisor III

Supervises the activities of the employment department. Oversees a company’s recruiting programs, policies, and procedures. A level III supervisor has full authority and may be considered lower middle management. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Executive Compensation Manager

Designs, plans, and implements corporate compensation programs, policies, and procedures for senior and top executives. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of executive compensation analysts. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

HR Generalist I

Administers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. May require a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

HR Generalist II

Administers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. May require a bachelor’s degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

HR Generalist III

Designs and administers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

HR Generalist IV

Designs and administers human resources policies and procedures that cover two or more functional areas. Collects and analyzes HR data, and then makes recommendations to management. Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

HR Manager

Designs, plans, and implements human resources programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of human resources professionals. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

HRIS Analyst I

Evaluates, analyzes, designs, and maintains company Human Resources Information Systems (HRIS). May require a bachelor’s degree in a related area and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

HRIS Analyst II

Evaluates, analyzes, designs, and maintains company Human Resources Information Systems (HRIS). Requires a bachelor’s degree in a related area and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

HRIS Analyst III

Evaluates, analyzes, designs and maintains company Human Resources Information Systems (HRIS). Requires a bachelor’s degree in a related area and 4-8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

HRIS Analyst IV

Evaluates, analyzes, designs and maintains company Human Resources Information Systems (HRIS). Requires a bachelor’s degree in a related area and at least 8 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. May lead and direct the work of others. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department.

HRIS Clerk I

Performs routine administrative tasks in support of the HRIS (Human Resources Information Systems) group. Inputs data into a computer processing system and reviews output for accuracy. Requires a high school diploma or its equivalent and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor.

HRIS Clerk II

Performs routine administrative tasks in support of the HRIS (Human Resources Information Systems) group. Inputs data into a computer processing system and reviews output for accuracy. Requires a high school diploma or its equivalent and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a supervisor.

HRIS Clerk III

Performs routine administrative tasks in support of the HRIS (Human Resources Information Systems) group. Inputs data into a computer processing system and reviews output for accuracy. Requires a high school diploma or its equivalent and at least 5 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to a supervisor.

HRIS Manager

Manages and oversees an organization’s HRIS (Human Resources Information Systems). Develops, implements, and modifies system requirements. Prepares reports for budgeting and human resources. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Relies on experience and judgment to plan and accomplish goals. Typically reports to top management.

HRIS Supervisor I

Supervises the HRIS (Human Resources Information Systems) platform and maintenance of data. Reviews data input and output reporting for accuracy. A level I supervisor is considered a working supervisor with little authority for personnel actions. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

HRIS Supervisor II

Supervises the HRIS (Human Resources Information Systems) platform and maintenance of data. Reviews data input and output reporting for accuracy. A level II supervisor has authority for personnel actions and oversees most day to day operations of group. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

HRIS Supervisor III

Supervises the HRIS (Human Resources Information Systems) platform and maintenance of data. Reviews data input and output reporting for accuracy. A level III supervisor has full authority and may be considered lower middle management. May require a bachelor’s degree in area of specialty. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a manager or head of a unit/department.

Human Resources Assistant

Provides support in functional areas of a human resources department, which may include recruitment and employment, personnel records, employee and/or labor relations, job evaluation, compensation management, benefits administration, organization development and training. May require an associate’s degree in a related area with 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor or manager.

Human Resources Director

Plans, directs and carries out policies relating to all phases of personnel activity. Recruits, interviews, and selects employees to fill vacant positions. Plans and conducts new employee orientation to foster positive attitude toward company goals. Keeps record of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Investigates accidents and prepares reports for insurance carrier. Conducts wage survey within labor market to determine competitive wage rate. Prepares budget of personnel operations. Requires a bachelor’s degree with at least 7-10 years experience in Human Resources. Must be familiar with internet business models and technologies. Generally manages a group of human resources professionals. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Labor Relations Manager

Designs, plans, and implements a company’s labor relations programs, policies, and procedures. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of labor relations specialists. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Labor Relations Specialist I

Participates in labor contract negotiations. May prepare contract agreements. Requires a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Labor Relations Specialist II

Conducts and participates in company labor contract negotiations. Prepares contract agreements. Advises management on contract agreements and may handle employee grievances. Requires a bachelor’s degree in a related area and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Labor Relations Specialist III

Conducts and participates in company labor contract negotiations. Prepares contract agreements. Advises management on contract agreements, and handles employee grievances. Requires a bachelor’s degree in a related area and at least 5 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Occupational Nurse

Directs, initiates, and implements patient care plans. Provides nursing care at the worksite for employees and customers. May require an associate’s degree and is a registered nurse with at least 2-4 years of experience in a related field. Familiar with standard concepts, practices, and procedures within a particular field. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a supervisor and/or manager. A certain degree of creativity and latitude is required.

Organizational Development Manager

Manages, designs and implements policies and procedures for the organization development department. Requires a bachelor’s degree in a related area and at least 7 years of experience in the field. Generally manages a group of training specialists. Relies on experience and judgment to plan and accomplish goals. Typically reports to an executive.

Organizational Development Specialist

Analyzes organizational structures, responsibilities, team work, business or operating procedures, reporting relationships and work processes to design efficient methods of accomplishing work. May require a bachelor’s degree in a related area and 0-2 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Organizational Development Specialist, Sr

Analyzes organizational structures, responsibilities, team work, business or operating procedures, reporting relationships and work processes to design efficient methods of accomplishing work. Requires a bachelor’s degree in a related area and 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Project Administrator I

Plans and coordinates project scheduling, budgeting, and administrative tasks. Implements company policies and procedures. Requires a bachelor’s degree in a related area and 4-6 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a project leader or manager.

Project Administrator II

Plans and coordinates project scheduling, budgeting, and administrative tasks. Requires a bachelor’s degree in a related area with at least 7 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. Typically reports to a project leader or manager.

Recruiter I

Screens, interviews, and recommends prospective employees for employment. Extends offers of employment to successful candidates. May require a bachelor’s degree in a related area and 0-3 years of experience in the field or in a related area. Has knowledge of commonly-used concepts, practices, and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a manager.

Recruiter II

Screens, interviews, and recommends prospective employees for employment. Extends offers of employment to successful candidates. May require a bachelor’s degree in a related area and 2-5 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision; typically reports to a manager. A certain degree of creativity and latitude is required.

Recruiter III

Screens, interviews, and recommends prospective employees for employment. Extends offers of employment to successful candidates. May require a bachelor’s degree in a related area and at least 5 years of experience in the field or in a related area. Familiar with a variety of the field’s concepts, practices, and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May lead and direct the work of others. May report directly to an executive or head of a unit/department. A wide degree of creativity and latitude is expected.

Top Compensation and Benefits Executive

Plans and directs certain aspects of human resources relating to compensation and benefits policies, objectives, initiatives. Responsible for development and administration of all compensation and benefit programs. Requires a bachelor’s degree with at least 15 years of experience in the field. Relies on experience and judgment to plan and accomplish goals. Typically reports to top management.

Top HR Executive

Plans and directs all aspects of an organization’s human resources policies, objectives, and initiatives. Responsible for employment, placement, orientation and training, labor relations, compensation, benefits, and employee services. Requires a bachelor’s degree with at least 15 years of experience in the field. Relies on experience and judgment to plan and accomplish goals. Typically reports to top management.

Top HRIS Executive

Plans and directs all aspects of an organization’s human resource information system(s). Develops, implements, and maintains HRIS system(s) to meet an organization’s needs and objectives. Requires a bachelor’s degree with at least 8 years of experience in the field. Relies on experience and judgment to plan and accomplish goals. Typically reports to top management.

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