What does a Human Resource Specialist do?

Perform activities in the human resource area. Includes employment specialists who screen, recruit, interview, and place workers.

Jobs Roles

  • Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
  • Analyze employment-related data and prepare required reports.
  • Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
  • Conduct reference or background checks on job applicants.
  • Confer with management to develop or implement personnel policies or procedures.
  • Contact job applicants to inform them of the status of their applications.
  • Develop or implement recruiting strategies to meet current or anticipated staffing needs.
  • Hire employees and process hiring-related paperwork.
  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Interview job applicants to obtain information on work history, training, education, or job skills.
  • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
  • Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
  • Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
  • Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  • Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
  • Review employment applications and job orders to match applicants with job requirements.
  • Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
  • Schedule or conduct new employee orientations.
  • Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
  • Advise management on organizing, preparing, or implementing recruiting or retention programs.
  • Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
  • Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
  • Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
  • Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
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