WHAT DOES A HUMAN RESOURCES SPECIALIST DO?

Published: Aug 4, 2025 - The Human Resources Specialist provides comprehensive support across HR operations, including recruitment, onboarding, employee relations, and performance management. This role contributes to the development and execution of talent initiatives, training coordination, well-being programs, and reward and recognition strategies. The specialist also supports HR events, employer branding efforts, and assists with reporting and ad-hoc administrative tasks.

A Review of Professional Skills and Functions for Human Resources Specialist

1. Human Resources Specialist Duties

  • HR Support: Provide necessary support in terms of HR processes (recruitment, promotion/assignment, performance, training, remuneration)
  • Employee Relations: Be the first point of contact for employees about all HR related topics
  • Talent Acquisition: Clarify the need, evaluate profiles, conduct Talent Acquisition process (i.e., competency-based interviews, assessment centers)
  • Career Advancement: Conduct promotion and rotation processes up to the Manager level for the related accounts
  • Succession Planning: Prepare career maps, manage succession planning for the related accounts, focusing on the talent pipeline
  • Talent Support: Provide insight and support for the Talent Management team for recruitment/promotion and rotation processes
  • Employee Engagement: Design and implement actions aimed at increasing and sustaining engagement, motivation, and performance for the related accounts
  • Legal Compliance: Ensure compliance of CCI employee practices with the Labor Law and all related laws and legislations
  • Code Compliance: Provide insights into decision-making for Disciplinary and Ethical Code processes
  • New Hire: Prepare and ensure orientation, onboarding, and changeboarding is conducted effectively
  • Employee Feedback: Conduct pulse checks and exit interviews and report significant subjects to the direct manager or function leaders
  • Learning Needs: Detect L&D needs of related accounts and collaborate with the L&D team and function to meet those needs
  • Performance Management: Provide the execution of performance management and conduct the PIP process accordingly
  • System Execution: Ensure that all systematic steps are carried out on OPP
  • Data Management: Maintain data, provide system improvement suggestions to related partners in HR and DT
  • Project Participation: Take an active role in HR related and multifunctional projects within CCI

2. Human Resources Specialist Details

  • Onboarding Coordination: Prepare documents, schedule, and facilitate a smooth new hire onboarding process, coordinating with cross-functional departments to deliver an exceptional first-day experience
  • Administrative Support: Handle all administrative tasks for onboarding, new hire orientation, offboarding, exit interviews, and attendance records
  • Data Entry: Enter data into HR information systems and audit for accuracy and compliance
  • Committee Management: Assist in EWC setup and maintenance and hold the labor-company committee
  • Health Protocol: Work together with the office admin to update the office COVID-19 protocol
  • Contract Processing: Assist in HR legal documents and contracts processing, including Work Permit application
  • Talent Projects: Assist in any Talent Operations Projects assigned such as Salary Review, Performance Management, and Employee Benefit (e.g., Group insurance, etc.)
  • Legal Compliance: Ensure legal compliance with Taiwan labor law and other applicable employment laws, update policies and/or procedures
  • Office Administration: Ensure the smooth running of departmental administration
  • Policy Implementation: Assist, develop, implement, and adhere to Company and Hotel Human Resources policies and procedures
  • Procedure Compliance: Ensure that all Human Resources administration procedures are carried out by the Hotel and Legal requirements
  • Legislation Awareness: Adhere and keep up to date with all Legislation affecting Human Resources

3. Human Resources Specialist Responsibilities

  • Recruitment Coordination: Coordinate the recruiting and onboarding process for all open positions
  • Hiring Support: Assist with recruitment strategy, job descriptions, and job postings via Paylocity, reviewing resumes for minimum qualifications, and assessing hiring managers’ satisfaction
  • Roster Management: Manage the substitute teacher roster through the entire substitute lifecycle
  • Onboarding Execution: Execute a high-quality, efficient onboarding experience including background checks, new hire requirements via Paylocity, and file making
  • Benefit Administration: Execute benefit transactions, interfacing with carriers
  • System Expertise: Serve as the Paylocity subject-matter expert, maintaining the integrity of employee records
  • Audit Support: Assist with annual census and audit preparation
  • Leave Management: Administer paid time off policies for all employees
  • Contract Processing: Assist with confidential annual contract and wage letter creation, review, and distribution
  • Verification Response: Assist in responding to employee verifications
  • Employee Service: Respond promptly to employee HR-related needs with a high level of customer service and confidentiality
  • Payroll Backup: Serve as HR Manager’s backup for reconciling semi-monthly FSA eligibility and deduction report
  • Policy Compliance: Maintain current knowledge of policies, regulations, legislation, technology, and procedures governing HR

4. Human Resources Specialist Job Summary

  • Action Processing: Builds requests for personnel actions using automated programs based on leadership guidance
  • Workflow Tracking: Enter hiring actions and track hiring actions in USSOCOM NIPR Enterprise Workflow Management System
  • Manpower Requests: Prepares Manpower Change Request Form 121 change requests for manpower requirements
  • Position Writing: Builds basic position descriptions for either supervisor or non-supervisor positions using information provided by leadership
  • Compliance Review: Conducts compliance reviews of Civilian Selection Advisory Documents submitted for leadership signature
  • Hiring Metrics: Provides metric timelines of hiring actions from start to completion
  • Data Analysis: Analyzes metric hiring actions to advise problem areas to leadership
  • Document Utilization: Uses various human resources documents to perform work assignments, obtain information, and provide assistance and information
  • Data Evaluation: Collaborates with other specialists and managers to identify and evaluate JSOU human resources data
  • Training Tracking: Assists in tracking supervisor training requirements

5. Human Resources Specialist Accountabilities

  • Meeting Participation: Be present at interdepartmental meetings with other managers
  • Exit Management: Responsible for exit interviews and procedures
  • Performance Evaluation: Evaluate reports provided by the HR team, team leaders, and operations managers to determine employee performance and training needs
  • Recruitment Planning: Establish recruitment plans, interview schedules, and evaluation standards by HR methodologies and labor laws
  • Policy Development: Set up management guidelines by preparing, updating, and recommending human resource policies and procedures
  • HR Oversight: Oversee all HR activities, communications, reports, requests, and documents created and received by the team
  • Policy Training: Teach employees such that they follow all policies and procedures
  • Compliance Monitoring: Monitor and implement applicable human resource federal and state requirements, conduct investigations, maintain records, and represent the organization at hearings
  • Department Growth: Grow the organization's human resources department by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices
  • Compensation Analysis: Study compensation standards set by industry and governing bodies to create salary structures and administer employee benefits
  • Staff Management: Manage human resource staff by recruiting, selecting, orienting, and training employees
  • Record Maintenance: Maintain historical human resource records by designing a filing and retrieval system and keeping past and current records

6. Human Resources Specialist Functions

  • Hiring Management: Manage recruitment and hiring efforts for the mill including partnering with University co-op programs
  • Employee Relations: Create strategic business partnerships with front-line employees and supervisors to promote positive employee relations
  • Discipline Planning: Create progressive discipline plans to monitor, review, and make suggestions for corrective actions for attendance, punctuality, conduct, and performance issues
  • Policy Implementation: Implement human resource policies and procedures to ensure compliance with Federal and State regulatory requirements and reporting
  • Recruitment Coordination: Coordinate recruitment efforts, establish interview and selection procedures
  • Interview Facilitation: Develop job announcements and interview materials, and conduct interviews for hourly employees
  • Issue Resolution: Investigate questions and/or complaints to resolve employee relations issues, People and Culture
  • Labor Management: Serve as the first point of contact for labor relations to manage grievance procedures and the administration of the collective bargaining agreement and labor union contract negotiations
  • Manager Coaching: Coach and advise front-line employees and managers regarding employee relations policies, contractual labor agreements interpretation, and proper operating procedures
  • Workforce Planning: Partner with Talent Acquisitions to manage the workforce plan development and implementation, assisting with compensation and training initiatives

7. Human Resources Specialist Job Description

  • Client Relations: Develops and maintains effective relationships, provides sound guidance and value-added solutions that contribute to clients’ success and growth of their business, and results in high customer satisfaction and retention
  • Account Management: Manages assigned book of business to include complex clients
  • Service Delivery: Ensures all clients receive customized solutions by internal standards and HR best practices, prompt issue resolution, and timely follow-up
  • Business Insight: Interacts with clients to gain knowledge of their business model and drivers, HR practices, goals and objectives
  • HR Recommendations: Makes recommendations utilizing knowledge from various human resource disciplines to address client needs and follows up to ensure satisfaction
  • Solution Development: Develops and delivers customized HR solutions that support and enhance the client’s organizational culture and work practices
  • Training Guidance: Recommends training to improve business operations and minimize liability, harassment and discrimination prevention, performance appraisal training, development of employee handbooks and policies, job descriptions, employee counseling, terminations, and other programs
  • Compliance Support: Identifies legal and regulatory compliance concerns related to employee relations and partners with clients to conduct employee coaching, counseling, reduction in force decisions, termination analysis, and separation agreements
  • Employee Liaison: Acts as a point of communication between the affected employee and the client
  • Resource Utilization: Utilizes HR, Compensation, EEO, or other appropriate Centers of Excellence (COE) and internal partners to resolve challenging client issues
  • Presentation Delivery: Delivers formal and informal presentations, including controversial topics or complex ideas in a clear, concise and logical sequence at a level appropriate to the audience
  • Team Collaboration: Builds, maintains, and promotes relationships with team members, peers across disciplines, sales staff, and all other company team members, ensuring effective coordination of communications and services affecting clients
  • Strategic Planning: Partners with other service team members to develop service strategy plans, identify client concerns, and make recommendations to improve and strengthen the client relationship
  • Record Maintenance: Ensures all client and client-related interactions are properly and timely documented in the appropriate client management systems and databases

8. Human Resources Specialist Details and Accountabilities

  • Program Administration: Administers and maintains Human Resources programs
  • Analytical: Exhibit excellent analytical, problem-solving and organizational skills
  • Task Prioritization: Prioritize multiple assignments, adapting to changing priorities and situations, and follow through on the completion of assignments by deadlines
  • Customer Relations: Establishes and maintains positive customer service relationships at all times by utilizing excellent customer service skills
  • Emotional Awareness: Relates effectively at all levels and recognizes when someone is in distress
  • Issue Response: Responds to issues and concerns promptly, remains focused, and maintains a caring and professional attitude at all times
  • Status Updates: Keeps customers informed of delays
  • Customer Education: Provides ongoing customer education in the process of answering concerns
  • Form Assistance: Assists customers in completing Orlando Health and Human Resources-related forms and applications
  • Confidentiality Maintenance: Maintains a high level of confidentiality when researching and resolving customer concerns
  • Policy Application: Applies policies and procedures, communicates, and positively adapts to change
  • HRIS Maintenance: Maintains accurate information in the Human Resources Information Systems (HRIS)
  • Data Accuracy: Maintains accurate information in the Human Resources Optical Imaging system
  • Staff Training: Provides training for Specialists in other internal Human Resources Departments
  • Process Improvement: Makes recommendations for process improvements to continuously improve overall efficiency and customer service
  • Goal Participation: Participants in the development of department goals, objectives and processes
  • Concern Escalation: Escalates customer concerns to the Manager
  • Attendance Compliance: Maintains reasonably regular, punctual attendance consistent with Orlando Health policies, the ADA, FMLA and other federal, state and local standards
  • Policy Compliance: Maintains compliance with all Orlando Health policies and procedures

9. Human Resources Specialist Tasks

  • Payroll Processing: Process payroll for all hourly employees at the Hanover and York locations
  • Administrative Support: Provide administrative support for all HR activities such as attendance tracking, change request forms, PTO/PSL usage, completion of all required reviews, etc.
  • Employee Service: Provide excellent customer service to employees by addressing HR questions and assisting in the resolution of issues promptly
  • Issue Escalation: Escalates matters to the appropriate personnel
  • Recruitment Coordination: Coordinate all recruitment activities for temporary associates and hourly employees including setting up interviews/tours, pre-employment testing
  • Orientation Facilitation: Facilitate New Hire and Benefits Orientations to ensure a positive transition for all new hires
  • Community Outreach: Attend job fairs and partner with local schools, community organizations and career events to recruit candidates in collaboration with the site HR team
  • Claims Management: Manages all unemployment compensation claims
  • Conflict Resolution: Help to resolve minor personnel and employee relations issues and foster an effective, productive, progressive manager/employee work environment
  • Engagement Activities: Drives employee engagement by coordinating plant engagement initiatives, including serving as a key member on the Activities Committee
  • File Maintenance: Maintains employee files, databases, and information in compliance with regulations and policy
  • Benefits Coordination: Coordinates the administration of benefits and leaves of absence between employees, the third-party administrator and the Corporate Benefits team
  • Communication Delivery: Create and/or distribute communications (memos, emails, letters, presentations, spreadsheets, surveys, etc.)
  • Data Tracking: Track data and/or consolidate responses and follow up with others to obtain information and identify insights
  • Team Support: Serve as back-up to the site HR team and provide administrative support to the direct manager

10. Human Resources Specialist Roles

  • Customer Service: Provide high-touch customer service that meets expected service level and business performance goals through telephone, email, and case management system
  • HR Support: Provide employees and managers support for HR, payroll and benefits transactions, including tier 2 support on processes for the HRIS system (WorkDay)
  • Self-Service Coaching: Coach callers on the use of self-service
  • Inquiry Assignment: Assign inquiries to appropriate functional specialists if not resolved at first contact
  • Customer Follow-up: Provide follow-up communication to customers to ensure satisfaction and ticket resolution, including documenting customer contact information and notes
  • System Feedback: Provide feedback on customer issues and the case management system so that management can address and improve the items
  • Data Entry: Process and enter timely and accurate confidential employee information and changes in the HRIS (WorkDay), including new hires, terminations, promotions, salary changes, leave of absences, benefit enrollments, direct deposits, general deductions, etc.
  • Process Expertise: Provide subject matter expertise in transactions and processes within the HRES
  • Benefits Administration: Administer and provide subject matter expertise in employee benefit plans such as Medical, Dental, Vision, Life, Short-Term Disability, Long-Term Disability, Wellness, and other programs
  • Team Leadership: Provide leadership to HR Specialist by answering transactional and functional questions
  • Staff Training: Assist with training HR Specialist to proficiently and efficiently process Level 1 transactions
  • Record Accuracy: Support the integrity of employee records and WorkDay data
  • Team Collaboration: Support team members from all functional areas
  • Process Improvement: Identify, suggest, document and implement ongoing process improvements
  • Issue Assessment: Assess inquiries or reported issues to determine the best method of resolution
  • Case Management: Utilize a case management system to support issue resolution or case escalation
  • Escalation Handling: Document inquiries and escalate to other parties, providing warm transfers of calls to the next tier or third-party vendor
  • Team Contribution: Works collaboratively within a team to share ideas, ownership, and accountability for driving improvements and consistency of execution for key HR processes
  • Trend Reporting: Identify and report any call trends or product trends to the Team Lead or Supervisor
  • Training Participation: Participate in scheduled and ad hoc training to improve policy and process acumen
  • Client Assessment: Articulate collects information to understand and assess the clients’ needs and situation

11. Human Resources Specialist Additional Details

  • Inquiry Handling: First point of contact for general HR-related inquiries and requests for assigned client groups
  • Orientation Coordination: Rotational facilitation of new employee orientation and coordination of onboarding activities, ensuring a positive employee experience and assimilation
  • Leave Management: Assists with leaves of absence and ADA accommodations, ensuring compliance with federal and state laws while coordinating with the third-party leave administrator and disability carrier
  • Training Follow-up: Follow up on incomplete employee training assignments and other employee tasks
  • Data Entry: Enters employee data while maintaining and ensuring data integrity across all HR systems and applications, including SuccessFactors and ADP Workforce Now
  • Data Resolution: Researches and resolves inconsistent or inaccurate data once identified
  • Data Auditing: Performs regular audits on HR data
  • Report Preparation: Prepares and delivers various reports from HRIS and payroll systems
  • Event Planning: Plan and manage employee special events
  • File Maintenance: Prepares and maintains employee files/records, performing periodic audits
  • Record Purging: Manages purge schedules according to applicable legal requirements
  • Onboarding Coordination: Coordinates pre-hire and employee onboarding process
  • Background Processing: Submitting and monitoring background investigations, receiving and auditing new hire paperwork, submitting IT tickets, completing I-9 verifications, and other onboarding activities
  • Offboarding Coordination: Coordinates employee offboarding process, including submitting IT tickets, disabling badge access, preparing exit paperwork and coordinating with payroll for final check preparation
  • Record Management: Prepare and maintain employee files and records
  • Facility Operations: Day-to-day facility operations, including addressing facility requests and needs, receiving and managing mail and ordering and maintaining office supplies
  • Project Coordination: Coordinates various HR-related projects with the wider HR team

12. Human Resources Specialist Essential Functions

  • Record Management: Manage employment records for new hires, transfers, promotions, and terminations
  • Benefits Administration: Manage benefits and open enrollment programs
  • Interview Scheduling: Schedule and conduct candidate interviews
  • Hiring Oversight: Oversee the hiring process, job postings, screening applicants' resumes, and performing candidate background checks
  • Onboarding Delivery: Develop and provide orientation and onboarding to new employees
  • Policy Support: Support updates to internal policies and procedures under the general guidance of the HR leadership team
  • Onboarding Coordination: Manage the employee onboarding process, including communications, data maintenance, and information-sharing with new hires
  • Exit Support: Assist with the exit process, including collecting exit interview surveys, updating relevant stakeholders, and updating within the HRIS system
  • HRIS Administration: Responsible for all HRIS data administration in Workday for recruitment, new hires, terminations, and changes in status
  • Employee Relations: Promote positive employee relations by aiding employees with basic inquiries related to employment practices, benefits, payroll, and policies
  • Issue Escalation: Provide direction to resources, escalate issues, and follow up
  • Policy Coaching: Provide basic coaching and counsel to employees, supervisors, and managers on company policies and practices
  • Process Improvement: Help to develop and execute improvements throughout the employee lifecycle

13. Human Resources Specialist Role Purpose

  • Lifecycle Support: Support key employee life cycle processes such as onboarding of new hires, data management, transfers, leavers, payroll setup, and benefit enrollments
  • Contract Negotiation: Provide senior-level support to clients by negotiating employment contracts and onboarding employees in various countries
  • Partner Management: Manage local payroll providers, benefits brokers, HR advisors, and other partners
  • Client Advising: Respond to client queries and advise on benefits, international payroll, expense reporting, and other HR matters that invariably arise for clients hiring internationally
  • Termination Handling: Handle terminations, both straightforward and more complex situations
  • Client Representation: Attend calls and/or in-person meetings as the company’s local representative
  • Regional Expertise: Serve as regional expert for all human resources functions
  • Relationship Management: Manage client relationships in conjunction with members of the client services team
  • Client Support: Handle ongoing matters with existing clients by pulling in appropriate members of the team to resolve client queries
  • Service Improvement: Work with the client and operations teams to identify and manage service improvement activities

14. Human Resources Specialist General Responsibilities

  • HR Support: Provide support to the HR leader and other HR Team Members
  • Department Support: Provide support to the Lead Team Members, Finance, Safety, Operational and Maintenance Departments
  • Record Maintenance: Maintain human resources records for all employees
  • Time Tracking: Track Salaried Non-Exempt Time and process overtime uploads promptly
  • I-9 Compliance: Complete Electronic I-9 forms and maintain I-9 files for compliance
  • Material Preparation: Assist in the development of presentation material, correspondence, and department mailings
  • Goal Alignment: Champion and support the Mill HR Department with meeting corporate HR Goals through the IPCP process, employee education, and effective communication
  • Record Retention: Support the company’s annual records retention process
  • Policy Administration: Support and administration of Mill Policies and Procedures, including periodic reviews and revisions
  • Labor Relations: Support Mill Labor Relations activities, including periodic negotiations, effect bargaining, contract interpretation, arbitrations and grievance research
  • Team Backup: Perform all additional activities of other HR Support personnel as backup
  • System Management: Maintain the HR SAP system for hourly and salaried personnel transactions
  • Benefit Meetings: Conduct Employee Informational Meetings for salaried and hourly employees regarding benefit changes
  • FMLA Guidance: Guide employees on the Family and Medical Leave Act guidelines, including eligibility requirements and application process
  • FMLA Records: Securely maintain all FMLA files according to Corporate retention guidelines
  • Medical Confidentiality: Maintain confidentiality regarding medical information following HIPAA
  • Recruitment Posting: Champion the SAP Recruitment Posting Process
  • Vacancy Posting: Maintain and post vacancies
  • Candidate Data: Monitor and provide candidate data
  • Logistics Coordination: Assist with the coordination of logistical activities for candidates (travel arrangements, itineraries)
  • Report Preparation: Provide reports to the Gainsharing Team for evaluation of potential quarterly Gainsharing Payouts (i.e., Eligibility reports and Earnings Reports)
  • Payout Processing: Process Gainsharing Payouts for eligible salaried employees
  • System Troubleshooting: Serve as Location Administrator/ Labor Metrics and Troubleshoot issues

15. Human Resources Specialist Key Accountabilities

  • Benefit Support: Assists with disability, health, and life benefits, paid time off, and retirement plans
  • Document Preparation: Prepares appropriate documentation and processes necessary paperwork
  • Payroll Input: Input transfers, salary and miscellaneous deduction changes for employee records in the payroll system
  • Loan Processing: Processes forgivable loans per promissory notes
  • Expense Processing: Processes other input or items such as gift cards, moving expenses, trips, referral bonuses, educational assistance applications, and other expenses
  • Payroll Verification: Verifies entries in payroll system to ensure information is correct before final payroll run
  • Enrollment Processing: Processes benefits enrollment paperwork for payroll deduction into the system for all new employees
  • Election Updates: Input the benefits election changes into the payroll system for employees with qualifying events
  • Disability Entry: May calculate and enter Short Term Disability benefits according to forms provided by the Benefits Department to ensure correct payment
  • Issue Discussion: Discusses discrepancies with the Benefits Department
  • Transaction Tracking: Tracks all business processes for stranded transactions, runs and reviews data audit reports to ensure the integrity of data
  • Data Correction: Completes data entry or maintenance, monitors HR integration error reports and makes data corrections
  • Partner Communication: Responds to business partners regarding missing data to ensure process flows for benefit programs, compliance, and human resources policies
  • Inquiry Handling: Handles various levels of inquiries concerning compensation, position management, payroll, and benefits administration
  • Employee Contact: Provides the first line of contact for employees, external vendors, the trust department, and other plan administrators via telephone
  • Inquiry Resolution: Researches and resolves basic inquiries regarding payroll activity, tax withholdings, and basic inquiries regarding employee data

16. Human Resources Specialist Roles and Details

  • Team Supervision: Oversee Human Resource Assistant
  • Regulation Compliance: Maintain compliance with the clinic contract and regulations for compliance with the requirements of personnel files, onboarding personnel
  • Talent Management: Responsible for employee relations, training, development and implementation of recruiting strategy and screening prospective candidates
  • Engagement Strategy: Develop Lamour's corporate social responsibility objectives by enhancing employee engagement and awareness of the organization's values and mission
  • Practice Development: Develop and establish standard personnel practices, including designing training materials for employee development and assisting with each program service's conducting training, enforcing state-regulated personnel standards, and maintaining personnel files
  • Operations Management: Manages human resources operations by recruiting, selecting, orienting, training, coaching and implementing strategy
  • Policy Guidance: Guides management and employee actions, policies, procedures, methods, and guidelines
  • Value Communication: Communicating and enforcing organizational values
  • Information Management: Serve as a resource for personnel information management, organizational climate management, grievance handling, and enforcement of company policies and procedures including all policies and manuals
  • Payroll Support: Assist with administering payroll and benefits for the company and staff
  • Audit Tracking: Responses to auditing and tracking and identifying potential staff for Hiring and Credentialing, employee verifications, CORI, and SORI background checks
  • File Coordination: Coordinating all staff files and making sure personnel files comply with policies and procedures
  • Training Implementation: Developing Human Resources training and implementation of Policy and Procedure
  • Standards Compliance: Complying with the clinic contract and regulations, licensing and accreditation requirements, and federal and state affirmative action requirements, personnel files

17. Human Resources Specialist Responsibilities and Key Tasks

  • Process Coordination: Coordinate selection processes for hourly and salaried positions, including posting with and outreach to the St. Joseph Workforce Development and other organizations
  • Agency Communication: Communicate with authorized staffing agencies
  • Applicant Sourcing: Sourcing, screening, and corresponding with applicants
  • Assessment Handling: Conducting pre-employment assessments and reference checks, maintenance of all recruiting files
  • Onboarding Coordination: Coordinates orientation and onboarding activities for new hires
  • AAP Maintenance: Maintains the Affirmative Action Planning system, including maintaining annual logs for internal job postings, hires, terminations, separations, and promotions, and completion of the annual AAP
  • Compliance Monitoring: Ensure the facility maintains full compliance with all aspects of a federal contractor
  • Policy Presentation: Makes presentations to employees and contractors regarding policies and work rules that apply to all individuals who work at the location
  • File Management: Maintains the accuracy and security of all HR-related files by the records retention policy including employee personnel files, medical files, and I-9s
  • Log Maintenance: Maintains logs for disciplinary action, training, vacation, etc.
  • Database Accuracy: Maintains the accuracy of shared files and databases
  • Form Processing: Ensures timely and accurate processing of human resource-related forms
  • Information Research: Researches and furnishes employee information to authorized persons
  • Question Handling: Handles human resource-related questions

18. Human Resources Specialist Duties and Roles

  • Coding Accuracy: Ensures hourly employees are coded accurately by job classification, jobs performed, shift, and department assignment
  • Attendance Tracking: Completes hourly attendance tracking daily, initiates disciplinary action, communicates issues, and prepares attendance reports
  • Benefits Knowledge: Working knowledge of all benefits for hourly and salaried employees
  • Enrollment Support: Assists with open enrollment meetings
  • Issue Resolution: Serves as a resource to employees in resolving benefits-related issues and concerns
  • Leave Support: Supports processes related to FMLA, disabilities, and return to work
  • Claim Processing: Processes all unemployment-related claims
  • Hearing Participation: Participates in any appeal hearings or other activities related to unemployment claims
  • Concern Escalation: Surfaces employee concerns and improvements
  • Problem Resolution: Recommends alternatives for the resolution of problems
  • Employee Liaison: Acts as a liaison between the individual employee, facility managers, the Region Human Resource Manager, and company or community resources in maintaining a highly engaged, union-free work environment
  • Finance Support: Perform additional duties to support the Finance functions such as accounts receivable/payable, invoicing, order entry, payroll, and related administrative duties in support of plant operations
  • Event Coordination: Coordinate facility functions including employee recognition, service awards, safety, and holiday-related events
  • Meeting Preparation: Assists in organizing presentation materials, coordinating meetings and catering arrangements, maintaining bulletin boards, and other assignments

19. Human Resources Specialist Roles and Responsibilities

  • Department Support: Provide support to the P&O Department
  • Document Management: Organize, compile and update personnel documents and files retained as part of the Company's Document Retention Policy
  • Invoice Tracking: Create, track and follow up on all invoices sent to the P&O Department
  • HRIS Maintenance: Assist in maintaining Human Resource Information System (HRIS) records and compile reports from the database and distribute them accordingly
  • Policy Tracking: Track the acknowledgement of new company-wide policies and procedures
  • Manager Follow-up: Follows up with management
  • Performance Tracking: Tracks annual performance management documents
  • Record Updating: Update employee records in the HRIS system (currently ADP Workforce Now)
  • Posting Distribution: Order and/or distribute employment/labor law and other P&O postings
  • Disciplinary Composition: Compose standard employee disciplinary actions (i.e., attendance, preventable accidents, etc.) and track
  • Correspondence Handling: Compose general correspondence and distribute it accordingly
  • Benefits Processing: Coordinate daily benefits processing, including handling enrollments, COBRA, terminations, changes, beneficiaries, disability, accident and death claims, rollovers, QDROs, medical support notices, and compliance monitoring
  • Benefits Maintenance: Oversee maintenance of employee benefits files, maintain benefits information and update employee HRIS records
  • Material Distribution: Design and distribute materials for benefits orientations, open enrollment and summary plan descriptions
  • Payroll Distribution: Distribute and/or mail payroll checks weekly
  • License Monitoring: Monitor Embark database notifications regarding employee license activity
  • Mailing Assistance: Assist with P&O mailings and filing

20. Human Resources Specialist Duties

  • Talent Acquisition: Participates in strategic recruiting and hiring activities
  • Event Attendance: Attends hiring events in the surrounding areas
  • Orientation Support: Assist with new hire orientation
  • Employee Assistance: Assists employees with requests, concerns, and other HR related issues
  • File Maintenance: Maintains employee files and e-verify documents
  • Temp Coordination: Coordinate the use of temporary employees
  • Event Management: Manages employee recognition activities and company events
  • Program Oversight: Manages daily activities and maintenance surrounding the employee recognition program
  • Attendance Tracking: Tracks attendance and vacation
  • Leave Coordination: Coordinates FMLA, STD, LTD, and unpaid leaves of absence
  • System Updates: Completes regular updates in the Kronos system
  • Uniform Tracking: Orders and tracks company uniforms
  • Invoice Processing: Conducts SAP requests and processes HR invoice requests
  • Data Management: Participates in compiling and maintaining HR data and metrics

21. Human Resources Specialist Details

  • Employee Support: Act as front-line support to all Too Faced employees for any HR-related questions around policies, procedures, and general inquiries
  • Data Ownership: Owner of all things employee data-related including the timely updates and auditing of the following: ADP TotalSource, Master Employee Roster, Org Charts, Terminated Employee Roster, Hierarchy Reporting, Bonus Reporting, etc.
  • Analytics Reporting: Maintain HR analytics reporting for monthly HR and TA Dashboards including preparation, accuracy, and data insights in the following areas: turnover, exit interview data, onboarding surveys, new hire reporting, employee population demographics, etc.
  • Survey Maintenance: Upload and maintain all employee data in the survey system (Culture Amp) every month, ensuring accuracy
  • Survey Coordination: Be the main point of contact for initiating employee surveys for exiting and onboarding employees
  • Payroll Oversight: Assists and oversees multiple facets of the Payroll and Benefits processes
  • Payroll Submission: Run and submit all payroll via ADP TotalSource
  • Hire Setup: Complete ADP set-up for all new hires including I-9 verification
  • Timekeeping Review: Oversee the accurate submissions of employee timekeeping with support from HR Coordinator
  • Timecard Reporting: Assist with the bi-weekly time card reporting through the ADP EZLabor online tool
  • Onboarding Management: As a steward of the Too Faced onboarding program, own the employee onboarding and new hire orientation process
  • Benefit Follow-up: Follow up with new employees on benefit enrollment and issuing of 401(k) packets
  • Leave Handling: Act as the first point of contact for all LOAs and Workers' Comp claims, liaising with appropriate ADP representatives

22. Human Resources Specialist Responsibilities

  • Advisory Services: Serves as a senior human resources specialist responsible for providing advisory services related to Recruitment and Placement strategies and operations by law, and Office of Personnel Management, DoD, DFAS policies and regulations
  • Policy Interpretation: Researches and interprets Federal and agency-level laws, policies, and regulations related to Recruitment and Placement to provide advice and assistance to management, employees, and applicants
  • Job Analysis: Conducts job analyses to identify major duties and critical competencies of a vacancy
  • Criteria Development: Develops criteria to evaluate applicant proficiency levels on the critical competencies
  • Staff Training: Exercises leadership, provides review and guidance and develops/delivers training to other staff on issues such as qualification review, job analysis, Priority Placement Program (PPP), staffing regulations, pay setting, and prioritization of work
  • Cross-Functional Coordination: Coordinates with senior specialists and subject matter experts in other HR functional areas to ensure adequacy, efficiency, and effectiveness of human resources life cycle activities for serviced organizations
  • Announcement Management: Develops vacancy announcements, evaluates applicants for eligibility and qualifications, extends job offers, and coordinates the onboarding process
  • Compliance Auditing: Conducts audits of Recruitment and Placement operations and actions to ensure compliance with Federal and agency law, policy, procedure, and practice
  • Needs Assessment: Consults with management to identify recruitment needs and develop recruitment options and strategies
  • Hiring Guidance: Advises management on recruitment sources, special programs, pay administration, and incentives to attract highly qualified candidates

23. Human Resources Specialist Job Summary

  • Onboarding Execution: Execute supported employee onboarding, including working with in-country partners and setting up and enrolling payroll and benefits
  • Contract Management: Create, maintain, and archive compliant local employment contracts and employment documentation
  • System Setup: Ensure supported employees are appropriately set up in all Velocity Global systems with client agreements and supported employee contracts
  • HR Response: Research and respond to all benefits, international payroll, expense reporting, and all other HR matters that are requested by regional managers and the client service team
  • Knowledge Maintenance: Responsible for continuously updating and refreshing Velocity Global's knowledge base
  • Team Support: Support the Velocity Global client service team across all aspects of the business
  • Employee Engagement: Drive employee satisfaction and retention with sincerity and passion, and approach troubleshooting as an opportunity to establish integrity and value
  • Calendar Management: Create and manage employee onboarding calendars by following and refining processes
  • Immigration Communication: Communicate with domestic and foreign embassies on immigration matters for externally supported employees
  • Timeline Execution: Execute on committed timelines, including influencing global affiliates and clients to meet their agreed-upon timelines, properly allocating resources, and maintaining the team on project-related issues with a strong emphasis on results
  • Solution Research: Research challenging employee questions and employee scenarios and present solutions to the client service team
  • Offboarding Support: Support and execute upon compliant employee terminations and offboarding
  • Benefit Inquiry: Research and respond to all global benefits, payroll, expense and other HR matters as they pertain to the region
  • Employment Competency: Develop and maintain competency in the area of international employment

24. Human Resources Specialist Accountabilities

  • Staff Recruitment: Recruits the personnel for Country HQ positions in qualifications in case there is a vacancy in current positions or if additional staff are needed in compliance with the corporate procedures
  • Data Entry: Enter data of the recruitment and exit process into the HR system
  • Hiring Coordination: Plans and conducts all recruitment processes such as placing job ads in career portals, filtering, organizing the interviews, selecting the personnel, conducting reference checks of selected personnel before offers and providing long lists to store managers for store positions
  • Document Preparation: Ensures that the legal duties of the recruitment process are carried out, especially making the necessary documents for registration of new personnel ready and forwarding them to the country's Payroll team
  • Candidate Communication: Conducts all correspondence with the applicants in Corporate format and promptly during or after the recruitment process
  • Promotion Program: Follows and applies promotion programs for Store Manager, mid-level and VM positions in the store as per the related procedures announced by HQ
  • System Usage: Uses HR Recruitment and exit modules actively
  • Probation Tracking: Follows the probation period of new personnel and follows and sends the probation period surveys to the related managers
  • Report Preparation: Prepares statistical information or ongoing projects, etc. and reports to the Head Office Recruitment Department
  • Recruitment Compliance: Handles all recruiting and staffing operations in the country in compliance with the corporate procedures and Country legislation
  • Exit Interviewing: Conducts exit interviews with the personnel and reports to the Head Office International Recruitment Department
  • Training Management: Handles all training and development needs of store and country head office employees based on orientation, occupational expertise, and leadership competencies, to plan, carry out and follow up the training activities to be made in the country

25. Human Resources Specialist Functions

  • Benefits Management: Leads annual benefits enrollment and is the main point of contact for benefit brokers
  • Billing Reconciliation: Responsible for monthly benefit billing reconciliation and invoice processing
  • Orientation Facilitation: Facilitates new hire benefits orientation and reviews file feeds for additions and removals
  • Coverage Updates: Reviews COBRA enrollments and processes changes of coverage
  • Retirement Administration: Manages the 401(k) retirement plan, compliance notifications, and annual audit
  • Leave Tracking: Manages and tracks employee FMLA and other leave with proper documentation and communication to employees and managers
  • Employee Relations: Manages first-level employee relations functions with managers by providing coaching and documentation support
  • Leadership Training: Develops and administers leadership team training around dedicated areas
  • Engagement Leadership: Heads the employee engagement team and develops monthly wellness challenges or events (holiday party, luncheons, monthly coffee-talk, etc.)
  • Event Coordination: Drives internal events calendar and schedules events with the support of the employee engagement team
  • Survey Administration: Administers employee surveys and creates year-over-year presentations
  • Separation Processing: Processes employee separations by completing exit interviews, helpdesk tickets, payroll separation forms, and administering the return of company property
  • Claim Reporting: Manages unemployment claim reporting to the Texas Workforce Commission
  • Report Compilation: Compiles ad hoc reports including monthly turnover reports, exit interview data, etc.
  • Inquiry Handling: Handles and responds to general HR phone and email inquiries
  • Professional Participation: Participates in SHRM/Dallas HR activities when training budgets allow

26. Human Resources Specialist Job Description

  • Payroll Auditing: Audit time and attendance records for 500+ employees, and submit payroll on a bi-weekly basis
  • Benefits Processing: Ensure appropriate processing of documentation for benefits programs such as life, health, dental and disability insurance, vacation and sick leave, and other leaves of absence
  • Termination Preparation: Prepare employee termination forms and related documentation
  • Exit Interviewing: Conduct exit interviews to determine the reason for separations
  • Orientation Scheduling: Schedule and conduct new employee orientations
  • Policy Response: Respond to inquiries regarding human resources-related policies, procedures, and programs
  • Issue Resolution: Provide appropriate resolution of issues and inform the corporate office of any non-standard issues or events that may require additional attention
  • Policy Implementation: Assist Corporate Human Resources in the implementation and initiation of any new or changing human resources policy, procedure or program at the plant level
  • Review Coordination: Ensure performance reviews for the plant are conducted in a proper and timely manner
  • Record Maintenance: Maintain records of personnel activities such as hires, promotions, disciplinary actions, performance reviews, and terminations, as well as injury summaries
  • Data Compilation: Compiles data from personnel records and prepares reports
  • Wage Computation: Computes wages and records data for use in payroll processing
  • Benefits Administration: Compiles and maintains records for use in employee benefits administration
  • Application Review: Review and process employment applications and assist in other employment activities
  • File Examination: Review and examine employee files to answer inquiries and provide information to authorized persons
  • File Updating: Updates employee files to document personnel actions and to provide information for payroll and other users
  • HRIS Recording: Record employee information such as personal data, compensation, benefits, tax data, attendance, performance reviews or evaluations, and termination date and reason in the HRIS System

27. Human Resources Specialist Overview

  • Candidate Interviewing: Interviews and participates in the recruitment and selection of exempt, nonexempt, and hourly employees
  • Qualification Assessment: Determines applicant qualifications and makes the appropriate recommendations concerning offers of employment
  • Performance Auditing: Audit the performance of newly hired employees
  • Exit Interviewing: Conducts exit interviews with employees to determine the underlying reasons for termination of employment
  • Attitude Evaluation: Determines employee attitudes toward the company, supervisor, etc.
  • Wage Management: Manages the technician salary/wage program
  • Survey Participation: Participates in approved salary surveys affecting all nonexempt and hourly employees
  • Policy Administration: Administers Human Resources policies, advises/counsels plant management and employees regarding company policies and procedures
  • Report Generation: Generates, maintains and provides reports
  • Description Management: Directs and aids in the preparation of all plant position descriptions
  • Position Evaluation: Provides preliminary evaluation of new or revised position descriptions according to plant and company guidelines
  • Program Development: Initiates and assists in the development and presentation of programs that address important goals of the plant such as supervisory and employee development and promoting positive employee relations
  • Disciplinary Support: Researches, advises actions, and assists in corrective employee behavior and disciplinary action
  • Confidential Counseling: Counsels employees, supervisors and managers on confidential matters
  • Relationship Building: Establishes and maintains positive relationships with employees
  • Project Coordination: Coordinates plant projects as assigned or requested by the Human Resources Manager or Plant Manager

28. Human Resources Specialist Details and Accountabilities

  • Job Advertising: Prepare job announcements and advertisements
  • Job Analysis: Conduct job analysis to determine knowledge, skills, and abilities for positions
  • Strategy Development: Work with hiring managers to develop recruitment strategies
  • Plan Management: Create job announcements, develop exam plans, and manage comparative analysis process
  • Test Administration: Develop and administer tests and examinations
  • Applicant Screening: Screen applicants to evaluate whether they meet position requirements
  • SME Collaboration: Educate and work with subject matter experts during the comparative analysis process
  • Background Processing: Manage the background check process for new hires
  • Talent Sourcing: Research and develop strategies for attracting talent
  • Recruitment Events: Participate in job fairs and other recruitment activities
  • Position Evaluation: Conduct a job evaluation for proper classification and position placement within the state personnel system
  • Description Consulting: Consult with hiring managers and employees in the creation of position descriptions
  • FLSA Determination: Determine FLSA exempt/non-exempt status
  • File Maintenance: Maintain recruitment and position files
  • HR Consultation: Provide consultation and guidance to staff and managers regarding a variety of human resource matters, ensuring personnel rules and procedures are followed
  • Process Improvement: Continuous process improvement regarding selection and other HR functions
  • Data Reporting: Develop and maintain statistics and reports regarding recruitment, selection, turnover, and other workforce data
  • Committee Participation: Participate on various committees, training events, and special projects

29. Human Resources Specialist Tasks

  • HR Operations: Assists with day-to-day operations of the HR department to include implementing human resources policies, procedures, and practices by federal and state legal requirements
  • Orientation Delivery: Conducts Employee Orientation for all newly hired employees and processes all paperwork associated with new hires including offer letters
  • Screening Support: Assist with pre-employment screening for potential employees as well as conduct all background checks using a third-party Administrator
  • Document Verification: Verifies all employment documents including new hire forms and I-9 documentation
  • Form Accuracy: Ensures the accuracy of benefits-related forms from new and current employees
  • Benefits Coordination: Oversees the processing of those forms and coordinates enrollment by using the online employee portal
  • Inquiry Response: Answers employee requests and questions in a timely and courteous manner
  • Job Posting: Responsible for posting positions internally and externally and processing hiring actions
  • Meeting Attendance: Attends meetings where HR requires representation
  • Benefits Response: Responds to inquiries from employees regarding the organization’s benefits processes, policies, procedures, and programs
  • Communication Coordination: Coordinates distribution/communication of benefits and policies including but not limited to Medical/Dental/Vision, 401 K open enrollment, Health Care Savings Plans, etc
  • Benefits Administration: Assists in the administration of company benefits programs
  • Payroll Processing: Responsible for HR-related payroll changes including running payroll reports, entering employee information into HR Benefits, processing payroll deduction forms and troubleshooting payroll issues
  • File Maintenance: Creates and maintains personnel files in compliance with applicable legal requirements
  • Clerical Support: Makes photocopies, scans and faxes documents and performs other clerical functions

30. Human Resources Specialist Roles

  • HR Advising: Supporting, guiding and advising HR management on all HR and business-related matters
  • Employee Support: Assisting and supporting in day-to-day employee matters
  • Recruitment Handling: Handling the recruitment process and the onboarding experience of all team members
  • Program Support: Supporting the development and delivery of communications, talent management initiatives, succession planning, wellbeing programmes and reward and recognition
  • Training Coordination: Assisting with training coordination
  • Relationship Management: Managing relationships with employees and management
  • Performance Oversight: Conducting performance management and managing HR budgets
  • Disciplinary Participation: Participating and/or leading in disciplinary hearings and meetings
  • Event Participation: Being active in HR initiatives such as careers/recruitment fairs and all in-house events including coordination
  • Wellbeing Coordination: Coordinating well-being activities and events from conception to execution and follow-up
  • Reward Initiatives: Leading or assisting in the reward and recognition initiatives
  • Branding Execution: Generating and executing ideas for HR and employer branding initiatives
  • Task Support: Assisting and supporting management in ad-hoc tasks such as reporting exercises as the need arises
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