HR ONLY: Job Classifications

JOB TITLE
DESCRIPTION

HR CONSULTANT/PROJECT MANAGER
A senior level human resources professional with extensive background and expertise. Able to create and implement programs with little supervision or direction. HR Only has opened a Project Consulting division to help you with your HR needs.

RECRUITER In addition to basic employment duties, interviews prospective employees for hourly or salaried positions, refers applicants to supervisors for job openings, writes and places employment ads in appropriate media.

DIRECTOR/ MANAGER:
(GENERALIST)
A seasoned human resources generalist, capable of administering all aspects of the human resources function. Possesses extensive supervisory experience; performs at the director, manager, or supervisor level.

DIRECTOR/MANAGER
(SPECIALIST) A seasoned human resources manager, capable of administering all aspects of the human resources function. Possesses extensive supervisory experience; performs at the director, manager, or supervisor level. 50% to 80% of the job will focus on a HR speciality function.

SPECIALIST
(COMPENSATION) Performs compensation duties such as conducting salary reviews, performance appraisals, salary surveys, job analyses; writes job descriptions and policies regarding performance appraisals or salary reviews; trains supervisory employees to conduct performance appraisals or salary reviews. Thorough knowledge of HAY or other compensation systems.

SPECIALIST
(COLLECTIVE BARGAINING)
Performs collective bargaining related duties such as assignment of wage levels, contract administration, research on decertification, contract negotiation, and position statements. Thorough knowledge of grievance and arbitration procedures. Also experienced in union avoidance.

SPECIALIST
(TRAINING & DEVELOPMENT)
Performs duties requiring training and development expertise such as preparing T&D programs, training employees and managers to perform job-related tasks, and coordinating personal and job-related self-improvement seminars and supervisory instruction.

SPECIALIST
(EMPLOYEE RELATIONS)
Performs duties requiring special expertise in employee counseling, administering employee assistance programs, implementing child care programs, handling staff reductions, writing and interpreting personnel policies and employee handbooks, as well as other employee relations duties.

SPECIALIST (AA/EEO) Performs AA/EEO duties such as administering affirmative action plans or assessing employer needs and writing an AA plan. Researches background data, interviews supervisors and employees, works with attorneys and writes replies in defense of EEO or CDFE&H charges, compiles or files EEO-1 reports; understands discrimination law.

SPECIALIST
(EMPLOYMENT)
Performs employment related duties such as recruiting high-level executives or filling particularly difficult job openings. Requires a high level of creativity in recruitment advertising and sourcing candidates.

SPECIALIST
(HRIS)
Possesses information system expertise. May analyze HR requirements in order to develop and design an HR system on mainframe or PC. Additional duties may include writing ad hoc reports, developing data entry screens, and evaluating software and hardware products for HR applicability.

SPECIALIST
(BENEFITS)
Performs duties requiring special expertise such as researching or setting up a new insurance programs, conducting benefit meetings with employees, researching or filing 5500 reports, existing plan administration, investigating Workers' Compensation claims, as well as doing more complex computational tasks.

SPECIALIST
(SAFETY)
Is able to review current safety plans, suggest, and implement changes or develop an initial safety plan. Understands state and federal codes and has interacted with monitoring agencies.

GENERALIST
(NON-SUPERVISORY)
Performs duties requiring extensive knowledge in all or most of the HR specialty fields. Works independently. May be responsible for all departmental duties at division level.

BENEFITS ASSISTANT
Files premium reports for list billing, processes payments for self-insured plans, and changes for benefits plans such as pension/profit-sharing, retirement, and 401-K. Computes vacation and sick-leave time, files Workers' Compensation Employer's First Report of Injury form, assists employees with benefits questions, and follows up with claim problems.

PAYROLL ASSISTANT
Has experience entering payroll, computes vacation and sick-leave time, assists employees with payroll questions, and follows up with problems.

HR ASSISTANT
Performs duties requiring human resources department experience or equivalent education. Pre-screens or telephone screens applicants, greets applicants, administers pre-employment tests, conducts new employee orientations, conducts exit interviews. Orders temporary help, checks references, verifies employment, and education. Performs such clerical and record keeping duties as processing new hires, terminations, and pay changes.

The next time you need exactly the right person for your
human resources department, call HR Only.

| Home | Resources | Our Services | HR Organizations | Interviewing Tips | Contact Us

Copyright 2003 - HR ONLY - Information subject tochange without notice. All Rights Reserved

JOB TITLE	DESCRIPTION
HR CONSULTANT/PROJECT MANAGER	A senior level human resources professional with extensive background and expertise. Able to create and implement programs with little supervision or direction. HR Only has opened a Project Consulting division to help you with your HR needs.
RECRUITER	In addition to basic employment duties, interviews prospective employees for hourly or salaried positions, refers applicants to supervisors for job openings, writes and places employment ads in appropriate media.
DIRECTOR/ MANAGER: (GENERALIST)	A seasoned human resources generalist, capable of administering all aspects of the human resources function. Possesses extensive supervisory experience; performs at the director, manager, or supervisor level.
DIRECTOR/MANAGER (SPECIALIST)	A seasoned human resources manager, capable of administering all aspects of the human resources function. Possesses extensive supervisory experience; performs at the director, manager, or supervisor level. 50% to 80% of the job will focus on a HR speciality function.
SPECIALIST (COMPENSATION)	Performs compensation duties such as conducting salary reviews, performance appraisals, salary surveys, job analyses; writes job descriptions and policies regarding performance appraisals or salary reviews; trains supervisory employees to conduct performance appraisals or salary reviews. Thorough knowledge of HAY or other compensation systems.
SPECIALIST (COLLECTIVE BARGAINING)	Performs collective bargaining related duties such as assignment of wage levels, contract administration, research on decertification, contract negotiation, and position statements. Thorough knowledge of grievance and arbitration procedures. Also experienced in union avoidance.
SPECIALIST (TRAINING & DEVELOPMENT)	Performs duties requiring training and development expertise such as preparing T&D programs, training employees and managers to perform job-related tasks, and coordinating personal and job-related self-improvement seminars and supervisory instruction.
SPECIALIST (EMPLOYEE RELATIONS)	Performs duties requiring special expertise in employee counseling, administering employee assistance programs, implementing child care programs, handling staff reductions, writing and interpreting personnel policies and employee handbooks, as well as other employee relations duties.
SPECIALIST (AA/EEO)	Performs AA/EEO duties such as administering affirmative action plans or assessing employer needs and writing an AA plan. Researches background data, interviews supervisors and employees, works with attorneys and writes replies in defense of EEO or CDFE&H charges, compiles or files EEO-1 reports; understands discrimination law.
SPECIALIST (EMPLOYMENT)	Performs employment related duties such as recruiting high-level executives or filling particularly difficult job openings. Requires a high level of creativity in recruitment advertising and sourcing candidates.
SPECIALIST (HRIS)	Possesses information system expertise. May analyze HR requirements in order to develop and design an HR system on mainframe or PC. Additional duties may include writing ad hoc reports, developing data entry screens, and evaluating software and hardware products for HR applicability.
SPECIALIST (BENEFITS)	Performs duties requiring special expertise such as researching or setting up a new insurance programs, conducting benefit meetings with employees, researching or filing 5500 reports, existing plan administration, investigating Workers' Compensation claims, as well as doing more complex computational tasks.
SPECIALIST (SAFETY)	Is able to review current safety plans, suggest, and implement changes or develop an initial safety plan. Understands state and federal codes and has interacted with monitoring agencies.
GENERALIST (NON-SUPERVISORY)	Performs duties requiring extensive knowledge in all or most of the HR specialty fields. Works independently. May be responsible for all departmental duties at division level.
BENEFITS ASSISTANT	Files premium reports for list billing, processes payments for self-insured plans, and changes for benefits plans such as pension/profit-sharing, retirement, and 401-K. Computes vacation and sick-leave time, files Workers' Compensation Employer's First Report of Injury form, assists employees with benefits questions, and follows up with claim problems.
PAYROLL ASSISTANT	Has experience entering payroll, computes vacation and sick-leave time, assists employees with payroll questions, and follows up with problems.
HR ASSISTANT	Performs duties requiring human resources department experience or equivalent education. Pre-screens or telephone screens applicants, greets applicants, administers pre-employment tests, conducts new employee orientations, conducts exit interviews. Orders temporary help, checks references, verifies employment, and education. Performs such clerical and record keeping duties as processing new hires, terminations, and pay changes.
The next time you need exactly the right person for your human resources department, call HR Only.