Human resources officer: job description
Human resources (HR) officers are responsible for hiring, developing and looking after employees. This involves functions such as training and monitoring performance.
HR officers can be generalists who perform a broad range of duties, or specialists who focus on a particular area. Specialisms include employee relations, careers coaching, health and safety and headhunting. If you want to find out about all of the specialisms on offer, head to the main HR advice page.
Typical responsibilities include:
- recruiting, training and developing staff
- making sure that staff get paid correctly and on time
- pensions and benefits administration
- approving job descriptions and advertisements
- looking after the health, safety and welfare of all employees
- organising staff training sessions and activities
- monitoring staff performance and attendance
- advising line managers and other employees on employment law and the employer's own employment policies and procedures
- ensuring candidates have the right to work at the organisation
- negotiating salaries, contracts, working conditions or redundancy packages with staff and representatives.
While a general HR officer will take on a mixture of these responsibilities, larger organisations often recruit specialist staff to take on one of these responsibilities as their entire role.
Read our article on whether a career in HR is right for you to find out more about what this career involves.
Any organisation will require a HR officer. Smaller companies may have only one HR officer, while larger companies and public sector organisations will have HR departments.
Typical employers can include:
- Local authorities
- Industrial organisations
- HR agencies
Vacancies are advertised at targetjobs, in careers services, national newspapers and in specialist publications such as Personnel Today, People Management and their respective websites. Recruitment agencies, local newspapers and job centres often advertise immediate/junior vacancies. There are also graduate training schemes offered by many organisations in this area of work. Take a look at our list of employers who offer HR graduate training schemes.
A degree or higher national diploma (HND) in a relevant subject such as HR management or business may be required for some posts. However, some HR graduate schemes welcome applicants from any degree discipline.
It is possible to enter a career in HR by completing a relevant apprenticeship, such as a higher apprenticeship in HR management. To find out more about how you can get into this career via a school leaver route (eg a school leaver training programme), see the business section, of TARGETcareers, our website aimed at school leavers.
Some employers may also ask that you have a professional qualification in HR management. A list of courses is available on the Chartered Institute of Personnel and Development’s (CIPD’s) website. A postgraduate qualification in HR management may be advantageous.
Membership with the Chartered Institute of Personnel and Development (CIPD) offers opportunities for continuing professional development (CPD) and can help to show your commitment to your field. You can become a member by obtaining a CIPD qualification or through experience assessment, where you use your experience from the past three years to gain professional recognition.
Relevant experience is often essential and can be gained in any commercial area through placements or vacation work. It may be necessary to enter the profession at a junior level, or to move into HR work following a general management training scheme.
- Commercial awareness
- Effective organisational skills
- Ability to form working relationships with people at all levels
- Teamwork skills
- Interpersonal skills
- Meticulous attention to detail
- Numerical skills
- IT skills
Read our article on the skills and competencies required for a career in HR to find out more.