How to hire an executive assistant/human resources

How to hire an executive assistant/human resources, step by step

Here's a step-by-step executive assistant/human resources hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an executive assistant/human resources job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new executive assistant/human resources
• Step 8: Go through the hiring process checklist

What does an executive assistant/human resources do?

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1. Identify your hiring needs

   First, determine the employments status of the executive assistant/human resources you need to hire. Certain executive assistant/human resources roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An executive assistant/human resources's background is also an important factor in determining whether they'll be a good fit for the position. For example, executive assistants/human resources from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of executive assistants/human resources and their corresponding salaries.

   Type of Executive Assistant/Human Resources	Description	Hourly rate
   Executive Assistant/Human Resources	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$21-45
   Human Resources Administration Manager	A human resources administration manager performs multiple roles, one of which is to maintain and review all human resources, administrative systems, and procedures. They give guidance on HR to the office... Show more	$25-51
   Human Resources Generalist/Manager	A human resource (HR) generalist performs a variety of HR functions and duties. These include recruiting and interviewing job applicants, conducting background checks and verifying employee eligibility, and implementing new employee orientation and recognition programs... Show more	$26-51

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Human Resources
   • Payroll
   • PowerPoint
   • Expense Reports
   • Calendar Management
   • Background Checks
   • Financial Reports
   • Provides Administrative Support
   • Meeting Minutes
   • Office Equipment
   • Event Planning
   • Administrative Tasks
   • HRIS
   • Telephone Calls

   Check all skills

   Responsibilities:

   • Utilize QuickBooks to automate accounting system.
   • Manage faculty recruitment process including advertisement and EEO requirements.
   • Manage e-mail for SVP by reviewing and identifying critical areas requiring attention.
   • Prepare all PowerPoint presentations, various financial reports, expense reports, company-wide distributions, and statistical data comparisons.
   • Handle all human resource issues, as well as run payroll through ADP payroll processing.
   • Upgrade an antiquate payroll system with new ADP software to allow for more efficient time management and reduce payroll errors.

   More executive assistant/human resources duties

3. Make a budget

   Including a salary range in your executive assistant/human resources job description helps attract top candidates to the position. An executive assistant/human resources salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for an executive assistant/human resources in South Dakota may be lower than in Nevada, and an entry-level executive assistant/human resources usually earns less than a senior-level executive assistant/human resources. Additionally, an executive assistant/human resources with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average executive assistant/human resources salary

   $65,940yearly

   $31.70 hourly rate

   ---

   Entry-level executive assistant/human resources salary

   $45,000 yearly salary

   Updated December 23, 2025

   Average executive assistant/human resources salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$74,036	$36
   2	Arizona	$71,342	$34
   3	New York	$70,833	$34
   4	Michigan	$68,033	$33
   5	Maryland	$67,242	$32
   6	Illinois	$66,622	$32
   7	Massachusetts	$66,008	$32
   8	Iowa	$65,128	$31
   9	Ohio	$64,190	$31
   10	Colorado	$62,448	$30
   11	Louisiana	$56,463	$27
   12	Tennessee	$56,117	$27
   13	Mississippi	$54,479	$26
   14	Missouri	$54,455	$26
   15	Florida	$52,664	$25
   16	South Carolina	$49,428	$24

   Average executive assistant/human resources salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Citi	$136,922	$65.83	6
   2	Microsoft	$127,462	$61.28	10
   3	The New York Times Company	$121,234	$58.29
   4	BD	$118,118	$56.79	4
   5	JPMorgan Chase & Co.	$117,972	$56.72	180
   6	Activision Blizzard	$94,385	$45.38	2
   7	Kimberly-Clark	$81,470	$39.17	1
   8	Thermo Fisher Scientific	$77,601	$37.31	40
   9	Tuality Healthcare	$74,563	$35.85
   10	Evolent Health	$72,050	$34.64
   11	UMass Lowell	$72,019	$34.62
   12	Intercept Pharmaceuticals	$71,606	$34.43
   13	The Allied Group.	$70,540	$33.91
   14	M Financial Group	$69,822	$33.57
   15	Parker Global Strategies	$68,338	$32.85	28
   16	American Heart Association	$65,232	$31.36	9
   17	Alamar Biosciences	$64,582	$31.05
   18	The Hertz Corporation	$63,205	$30.39	11
   19	University of Massachusetts Amherst	$62,718	$30.15	3
   20	Nihon Kohden America	$62,636	$30.11	6

4. Writing an executive assistant/human resources job description

   A good executive assistant/human resources job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an executive assistant/human resources job description:

   Executive assistant/human resources job description example

   Non-Certificated Administrative
   
   Date Posted:
   10/3/2022
   
   Location:
   Central Office
   
   Date Available:
   10/20/2022
   Executive Assistant for Human Resource Management
   Central Office
   
   Job Specific Qualifications:
   Bachelor's degree, preferred. 3-5 years of related experience in a public school Human Resources Department, preferred / or experience as an HR Generalist. Demonstrated technical expertise Strong interpersonal, oral and written communication skills Proficiency in Outlook, Word and Excel and Powerpoint Ability to identify issues, compare data, investigate, and resolve discrepancies Strong sense of urgency; ability to execute quickly and efficiently Customer-focused attitude; high level of professionalism and discretion Ability to maintain confidentiality and handle sensitive information
   Key Competencies:
   Manage and support projects within the HR organization, Answer personnel-related inquiries; Create HR process documentation including creating instructional step-by-step user guides, Identify and implement continuous improvement in processes and procedures, Coordinate with Administration and Supervisors to determine department needs; Advertise and recruit for vacant positions; Prepare personnel motions to be included on the Board agenda; Communicate and enforce policies and new initiatives district-wide; Provide advice and expertise to resolve HR issues and/or complex business related issues that arise, Support other departmental processes and procedures including event coordination, reporting, website administration, Other tasks and/or ad-hoc projects as assigned, by the Superintendent or Direct Supervisor.
   
   NJ First Act effective 9/1/2011
   
   Equal Opportunity/Affirmative Action Employer
   
   Application Procedure:
   
   Apply Online

   Copy this example

   

5. Post your job

   There are a few common ways to find executive assistants/human resources for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your executive assistant/human resources job on Zippia to find and recruit executive assistant/human resources candidates who meet your exact specifications.
   • Use field-specific websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit executive assistants/human resources, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new executive assistant/human resources

   Once you've found the executive assistant/human resources candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new executive assistant/human resources first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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