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Become A Human Resource Officer

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Working As A Human Resource Officer

  • Communicating with Supervisors, Peers, or Subordinates
  • Resolving Conflicts and Negotiating with Others
  • Establishing and Maintaining Interpersonal Relationships
  • Making Decisions and Solving Problems
  • Evaluating Information to Determine Compliance with Standards
  • Deal with People

  • Mostly Sitting

  • Make Decisions

  • $191,214

    Average Salary

What Does A Human Resource Officer Do At Mnscu

* The Chief Human Resources Officer (CHRO) for Riverland Community College provides vision, leadership, and strategic direction for the human resources activities of the college, overseeing the recruitment, training, development, and engagement of talent for all divisions of the institution.
* Responsibilities include the administration of personnel and labor relations policy for approximately 350 classified and unclassified administrators, managers, faculty, professional, clerical, and maintenance employees; adherence to collective bargaining agreements; recruitment, and onboarding processes for all positions; employee engagement and performance management; leadership and staff training and development; classification, compensation, and benefits administration; HRIS systems administration; and supervision of the Human Resources office.
* Principles of diversity, affirmative action, and equal employment opportunity will be applied to all college human resources practices.
* The successful CHRO is defined by colleagues as a trusted advisor whose empathy is demonstrated through inclusiveness and service to others.
* This person is described as having integrity, humility, and an inviting demeanor that puts those around him/her at ease.
* Consistent with the college's mission, this leader will demonstrate a strong commitment to the value of diversity and inclusion among students and staff, as well as sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of Riverland Community College students.
* The CHRO works together with colleagues to create a strong sense of fiscal accountability across campus, and to create an atmosphere of trust and respect in which all can succeed

What Does A Human Resource Officer Do At Legal Services, Los Angeles, Ca

* Overseeing and managing the Firm’s human resources, recruiting, and professional development functions.
* Providing strategic advice to Firm leadership on the development of programs and policies that will allow the Firm to recruit and retain the most talented attorneys and staff.
* Building a high level of employee engagement and fostering a positive organizational culture.
* Ensuring that the recruiting, retention, diversity, professional development, and staff administration policies and programs are integrated and aligned to support the Firm's strategic plan and operational objectives.
* Designing a comprehensive benefits package and wellness program to meet the needs of a changing workforce.
* Ensuring compliance with federal and state regulations and legal requirements, benefits administration, AAP, and other rules and regulations of regulatory agencies.
* Developing and managing the annual Human Resources Department budget, as well as making recommendations on employee compensation.
* Participating on the Firm’s Welfare Benefits Committee, Diversity and Inclusion Committee, Retirement Plan Management Committee, and Associate Compensation Committee.
* Qualifications and Experience 10+ years relevant human resources leadership experience, preferably in a professional services environment Bachelor's degree required; SPHR/PHR certification and/or advanced degree preferred Strong expertise in federal and California state employment and wage and hour laws; knowledge/experience with DC, TX and WA is a plus Strategic planning expertise to align talent with firm vision, mission, and goals Understands that with people and culture, the details matter Experience maintaining Affirmative Action Plans Excellent critical thinking, judgment and decision-making ability Ability to manage a geographically dispersed team and travel to other offices across the U
* S. Ability to manage priorities in a fast paced, deadline driven work environment Ability to treat sensitive and confidential matters with discretion Strong technological skills including ADP, HRIS, viDesktop, and advanced Word, Excel, and

What Does A Human Resource Officer Do At Fin'l Services General, Asheville, NC

* Provides leadership and stewardship of progressive and scalable HR principled leadership recruitment employee relations recognition retention succession planning talent management and development engagement benefits compensation payroll health and wellness offerings HRIS and effective execution of all related operational and compliance requirements.
* Establishes and implements human resources plans and strategies to attract, develop, reward and retain outstanding employees to achieve the Bank’s vision and strategic plan.
* Drives the development of strategic total compensation offerings, programs and practices, ensuring market competitiveness by considering relevant trends and returns on investment.
* Develops recommendations and advocates support for improvements and changes, as appropriate.
* Works with the CEO in setting the overall Executive and Director’s compensation plan philosophy, design elements, practices and creation of employment, compensation, change in control and other agreements, for periodic review and approval.
* Responsible for staying current with compensation related SEC reporting, governance and regulatory requirements and changes.
* Prepares the Compensation Discussion and Analysis (CD&A) disclosure for executive compensation.
* Responsible for the administration of non-qualified benefit plans (SERPs, Deferred Compensation, etc.) and Executive Compensation issues related to IRC 162m, 409A and 280G.
* Manages and builds support for the organization’s diversity and inclusion efforts.
* Collaborates with the management team to develop succession and workforce planning at all levels.
* Facilitates employee development to acquire the necessary skills to advance; with focus on developing talent bench strength and providing ongoing coaching, development experiences and mentoring of leadership and talent.
* Leads commitment to the Bank’s reputation as a Top Place to Work through regular listening and response through employee feedback surveys, action-planning and follow-though for improvement.
* Functions as a tactical business advisor to the CEO, senior management and the Compensation Committee as it pertains to overall human resources, compensation, compliance, talent management, succession planning and mergers and acquisitions.
* Advocates long-term success through growth, a positive company reputation and favorable financial performance by encouraging ongoing learning, aligning goals with the business strategies and honoring team behaviors that are consistent with the core values.
* Manages the KSOP (401k and ESOP) and oversees the administration and fiduciary requirements, while maximizing the value of the benefit to all employees through education and communication.
* Oversees the budget process and cost efficiencies for HR, including general ledger items: salaries, benefits, variable and sales incentives, technology and vendor costs and monitors monthly variances and reporting, including turnover management.
* Partners with the executive team to finalize incentive plan offerings and monitors progress against plan goals.
* Leads initiatives with a mind-set of caring, consideration, continuous improvement, relationship building, and accountability for results, engagement and success

What Does A Human Resource Officer Do At Army National Guard Units (Title 32/Title 5)

* Recruitment and Placement: Establishes state manpower policies and directs their implementation with NGB policies and authorizations.
* Establishes and ensures implementation of procedures for the administration of the merit promotion plan to include procedures for recruitment, placement, evaluation, and pay determinations.
* Labor/Employee Relations and Employee Benefits: Advises both management and subordinates on matters pertaining to conduct and discipline, the labor relations program, employee benefits and entitlements, and contributes to the accomplishment of special programs.
* Directs the initiation and administration of disciplinary and non-disciplinary adverse actions.
* Reviews requests for recognition from labor organizations and recommends appropriate course of action.
* Classification and Compensation Administration: Directs the administration of a position classification and position management program with authority delegated to classify local exception supervisory and non-supervisory positions.
* The position classification and management program includes: position reviews; timely forwarding of appeals with appropriate substantiation to the Department of Defense (DoD) Field Advisory Service or the Office of Personnel Management; timely implementation of classification packages; publication and implementation of a position management plan; training for supervisors and managers; random desk auditing of positions to verify position description (PD) accuracy and classification of the position; preparation and classification of local amendments to PDs, statements of difference for recruiting and local exception position descriptions; and monitoring human resources assignments to ensure military compatibility, etc.
* Human Resource Development: Establishes and administers a system for determining and documenting training needs, evaluating training courses, assigning priority to training plans and evaluating training accomplishments.
* Ensures preparation of budgetary recommendations for training needs, allocation of quotas, and scheduling of personnel for training.
* Equal Employment Opportunity: Directs the development and administration of equal opportunity programs.
* Coordinates procedures for monitoring progress of minorities and women, and providing documentation required from records within the office.
* Information Systems: Directs the planning, operations and administration of the Defense Civilian Personnel Data System.
* Military: Directs the administering, delivering, maintaining, advising and adapting of basic concepts, principles and theories of the state AGR program to ARNG/ANG managers, supervisors, and support personnel.
* Administration: Directs development of administrative regulations and procedures to provide efficient and timely accomplishment of all human resources functions.
* Federal Funds Management: The incumbent of this position is responsible for the management of federal funds relating to technician personnel to include payroll related costs, training, and PCS costs.
* Assists in mobilization planning as it pertains to the requirements of the Human Resources Office (HRO).
* Ensure that a HRO mobilization plan is developed and a team is established for mobilization workload.
* Travel Required
* Occasional travel
* You may be expected to travel for this position.
* Supervisory status
* Yes
* Promotion Potential
* Who May Apply
* This job is open to…
* Open only to Area I applicants for the Montana Army & Air National Guard
* Questions? This job is open to 1 group.
* Job family (Series)
* Human Resources Management
* Requirements
* Help
* Requirements
* Conditions of Employment
* National Guard Membership is required.
* Males born after 31 December 1959 must be registered for Selective Service.
* Federal employment suitability as determined by a background investigation.
* May be required to successfully complete a probationary period

What Does A Human Resource Officer Do At Air National Guard Units (Title 32/Title 5)

* Manages Force Support programs through subordinate supervisors and senior workers that supervise technical and administrative activities within organizational sub­ units.
* Assigns work based on consideration of project requirements, priorities, and functional unit responsibilities.
* Accepts, amends, or rejects work, which has been reviewed by subordinate supervisors.
* Provides advice, counsel, or instruction to supervisors and/or subordinate employees on highly complex technical and administrative matters.
* Makes decisions on work problems presented by subordinate supervisors.
* Advises officials at the National Guard Bureau (NGB) on problems involving the relationship between the work of the organization supervised and broader programs, and the impact on such programs.
* Ensures preparation for annual self­ inspection, formal MAJCOM inspections, evaluations, audits, staff assistance visits, as well as inspections and exercises, which are specific to installation missions.
* Manages, directs, and administers military human resources and personnel programs for the assigned and supported organizations.
* Personnel programs include Recruiting and Retention, Installation Personnel Readiness, Officer Personnel Management, Enlisted Personnel Management, Military Personnel Data System (MILPDS), Military Personnel Section, Force Management, Career Development, Force Development.
* Acts as principal advisor to Wing and Group Commanders, Director of Staff, and A
* TAG on interpretation, planning, and subsequent execution of published personnel directives/doctrines from Department of Defense (DoD), Department of the Air Force (OAF), MAJCOMs, and NGB.
* Responsible proponent for the implementation of all NGB,Air Reserve Personnel Center (ARPC), Air Force Personnel Center (AFPC), Air Expeditionary Force (AEF) Center, and Major Command Personnel regulations and policies pertinent to wing activities and requirements.
* Develops local instructions based on guidance derived from DoD, USAF, MAJCOMs and NGB regulations and statutory requirements.
* Provides leadership and g'uidance for the utilization of personnel resources and requirements.
* Performs strategic planning in support of wing long-range objectives.
* Oversees organizational preparation necessary to accomplish Force Support programs essential to daily operations and mission readiness.
* Reviews and analyzes personnel data derived from a variety of systems and documents such as Military Personnel Execution System (MPES); Unit Manning Document (UMD); Unit Manpower Personnel Roster (UMPR); Deliberate Crisis Action Planning and Execution System (DCAPES); and the Unit Type Code Management Information System (UMIS) for inclusion in the wing strategic plan.
* Provides technical recommendations to senior leadership on all organizational personnel actions such as activations, deactivations, conversions, and reorganizations.
* Reviews and analyzes existing and forecasted military force structure to identify, determine, and mitigate the impact on personnel requirements.
* Directs development of personnel force management plans to resolve complex force structure issues.
* Coordinates with NGB staff to resolve complex personnel issues encountered in producing pragmatic, executable plans.
* Plans and directs personnel mobilization and deployment activities through the Installation Personnel and Readiness office.
* Coordinates military human resources activities, which are focused on wartime readiness and effective personnel utilization.
* Maintains a high state of military readiness by ensuring sufficient numbers of trained military personnel are available to accomplish wartime, contingency, and peacetime taskings.
* Provides oversight for the Personnel Deployment Function (PDF) and monitors effectiveness.
* Directs the preparation of contingency, exercise, and deployment (CED), NATO, and mobilization orders.
* Oversees the Military Personnel Appropriation (MPA) workday program.
* Reviews and analyzes applicable exercise and operational plans (0
* Plan) annexes.
* Identifies training, personnel, and equipment requirements, and ensures the readiness capability of squadron Unit Type Codes (UTCs).
* Directs the assignment, management, and training of the Personnel Support for Contingency Operations (PERSCO) and Readiness in Base Services (Prime RIBS) teams.
* Performs other duties as assigned.
* Travel Required
* Not required
* Supervisory status
* Yes
* Promotion Potential
* Who May Apply
* This job is open to…
* United States Citizens
* Questions? This job is open to 1 group.
* Job family (Series)
* Human Resources Management
* Requirements
* Help
* Requirements
* Conditions of Employment
* National Guard Membership is required.
* Males born after 31 December 1959 must be registered for Selective Service.
* Federal employment suitability as determined by a background investigation.
* May be required to successfully complete a probationary period.
* Participation in direct deposit is mandatory

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How To Become A Human Resource Officer

Candidates need a combination of education and several years of related work experience to become a human resources manager. Although a bachelor’s degree is sufficient for most positions, some jobs require a master’s degree. Candidates should have strong interpersonal skills.


Human resources managers usually need a bachelor’s degree. There are bachelor’s degree programs in human resources. Alternatively, candidates may complete a bachelor’s degree in another field, such as finance, business management, education, or information technology. Courses in subjects such as conflict management or industrial psychology may be helpful.

Some higher-level jobs require a master’s degree in human resources, labor relations, or business administration (MBA).

Work Experience in a Related Occupation

To demonstrate abilities in organizing, directing, and leading others, related work experience is essential for human resources managers. Some managers start out as human resources specialists or labor relations specialists. Others gain management experience in a variety of fields.

Management positions typically require an understanding of human resources programs, such as compensation and benefits plans; human resources software; and federal, state, and local employment laws.

Licenses, Certifications, and Registrations

Although certification is voluntary, it can show professional expertise and credibility and may enhance advancement opportunities. Many employers prefer to hire certified candidates, and some positions may require certification. The Society for Human Resource Management, Human Resource Certification Institute, WorldatWork, and the International Foundation of Employee Benefit Plans are among many professional associations that offer a variety of certification programs.

Important Qualities

Decisionmaking skills. Human resources managers must be able to balance the strengths and weaknesses of different options and decide the best course of action. Many of their decisions have a significant impact on workers or operations, such as deciding whether to hire an employee. 

Interpersonal skills. Human resources managers need strong interpersonal skills because they regularly interact with people. They often collaborate on teams and must develop positive working relationships with their colleagues. 

Leadership skills. Human resources managers must be able to direct a staff and oversee the operations of their department. They must coordinate work activities and ensure that workers in the department complete their duties and fulfill their responsibilities. 

Organizational skills. Organizational skills are essential for human resources managers. They must be able to prioritize tasks and manage several projects at once.

Speaking skills. Human resources managers rely on strong speaking skills to give presentations and direct their staff. They must clearly communicate information and instructions to their staff and other employees.

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Human Resource Officer jobs

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Human Resource Officer Demographics


  • Female

  • Male

  • Unknown



  • White

  • Hispanic or Latino

  • Asian

  • Unknown

  • Black or African American

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Languages Spoken

  • Spanish

  • French

  • Mandarin

  • Chinese

  • Arabic

  • German

  • Japanese

  • Hindi

  • Italian

  • Portuguese

  • Cantonese

  • Romanian

  • Marathi

  • Filipino

  • Gujarati

  • Dutch

  • Korean

  • Danish

  • Igbo

  • Yoruba

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Real Human Resource Officer Salaries

Job Title Company Location Start Date Salary
Chief Human Resources Officer Ezcorp Inc. Rollingwood, TX Dec 13, 2016 $400,000
Chief Human Resources Officer Mastercard International Incorporated NY Jan 08, 2016 $400,000
Executive Vice President, Chief Human Resources Officer Massachusetts Mutual Life Insurance Company Springfield, MA Oct 05, 2015 $379,000 -
Executive Vice President, Chief Human Resources Officer Massachusetts Mutual Life Insurance Company Boston, MA Jan 22, 2016 $379,000 -
Executive VP, Chief HR & Leadership Officer, Human Resources Avanade Inc. New York, NY Sep 08, 2016 $350,000
Executive VP, Chief HR & Leadership Officer, Human Resources Avanade Inc. Seattle, WA Sep 08, 2016 $350,000
Chief HR Officer Sonos, Inc. Santa Barbara, CA Sep 19, 2014 $350,000
Chief Human Resources Officer Openlink Financial LLC Uniondale, NY Aug 12, 2014 $350,000 -
Chief Human Resources Officer Openlink Financial LLC Uniondale, NY Dec 20, 2013 $350,000 -
SVP, Chief Human Resources Officer Ezcorp Inc. Austin, TX Feb 09, 2015 $325,000
SR. Vice President, Chief Human Resources Officer UL LLC Northbrook, IL Jan 01, 2012 $271,200
Chief Organizational Development & HR Officer The Chanel Company Limited New York, NY Feb 01, 2011 $264,200 -
Chief Human Resources Officer Marsh USA Inc. New York, NY Aug 21, 2012 $250,837 -
Global Chief Human Resources & Strategy Officer DTZ Global, Inc. Chicago, IL Apr 17, 2014 $250,000 -
Global Chief Human Resources & Strategy Officer DTZ Americas, Inc. Chicago, IL Nov 01, 2016 $250,000 -
Senior Vice President/Chief HR Officer Underwriters Laboratories Inc. Northbrook, IL Sep 21, 2010 $248,880
Vice President and Chief Human Resources Officer Dow Corning Corporation Midland, MI Sep 21, 2011 $225,675 -
Chief Human Resources Officer Gemological Institute of America Carlsbad, CA Mar 01, 2015 $225,000
Chief Human Resources Officer (People Lead) Square, Inc. San Francisco, CA Sep 12, 2015 $175,000 -
Chief Human Resources Officer Marsh USA Inc. New York, NY Aug 21, 2015 $166,960 -
Vice President and Chief Human Resources Officer Dow Corning Corporation Midland, MI Sep 22, 2014 $163,717 -
Chief Human Resources Officer Plex Systems, Inc. Troy, MI Mar 24, 2016 $123,635
Senior V.P., Chief Human Resources Officer UL LLC Northbrook, IL Apr 12, 2015 $123,490 -
Chief Human Resources Officer Urgent Care MSO, LLC Morgantown, WV Nov 28, 2011 $98,000 -
Desk Human Resources Officer Doctors Without Borders/Medecins Sans Frontieres ( New York, NY May 02, 2016 $91,540
Human Resources Officer Doctors Without Borders/Medecins Sans Frontieres ( New York, NY Jun 15, 2013 $87,660

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Top Skills for A Human Resource Officer


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Top Human Resource Officer Skills

  1. Human Resources Functions
  2. Personnel Actions
  3. Disciplinary Procedures
You can check out examples of real life uses of top skills on resumes here:
  • Promoted from Generalist to Officer in less than a year to fulfill various Human Resources functions.
  • Briefed personnel actions once a week with findings and recommendations for course of actions.
  • Provide guidance on handling employee grievances and disciplinary procedures 1.
  • Prepare the schedule monthly payroll for staff ensure that the HR database is updated with accurate information.
  • Developed, administered, orientated and trained all staff about personnel policies and administered employee benefits.

Top Human Resource Officer Employers

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