How to hire a senior human resources specialist

How to hire a senior human resources specialist, step by step

Here's a step-by-step senior human resources specialist hiring guide:

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

What does a senior human resources specialist do?

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1. Identify your hiring needs

   The senior human resources specialist hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   A senior human resources specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, senior human resources specialists 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.

   Here's a comparison of senior human resources specialist salaries for various roles:

   Type of Senior Human Resources Specialist	Description	Hourly rate
   Senior Human Resources Specialist	Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training... Show more	$21-42
   Human Resources Internship	A human resources intern is responsible for assisting the human resources department in daily operations under a direct supervisor. Duties of a human resources intern include reviewing job postings and qualifications, updating employees' information in the database, scheduling candidate interviews, responding to employees' concerns, processing payroll disputes, and reiterating the company's policies and procedures... Show more	$12-20
   Human Resources Recruiter/Manager	The primary duty of a human resources recruiter/manager is to source job candidates for open positions in a company. They meet the needs of their client by matching them with candidates that meet the company's organizational culture and will perfectly fit into the open job position... Show more	$24-57

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Payroll
   • Customer Service
   • HRIS
   • PowerPoint
   • Develop Recommendations
   • Provide Technical Assistance
   • Performance Management
   • Employee Engagement
   • Shared Services
   • Personnel Actions
   • SR
   • Management System
   • Training Programs
   • Background Checks

   Check all skills

   Responsibilities:

   • Lead annual EEO-1 reporting team.
   • Manage, implement, and administer proper hiring process to reduce turnover in compliance with e-verify processes and federal law.
   • Maintain and update personnel records in Peoplesoft and Kronos computer programs.
   • Participate in regular system updates as well as providing data integrity and functionality in a global HRIS environment.
   • Process I9's through HireRight.
   • Experience in Microsoft office products and payroll/personnel systems such as Lawson and KRONOS.

   More senior human resources specialist duties

3. Make a budget

   Including a salary range in the senior human resources specialist job description is a good way to get more applicants. A senior human resources specialist salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a senior human resources specialist in Florida may be lower than in New York, and an entry-level engineer typically earns less than a senior-level senior human resources specialist. Additionally, a senior human resources specialist with lots of experience in the field may command a higher salary as a result.

   Average senior human resources specialist salary

   $63,956yearly

   $30.75 hourly rate

   ---

   Entry-level senior human resources specialist salary

   $45,000 yearly salary

   Updated December 14, 2025

   Average senior human resources specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$86,347	$42
   2	New York	$83,731	$40
   3	California	$76,283	$37
   4	Massachusetts	$75,848	$36
   5	New Jersey	$70,281	$34
   6	Virginia	$69,668	$33
   7	Illinois	$67,943	$33
   8	Pennsylvania	$65,989	$32
   9	Texas	$60,079	$29
   10	North Carolina	$59,953	$29
   11	Minnesota	$58,383	$28
   12	Indiana	$57,132	$27
   13	Colorado	$55,496	$27
   14	Georgia	$53,172	$26
   15	Florida	$52,835	$25
   16	Ohio	$52,832	$25
   17	Arizona	$48,374	$23
   18	Tennessee	$45,099	$22

   Average senior human resources specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Edwards Lifesciences	$107,551	$51.71	1
   2	Amazon	$102,790	$49.42	27
   3	Carl Zeiss Meditec, Inc.	$99,843	$48.00
   4	BNY Mellon	$98,329	$47.27
   5	Exxon Mobil	$98,159	$47.19
   6	Intuit	$96,817	$46.55	5
   7	Merck	$96,462	$46.38	1
   8	AbbVie	$96,256	$46.28	4
   9	Synechron	$93,542	$44.97	2
   10	Colgate-Palmolive	$93,541	$44.97
   11	Los Alamos National Laboratory	$93,182	$44.80
   12	Huntington National Bank	$90,729	$43.62	13
   13	Pure Storage	$90,345	$43.44	1
   14	Rockstar Games	$90,229	$43.38	2
   15	Florida Power and Light	$90,107	$43.32	2
   16	Booz Allen Hamilton	$88,878	$42.73	3
   17	Medtronic	$88,788	$42.69	6
   18	IBM	$87,764	$42.19	78
   19	Ross Stores	$86,502	$41.59	10
   20	Alvarez & Marsal	$85,650	$41.18	1

4. Writing a senior human resources specialist job description

   A senior human resources specialist job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a senior human resources specialist job description:

   Senior human resources specialist job description example

   Age of Learning is the leading education technology innovator, creating engaging and effective learning resources to help children build a strong foundation for academic success and a lifelong love of learning. Our research-based digital education programs have proven efficacy in increasing children's learning gains, and our curriculum is developed by an experienced team of education experts. Age of Learning's flagship product, ABCmouse.com Early Learning Academy, is an award-winning comprehensive curriculum for children. The company's School Solutions Programs include My Math Academy , an adaptive, personalized program that helps students master foundational math concepts, and My Reading Academy™, which helps young learners become fluent readers and build a foundation for reading comprehension and literacy. With over 10 billion learning activities completed by more than 50 million children worldwide, Age of Learning is a global leader in efforts to advance equity, access, and opportunity for all children. To learn more about Age of Learning, visit www.AgeofLearning.com.
   
   Age of Learning, Inc., is looking for a Senior Specialist, HR Compliance, who will have a broad range of responsibilities in supporting and leading the company's compliance obligations and day-to-day operations within the HR function. This position is part of a collaborative team working with cross-functional partners, researching laws and regulations, completing required audits and reporting, managing vendor relationships, and assisting with human resource projects. Critical to this role is the ability to maintain confidentiality in handling sensitive situations with sound judgment and discretion
   
   Responsibilities:Build sustainable relationships, trust, and integrity through open and interactive communication both internally and externally Engage and assist employees and the HR team with a professional, congenial, and service-minded work ethic and attitude Provide timely, focused advice and guidance to the HR team concerning relevant legislation and regulatory obligations Consult with the AofL legal team and advise HR leadership and management on compliance matters Process, adjudicate, and manage candidate background screenings Manage, communicate, and track employee compliance training; Harassment Prevention, FCRA, Mandated Reporter, etc. Lead efforts, conduct and manage internal HR audits; I9s, personnel files, wage and hour and labor law compliance, etc. Facilitate and manage internal immigration administrative functions and support external immigration vendor; POC for employee communications, document tracking, management, PERM labor certification process, reporting, etc. Research, gather data, and track compliance with employment laws; wage and hour, terminations, training, required notices, etc., across all AofL employee states Act as the Company's COVID POC; maintain compliance with Federal, State, and Local regulations, and manage employee communications and case management Assist and work with Benefits Manager in researching and gathering data on leave of absence laws across all AofL employee states Prepare, complete, and manage external HR audits and compliance reporting; OSHA, DIR, EEO-1, EEO-1 Component 2, CA Pay Data, etc.Stay up to date with applicable OSHA, Cal-OSHA, and OSHA-Approved state plans laws, and regulations Identify, investigate, and report compliance issues, irregularities, and potential non-compliance violations, and facilitate continuous improvement opportunities Stay current with agency updates, and association publications, attend compliance training, and participate in best practice meetings/seminars Update, edit and maintain HR compliance information on the internal wiki (Confluence) Continuously look for ways to streamline and improve the efficiency and effectiveness of processes Assist with other department audits and HR projects as assigned
   
   Required Qualifications:High School Diploma, Bachelor's Degree in Human Resources Management, Business Administration, Workforce Development, or a related field preferred Minimum of 4 years of Human Resources experience with an emphasis on compliance Highly organized with the ability to multitask, and prioritize for efficiency Works well under pressure, in faced paced and changing environments Excellent communication skills with the ability to adapt and adjust to different communication styles Excellent interpersonal skills with the capability and desire to work within a collaborative team Assertive problem solver and proactive individual who takes initiative Ability to work with integrity, discretion, and professionalism Ability to navigate and learn new software and systems quickly Microsoft Office intermediate skill level (Word, Excel, Outlook, PowerPoint)
   Age of Learning currently provides:
   • 80% - 90% of health and welfare benefit premiums
   • A 401(k) program with employer match
   • 15 paid vacation days, 11 observed national paid holidays plus 9 sick days
   • Our flexible work culture means 2 or more days in the office (hybrid) or 100% fully remote options available for most positions
   • Team bonding events and a highly collaborative environment
   • Access to our internal DEI Task Force that focuses on ensuring our products represent all children on a global scale
   • Opportunities for professional growth through professional learning and development programs
   • Commitment to Equal Opportunity Employment in addition to an inclusive and supportive company culture

   Copy this example

   

5. Post your job

   There are a few common ways to find senior human resources specialists 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 senior human resources specialist job on Zippia to find and recruit senior human resources specialist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with senior human resources specialist candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 senior human resources specialist

   Once you've found the senior human resources specialist 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.

   Once that's done, you can draft an onboarding schedule for the new senior human resources specialist. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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