How to find a job with HRIS skills

Compensation/benefits specialists are professionals who manage and oversee the compensation and benefits of employees of an organization. These specialists are required to develop compensation programs that will improve the performance, engagement, and satisfaction of all employees. They must create and analyze the evaluations and classifications of job descriptions while conducting market research on salary and labor to define benchmarks. Compensation/benefits specialists must also ensure that compensation practices are following the current laws and regulations as well as assessing the needs of employees through organizational surveys.

Controllers, operations, and human resource managers mainly oversee accounting and financial activities. These professionals review and approve budgets, create and enforce new policies, and maintain the company's HR systems. They make sure that the HR initiatives are smoothly operated for a healthy work environment and that they are inexpensive. Their tasks include payroll management, workforce engagement, compliance management, talent recruitment, performance appraisal, and training management.

Compensation and benefits analysts are professionals who are responsible for evaluating existing and proposed jobs while classifying them according to their responsibility and importance to the employer. These analysts are required to develop salary structures and benefits plans for employees that must remain consistent throughout the entire organization. They must be familiar with labor laws and regulations and ensure that the organization provides incentives for hard work and long-term commitment. Compensation and benefits analysts must also have a deep understanding of how their organization functions.

Senior Human Resources Assistants are junior-level employees in the human resources department of an organization. They are usually in-charge of administrative or clerical activities of the department. They update records, manage documents, and ensure that all department-related information is kept confidential. They also handle tasks related to different facets of human resources such as recruitment, total rewards, or employee relations. They may be asked to lead specific activities or projects related to human resources facets as a way to train them for bigger roles.

A human resources (HR) analyst is an individual who collaborates with a company's HR staff members to identify and assist in solving HR-related issues. HR analysts must provide advice and support to numerous departments in the organization regarding HR policies and best practices. They assist the HR team in the moderation of operating policies, guidelines, and systems to encourage best practices in the company. HR analysts also review data of employees and job candidates while inputting them into the HR database.

A Director Of Human Resources Operations is responsible for promoting and implementing human resource value through planning and coordinating human resources programs. They supervise the process of recruiting, selecting, orienting, training, and counseling of the employees.

A Payroll and Benefits Coordinator works as a member of a company's human resources department where their role is to oversee and organize procedures related to preparing and processing employee salaries and benefits, ensuring accuracy and timeliness. They are responsible for setting goals and guidelines, maintaining payroll records and employee timesheets, preparing and processing the necessary documentation, liaising with internal and external business partners, delegating tasks among staff, and resolving issues and concerns if any arise. Moreover, as a payroll and benefits coordinator, it is essential to assist employees by answering inquiries and understanding the extent of procedures.

Compensation and benefits managers oversee and coordinate a company's compensation and benefits department. They are responsible for ensuring accurate and fair compensation, including bonuses, pensions, and salaries. Other duties include coordinating and supervising the work of staff, developing the company's compensation and benefits structure, and selecting and managing outside partners such as insurance brokers, investment managers, and benefits vendors. Compensation and benefits managers are also responsible for overseeing the disclosure of compensation and benefits information to employees and ensuring that they comply with state and federal regulations.

A human resources generalist is responsible for monitoring the human resources policies and procedures, making adjustments as needed to align with the company's goals and objectives. Duties of a human resources generalist also include improving employee relations system, organizing compliance and knowledge training, reviewing benefit plans, managing compensation inquiries, assisting in recruitment and staffing needs, communicating with department heads in employees' performance reviews, and storing employees' files for reference. A human resource generalist must have excellent communication and decision-making skills to address issues concerning the company and employees' welfare.

A human resources recruiter is responsible for sourcing potential candidates on filling in organizational roles to support business operations and maintain efficiency on project deliverables. Human resources recruiters work closely with every department's head to analyze their qualifications and posting the job requirement on the company's job board and other communication platforms. They screen applicants, conduct background checks, provide timely updates of the application progress, and inform the successful candidate of the job's compensation and benefits. The human resources recruiter also assists with recruitment events and maintain an organized hiring process.

A Senior Human Resources Generalist implements human resources programs, such as health and welfare benefits, training and development, and safety/health. They are also responsible for improving manager and employee performance.

A senior human resources representative works directly with job applicants and employees in a company. They serve as the potential, current, and former employees' point of contact, providing them with the needed assistance. It is also their responsibility to answer inquiries, develop strategies to provide better employee service, facilitate job openings, conduct interviews for applicants, and enforce the company's policies and regulations. Furthermore, as a senior human resources representative, it is essential to maintain records of all employees, keeping them safe and secure.

A human resources associate is responsible for supporting the human resources department's operations, updating employees' records within the organization's database, and managing the employees' inquiries and concerns by referencing the human resources policies. Human resources associates assist with staffing and recruitment processes, maintaining a timely job board, and filtering potential candidates' requirements and qualifications. They also respond to payments and benefits concerns and recommend employees' training and programs to maximize their potential, credibility, and productivity for daily operations and project management.

A human resources coordinator is responsible for cooperating with the company's human resources department, supporting its processes and procedures, and assisting with employees' concerns. Human resources coordinators' duties include maintaining business files and employees' records, processing documents and submitting required reports, administering background checks for the recruitment process, reviewing and referring to company's handbook for corrective action and performance review, scheduling meetings and facilitating events, and advising effective strategies to human resources management. A human resources coordinator requires excellent communication and employee-relation skills to support the company's daily operations.

A compensation consultant is responsible for supporting the human resources department's operations by reviewing the organization's compensation policies and programs, ensuring that the guidelines adhere to state regulations and requirements. Compensation consultants conduct market research analysis to identify salary grades according to job positions and financial stability. They also study benefit plans and facilitate the dissemination of information by organizing orientations and utilizing the company's media platforms. A compensation consultant should have excellent knowledge of the payroll processes to respond to employees' inquiries and concerns and settle salary discrepancies.