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Key Responsibilities and Required Skills for HR Representative

💰 $55,000 - $75,000

Human ResourcesPeople OperationsTalent ManagementEmployee Relations

🎯 Role Definition

The HR Representative is a cornerstone of the People Operations team, acting as a primary point of contact for employees and supervisors. This role is instrumental in executing daily HR functions and ensuring the smooth operation of HR processes. As a trusted advisor and problem-solver, the HR Representative provides guidance on a wide range of topics including company policies, benefits, employee relations, and performance management. This position balances administrative excellence with a human-centric approach, directly contributing to employee satisfaction, engagement, and the overall health of the organization's culture.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Coordinator
  • HR Assistant
  • Recruiting Coordinator

Advancement To:

  • Senior HR Representative
  • HR Generalist / Senior HR Generalist
  • HR Business Partner (HRBP)

Lateral Moves:

  • Benefits Administrator
  • Talent Acquisition Specialist

Core Responsibilities

Primary Functions

  • Serve as the initial point of contact for employee inquiries, providing timely and accurate information regarding HR policies, procedures, and benefits programs.
  • Manage the full-cycle recruitment process for designated roles, including posting jobs, sourcing candidates, screening resumes, and coordinating interview schedules.
  • Facilitate a comprehensive and engaging new hire onboarding experience, from conducting orientation sessions to ensuring all necessary paperwork and system setups are complete.
  • Administer employee benefits programs, including enrollments, changes, and terminations, and actively assist employees in understanding their coverage options.
  • Maintain accurate and up-to-date employee records within the Human Resources Information System (HRIS), processing new hires, terminations, and status changes with precision.
  • Provide frontline support for basic employee relations issues, documenting concerns and escalating complex or sensitive matters to an HR Manager or Business Partner.
  • Assist in the administration of leave of absence programs (FMLA, short-term/long-term disability), ensuring compliance with federal and state regulations.
  • Support the annual performance management cycle by tracking review completion, providing administrative support, and answering procedural questions from managers and employees.
  • Process and verify I-9 documentation and maintain records in compliance with federal law, conducting regular self-audits to ensure accuracy.
  • Coordinate and document exit interviews for departing employees, compiling feedback to identify trends and recommend improvements to the employee experience.
  • Assist in the planning and execution of employee engagement initiatives, company events, and recognition programs to foster a positive and inclusive workplace culture.
  • Generate standard and ad-hoc reports from the HRIS on key metrics such as headcount, turnover, and recruitment activity for management review.
  • Ensure consistent and fair application of company policies and procedures, providing clarification and guidance to employees and front-line managers.
  • Support HR compliance efforts by assisting with internal audits, maintaining required workplace postings, and staying informed about changes in employment law.
  • Manage all employee offboarding logistics, including processing final pay, deactivating system access, and coordinating the return of company property.
  • Participate in the development and revision of HR policies and procedures, helping to draft communications and update the employee handbook.
  • Respond to unemployment claims and employment verification requests accurately and within designated timeframes.
  • Collaborate effectively with the payroll department to ensure the accuracy and integrity of employee data related to compensation, new hires, and terminations.
  • Support compensation administration by assisting with salary survey data collection and maintaining a library of current job descriptions.
  • Champion diversity, equity, and inclusion (DEI) initiatives by participating in related programs and ensuring recruitment and HR practices are fair and unbiased.
  • Assist with workers' compensation claims by gathering necessary documentation, filing reports, and serving as a point of contact for the employee and insurance carrier.

Secondary Functions

  • Support ad-hoc data requests and exploratory analysis to provide insights into workforce trends.
  • Contribute to HR process improvement projects by identifying inefficiencies and suggesting practical solutions.
  • Collaborate with departmental leaders to translate their team needs into actionable HR support.
  • Participate in sprint planning and agile ceremonies within the HR team to drive departmental projects forward.

Required Skills & Competencies

Hard Skills (Technical)

  • Proficiency with Human Resources Information Systems (HRIS), such as Workday, ADP Workforce Now, or SAP SuccessFactors.
  • Strong working knowledge of federal, state, and local employment laws (e.g., FMLA, ADA, FLSA, EEO).
  • Experience with Applicant Tracking Systems (ATS) like Greenhouse, Lever, or iCIMS for managing recruitment pipelines.
  • Knowledge of benefits administration principles, compliance, and open enrollment processes.
  • Advanced competency in Microsoft Office Suite (Word, Excel, PowerPoint), particularly Excel for data reporting and analysis.
  • Foundational knowledge of payroll processing and its interaction with HR systems.
  • Ability to generate, interpret, and present HR metrics and reports.
  • Experience with I-9 verification and E-Verify compliance procedures.
  • Familiarity with performance management software and best practices.
  • Skill in managing leave of absence administration and documentation.

Soft Skills

  • High level of discretion and the ability to handle confidential and sensitive information with the utmost integrity.
  • Exceptional interpersonal and communication skills (written and verbal) for building rapport with employees at all levels.
  • Strong problem-solving abilities with a pragmatic and solutions-oriented mindset.
  • Deep empathy and a customer-service focus when addressing employee needs and concerns.
  • Excellent organizational and time-management skills with a proven ability to manage multiple competing priorities.
  • Meticulous attention to detail and a commitment to accuracy in all tasks.
  • Ability to build trust and maintain positive, professional working relationships across the organization.
  • Foundational conflict resolution skills to navigate and de-escalate sensitive employee situations.
  • Adaptability and resilience in a fast-paced and evolving work environment.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor’s degree from an accredited institution.

Preferred Education:

  • Bachelor’s degree with a professional certification such as aPHR or SHRM-CP.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Psychology or Communications

Experience Requirements

Typical Experience Range: 2-4 years of experience in a dedicated HR role, such as an HR Assistant or Coordinator.

Preferred: Direct experience in a corporate environment with hands-on exposure to multiple HR functions, including full-cycle recruitment, employee relations, and benefits administration.

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