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Key Responsibilities and Required Skills for Personnel Officer

💰 $55,000 - $85,000

Human ResourcesAdministrationTalent ManagementEmployee Relations

🎯 Role Definition

A Personnel Officer, often known as an HR Generalist or HR Officer, is the organizational backbone for all things people-related. This role serves as a crucial link between management and employees, ensuring smooth communication and the fair, consistent application of company policies. The primary objective is to champion a positive, productive, and compliant work environment where employees feel supported and valued. From attracting top talent to managing employee relations and administering benefits, the Personnel Officer's influence is felt at every stage of the employee lifecycle, directly contributing to the organization's overall health and success.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Coordinator
  • HR Assistant
  • Recruiter

Advancement To:

  • Senior Personnel Officer / Senior HR Generalist
  • Human Resources Manager
  • HR Business Partner (HRBP)

Lateral Moves:

  • Compensation & Benefits Specialist
  • Talent Acquisition Specialist
  • Training & Development Coordinator

Core Responsibilities

Primary Functions

  • Oversee the entire recruitment and selection lifecycle, from collaborating with hiring managers to draft compelling job descriptions to sourcing, screening, interviewing, and extending offers to qualified candidates.
  • Administer and communicate comprehensive employee benefits programs, including health insurance, retirement plans, and ancillary benefits, serving as the main point of contact for employee inquiries and claim resolutions.
  • Act as a trusted advisor on employee relations issues, conducting thorough and objective investigations into complaints and grievances, and recommending appropriate disciplinary or remedial actions.
  • Ensure organizational compliance with all federal, state, and local employment laws and regulations, including EEO, FMLA, ADA, and FLSA, by maintaining up-to-date knowledge and applying it to policies and practices.
  • Manage the accurate and confidential maintenance of all employee records, including personnel files, benefits enrollment, and performance documentation, utilizing the Human Resources Information System (HRIS).
  • Develop and facilitate a robust and engaging new hire orientation and onboarding process to ensure new employees are effectively integrated into the company culture and their roles.
  • Support the annual performance management cycle, including goal setting, performance reviews, and development planning, by providing guidance and tools to both managers and employees.
  • Actively participate in the development, review, and implementation of human resource policies and procedures to ensure they are current, effective, and consistently applied across the organization.
  • Manage the employee offboarding process, including conducting insightful exit interviews to gather feedback, processing termination paperwork, and ensuring a smooth transition.
  • Serve as a primary resource for employees and managers, providing clear and accurate information regarding HR policies, procedures, and company programs.
  • Administer all leave of absence requests, including FMLA, short-term/long-term disability, and other personal leaves, ensuring compliance and clear communication with the employee.
  • Collaborate with the finance department to ensure the accurate processing of payroll data, including new hires, terminations, and changes to compensation or deductions.
  • Prepare and analyze key HR metrics and reports on topics such as employee turnover, time-to-fill, and absenteeism to identify trends and support data-driven decision-making.
  • Identify employee training needs and support the coordination and delivery of professional development programs and initiatives that align with organizational goals.
  • Champion workplace health and safety initiatives, participating in safety committees, assisting with incident reporting, and promoting a culture of safety awareness.
  • Manage and process workers' compensation claims, acting as a liaison between the employee, medical providers, and the insurance carrier to ensure timely and appropriate care.
  • Regularly review and update job descriptions to ensure they accurately reflect the duties and qualifications of each position and maintain an organized digital library.
  • Assist in the deployment of employee engagement surveys and collaborate with leadership to analyze results and develop meaningful action plans to improve the employee experience.
  • Foster positive relationships with external partners, including benefits brokers, legal counsel, and temporary staffing agencies, to ensure high-quality service and support.
  • Stay abreast of emerging HR trends, best practices, and new technologies to continuously improve HR processes and contribute innovative ideas to the team.

Secondary Functions

  • Assist in the planning and execution of company-wide events, employee recognition programs, and wellness initiatives to boost morale and foster a strong sense of community.
  • Contribute to HR-related projects, such as system implementations, policy rollouts, or diversity and inclusion programs, as assigned by HR leadership.
  • Support internal communication efforts by helping to draft and distribute HR-related announcements, newsletters, and updates.
  • Provide administrative support to the human resources department, including scheduling meetings, processing invoices, and managing department correspondence.

Required Skills & Competencies

Hard Skills (Technical)

  • HRIS Proficiency: Hands-on experience with Human Resource Information Systems (e.g., Workday, SAP SuccessFactors, BambooHR) for data management and reporting.
  • Applicant Tracking Systems (ATS): Skill in using ATS platforms (e.g., Greenhouse, Lever, iCIMS) to manage recruitment pipelines efficiently.
  • Knowledge of Employment Law: A strong, practical understanding of key federal and state labor laws (FMLA, ADA, EEO, FLSA) and their application in the workplace.
  • Benefits Administration: Comprehensive knowledge of employee benefits programs, enrollment processes, and compliance requirements (e.g., COBRA, ACA).
  • Full-Cycle Recruiting: Demonstrated ability to manage the entire hiring process from sourcing and screening to offer negotiation and closing.
  • Payroll Systems Knowledge: Familiarity with the fundamentals of payroll processing and experience with systems like ADP, Paychex, or Gusto.
  • MS Office Suite Expertise: Advanced proficiency in Microsoft Office, particularly Excel for data analysis and reporting, Word for correspondence, and PowerPoint for presentations.
  • HR Reporting & Analytics: Ability to gather, analyze, and interpret HR data to create insightful reports and identify actionable trends.
  • Performance Management: Understanding of performance review cycles, goal-setting frameworks, and employee development planning.
  • Onboarding & Training: Experience in designing and delivering effective onboarding programs and coordinating training logistics.

Soft Skills

  • Exceptional Communication: The ability to convey complex information clearly, concisely, and with empathy, both verbally and in writing, to all levels of the organization.
  • Discretion and Confidentiality: Unwavering integrity and the ability to handle sensitive and confidential information with the utmost professionalism and discretion.
  • Conflict Resolution: A calm and objective approach to navigating interpersonal conflicts and employee relations issues, facilitating positive resolutions.
  • Interpersonal Acumen: The capacity to build rapport and establish trusting relationships with employees, managers, and external partners.
  • Problem-Solving: A proactive and analytical mindset to identify issues, evaluate potential solutions, and implement effective remedies.
  • Organizational Skills: Meticulous attention to detail and the ability to manage multiple priorities, projects, and deadlines in a fast-paced environment.
  • Empathy & Emotional Intelligence: The ability to understand and respond to the perspectives and feelings of others, fostering a supportive and inclusive atmosphere.
  • Adaptability: Flexibility to navigate changing priorities, ambiguous situations, and evolving organizational needs with a positive attitude.
  • Ethical Judgment: A strong moral compass and commitment to upholding ethical standards and promoting fairness in all HR practices.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree from an accredited institution.

Preferred Education:

  • Master's Degree in Human Resources or a related field.
  • Professional HR Certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR).

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Industrial/Organizational Psychology
  • Sociology or Communications

Experience Requirements

Typical Experience Range: 2-5 years of progressive experience in a Human Resources role (e.g., HR Coordinator, Recruiter, HR Assistant).

Preferred: Experience in a similar industry, a unionized environment, or direct experience with a major HRIS implementation is highly regarded.

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