HR Administrator Jobs

Users interested in this job title also searched for the following job title

• HR Administration

Required or preferred licenses and certifications for HR Administrator positions.

The following top skills are often required or desired to land a HR Administrator position

• Acquisitions
• Business Strategy
• Change Management
• Coaching
• Communication Skills
• Consulting
• Customer Service
• Design
• Diversity & Inclusion
• Employee Coaching
• Employee Engagement
• Employee Relations
• Employee Retention
• Employment Law
• Executive Coaching
• Exit Interviews
• Family And Medical Leave Act
• Filing
• Firing
• HR Analytics
• HR Consulting
• HR Leadership
• HR Policies & Procedures
• HR Strategy
• Human Resources
• Human Resources (HR) Operations
• Human Resources Information System
• Human Resources Management
• Implementation
• Investigation
• Labor Relations
• Leadership
• Leadership Development
• Learning and Development
• Management
• Management Coaching
• Microsoft Excel
• Microsoft Office
• Microsoft Word
• Onboarding
• Organization
• Organization Design
• Organizational Development
• Organizational Effectiveness
• Performance Management
• Performance Reviews
• Planning
• Policy Administration
• Policy Development
• Problem Solving
• Regulations
• Regulatory Compliance
• Reporting
• Staff Supervision
• Staffing
• Strategy Development
• Succession Planning
• Talent Acquisition
• Talent Development
• Talent Management
• Training and Development
• Workforce Planning

Here are some other career titles that require similar skills

Top hiring companies for HR Administrator positions

A key component of securing human resources jobs – jobs in any industry, for that matter – is networking. Individuals looking to begin or advance their human resources careers should strongly consider joining an organization just for HR professionals. By being active in an industry-specific association, you will make invaluable connections, have the opportunity to grow professionally through training and certification programs, and increase your credibility as an HR expert.

HR professionals may make easy targets, but in reality they're just like the rest of us: overworked, undercompensated, and doing the best they can with the resources at their disposal.

HR is at a crossroads. For many years now the profession has existed with a fundamental dichotomy between employee advocate (functioning as a fair/impartial third-party ombudsman) vs. business leader (serving the needs of the company and executing initiatives such as RIFs or outplacements that seem to clash directly with the employee advocacy role).