HR Representative Jobs

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

• Human Resource Generalist
• Human Resources Generalist
• HR Generalist

Required or preferred licenses and certifications for HR Representative positions.

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

• Affirmative Action Plan
• Applicant Tracking System
• Benefits Administration
• Collective Bargaining
• Communication Skills
• Consolidated Omnibus Budget Reconciliation
• Employee Benefits
• Employee Engagement
• Employee Recognition
• Employee Relations
• Employee Sourcing
• Employment Law
• Family And Medical Leave Act
• Firing
• HR Policies & Procedures
• HR Systems
• Human Capital Management (HCM)
• Human Resources
• Human Resources (HR) Operations
• Human Resources Information System
• Human Resources Management
• I-9 Forms
• Interviewing
• Labor Law
• Labor Relations
• Leadership
• Leave of Absence
• Management
• Management Training
• Microsoft Excel
• Microsoft Office
• New Employee Orientation
• New Hire Training
• Offboarding
• Offer Letters
• Onboarding
• Open Enrollment
• Organization
• Orientation
• Payroll
• Performance Management
• Short-Term Disability
• Talent Acquisition
• Talent Management
• Termination
• Training and Development
• Unemployment Claims

Here are some other career titles that require similar skills

Top hiring companies for HR Representative positions

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.

With the recent economic downturn, many job seekers at least considered a position in HR and many took the leap and changed their career focus altogether. The reason for this is because HR is seen as one of the more recession-proof occupations. The conventional wisdom is simple: companies need to hire, so therefore they need an HR professional.

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).