HR Representative Jobs

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

• Human Resources Generalist
• HR Generalist
• Human Resource 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
• Benefits Administration
• Communication Skills
• Compensation and Benefits
• Consolidated Omnibus Budget Reconciliation
• Customer Service
• Development
• Documentation
• Employee Benefits
• Employee Coaching
• Employee Engagement
• Employee Recognition
• Employee Relations
• Employment Law
• Equal Employment Opportunity
• Exit Interviews
• Family And Medical Leave Act
• Filing
• Firing
• Generalist
• HR Policies & Procedures
• HR Systems
• Human Resources
• Human Resources (HR) Operations
• Human Resources Information System
• Human Resources Management
• Implementation
• Interviewing
• Investigation
• Labor Law
• Labor Relations
• Leadership
• Leave of Absence
• Management
• Microsoft Excel
• Microsoft Office
• Microsoft Word
• New Employee Orientation
• New Hire Training
• Offboarding
• Onboarding
• Open Enrollment
• Organization
• Orientation
• Payroll
• Performance Evaluation
• Performance Management
• Planning
• Policy Administration
• Policy Development
• Policy Implementation
• Problem Solving
• Regulations
• Regulatory Compliance
• Reporting
• Research Skills
• Resolution
• Scheduling
• Staff Supervision
• Staffing
• Termination
• Training and Development
• Unemployment Claims
• Workers' Compensation

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).