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
• Benefits Administration
• Communication Skills
• Customer Service
• Documentation
• Employee Benefits
• Employee Coaching
• Employee Engagement
• Employee Recognition
• Employee Relations
• Employment Law
• Events
• Exit Interviews
• Family And Medical Leave Act
• Filing
• 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
• Implementation
• Interviewing
• Investigation
• Labor Relations
• Leadership
• Leave Administration
• Leave of Absence
• Management
• Microsoft Excel
• Microsoft Office
• Microsoft PowerPoint
• Microsoft Word
• New Employee Orientation
• New Hire Training
• Offboarding
• Onboarding
• Open Enrollment
• Organization
• Payroll
• Performance Management
• Planning
• Policy Administration
• Policy Development
• Policy Implementation
• Problem Solving
• Project Coordination
• Regulations
• Regulatory Compliance
• Reporting
• Research Skills
• Resolution
• Scheduling
• Software
• Staff Supervision
• Staffing
• Talent Acquisition
• Talent Management
• 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

Whether you’re just starting out on your HR career path or ready advance your career in HR, check out this advice to reach your goals.

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).