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Job Description

Job Description

A job description is a written document that describes the duties, responsibilities, required qualifications, and reporting relationships of a particular job or position. One of the best places to start in understanding the format of job descriptions is the Occupational Outlook Handbook, provided online from the United States Department of Labor, Bureau of Labor Statistics at: http://www.bls.gov/oco/home.htm

The Occupational Outlook Handbook describes what workers do in certain jobs, the probable working conditions, the level of training and education typically needed to apply for the position, the approximate range of expected salary, and the job prospects for a variety of occupations.

Below are some typical job descriptions for Human Resources personnel:

  • Human Resources administrative assistant
  • Human Resources analyst
  • Human Resources associate
  • Human Resources clerk
  • Human Resources consultant
  • Human Resources coordinator
  • Human Resources generalist
  • Human Resources information system specialist
  • Human Resources labor relations manager
  • Human Resources manager
  • Human Resources recruiter
  • Human Resources representative
  • Human Resources specialist
  • Human Resources supervisor
  • Human Resources trainer (United States Department of Labor, 2006-2007)


This site includes short synopses of the duties of each job listed. Below are three examples:
The Director of Human Resources may supervise several departments, each headed by an experienced manager who most likely specializes in one human resources activity, such as employment, compensation, benefits, training and development, or employee relations.

Employment and Placement Managers supervise the hiring and separation of employees and supervise various workers, including equal employment opportunity specialists and recruitment specialists. Employment, recruitment, and placement specialists recruit and place workers.

Recruiters maintain contacts within the community and may travel considerably, often to college campuses, to search for promising job applicants. Recruiters screen, interview, and occasionally test applicants. They also may check references and extend job offers. These workers must be thoroughly familiar with the organization and its human resources policies in order to discuss wages, working conditions, and promotional opportunities with prospective employees. They also must keep informed about equal employment opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act. (United States Department of Labor, 2006-2007)

Salary Information (United States Department of Labor, 2004) for several of these categories will vary from company to company:

  • Annual earnings of compensation/benefits managers: from $39K to $118K
  • Annual earnings of training and development managers: $36K to $119K
  • Annual earnings of human resources managers: $48K to $136K
  • Annual earnings of employment, recruitment, placement specialists: $25K to $76K

Moreover, the average salary for human resources managers employed by the Federal Government was $71,232 in 2005; for employee relations specialists, $84,847; for labor relations specialists, $93,895; and for employee development specialists, $80,958 (United States Department of Labor, 2004).

 

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