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Plans, develops, establishes, implements, and administers the personnel and human resources management function in accordance with objectives of organization. Directs human resource functions including staffing, employee orientation, education, and training, management development, employee and labor relations, affirmative action compliance, policies and procedures, workers compensation administration, wage and salary administration, benefits administration, organization development, and employee assistance. Directs staff personnel who assist in identifying, evaluating, and resolving human relations and work performance problems within establishment to facilitate communication and improve employee human relations skills and work performance. Typically reports to the Chief Executive Officer or the Chief Operations Officer; and Human Resources Director may report to this position.: Confers with organization officials to plan business objectives, to develop organizational policies, and to coordinate specific functions. Functions may include safety and health and security. Talks informally with establishment personnel and attends meetings to facilitate effective interpersonal communication among participants and to ascertain human relations and work-related problems that adversely affect employee morale and establishment productivity. Evaluates human relations and work-related problems and meets with supervisors, managers, and executives to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues among personnel. Responsible for training to instruct establishment managers, supervisors, and workers in human relation skills, such as supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills. May approve individuals for technical job-related skills training to improve individual work performance. May have responsibility for labor contract negotiations.

Director Human Resources

Organizes, plans, develops, and directs the implementation and administration of human resources functions and carries out policies and procedures relating to all phases of human resources activities. Directs activities relating to personnel rules and regulations, staffing, employee education and training, management development, labor relations, affirmative action, workers compensation administration, benefits administration, and salary administration. This position may report to the Top Human Resources Officer or the Chief Executive Officer and typically supervises the Employee Relations Manager and/or the Human Resources Manager; however, in smaller organizations all levels of management may not be present.: Approves and directs new employee orientation to foster positive attitude toward company goals. Investigates problems incidental to sound and uniform personnel administration, such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolutions. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Recommends and implements procedures to reduce absenteeism and turnover. Prepares budget of human resources operations. Recruits, interviews, and selects employees to fill vacant positions. May investigate accidents and prepare reports for insurance carrier. May conduct wage surveys within labor market to determine competitive wage rate. May contract with outside suppliers to provide employee services, such as food services, transportation, or relocation service.

Assistant Human Resource Manager

Assists in managing and participating in planning, developing, recommending, and implementing human resources activities, policies, procedures, and programs for an organization. Assists manager in activities relating to staffing, employee education and training, management development, labor relations, affirmative action, benefits administration, and salary administration. : Assists in planning and conducting new employee orientation to foster positive attitude toward organization goals. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Investigates accidents and prepares reports for insurance carrier. Participates in compensation and benefit surveys and/or conducts wage survey within labor market to determine competitive wage rate and remain apprised of current trends. Writes separation notices for employees separating with cause, and conducts exit interviews to determine reasons behind separations. Prepares reports and recommends procedures to reduce absenteeism and turnover. Assists in preparation and analysis of department budget to identify budget needs and/or reductions. May represent organization at personnel-related hearings and investigations. May administer pre-employment tests to applicants. May supervise clerical workers. May keep records of hired employee characteristics for governmental reporting purposes. May hire, train, evaluate employee performance, and recommend or initiate promotions, transfers, and disciplinary action.

Human Resources Outsourcing Manager

Plan, direct, or coordinate supportive services of an organization, such as recordkeeping, mail distribution, telephone operator/receptionist, and other office support services. May oversee facilities planning and maintenance and custodial operations. Exclude 'Purchasing Managers' (11-3061).

Human Resources Manager

Manages and participates in planning, developing, recommending, and implementing human resources activities, policies, procedures, and programs for an organization. Manages activities relating to staffing, employee education and training, management development, labor relations, affirmative action, benefits administration, and salary administration. Typically reports to Human Resources Director and may have Human Resources Supervisors and/or generalists reporting to this position; however, in smaller companies the manager may be the first level supervisor.: Plans and conducts new employee orientation to foster positive attitude toward company goals. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Investigates accidents and prepares reports for insurance carrier. Participates in compensation and benefit surveys and/or conducts wage survey within labor market to determine competitive wage rate and remain apprised of current trends. Writes separation notices for employees separating with cause, and conducts exit interviews to determine reasons behind separations. Prepares reports and recommends procedures to reduce absenteeism and turnover. Hires, trains, evaluates employee performance, and recommends or initiates promotions, transfers, and disciplinary action. Prepares and analyzes department budget to identify budget needs and/or reductions, and may allocate operating budget funds. May represent company at personnel-related hearings and investigations. May contract with outside suppliers to provide employee services such as food services, transportation, or relocation service. May administer pre-employment tests to applicants. May supervise clerical workers. May keep records of hired employee characteristics for governmental reporting purposes. May negotiate collective bargaining agreement. May include management of employee relations activities.

Assistant Human Resources Director

Assists the Human Resources Director in organizing, planning, developing, and directing the implementation and administration of human resources functions and in carrying out policies and procedures relating to all phases of human resources activities. Assists in directing activities relating to personnel rules and regulations, staffing, employee education and training, management development, labor relations, affirmative action, workers compensation administration, benefits administration, and salary administration.: Investigates problems incidental to sound and uniform personnel administration, such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolutions. Keeps records of insurance coverage, pension plan, and personnel transactions, such as hires, promotions, transfers, and terminations. Recommends and implements procedures to reduce absenteeism and turnover. Assists in preparing budget of human resources operations. May recruit, interview, and select employees to fill vacant positions. May investigate accidents and prepare reports for insurance carrier. May conduct wage surveys within labor market to determine competitive wage rate.

Human Factors Specialist

Conducts research, development, application, and evaluation of psychological principles relating human behavior to characteristics, design, and use of environments and systems within which human beings work and live: collaborates with equipment designers in design, development, and utilization of man-machine systems to obtain optimum efficiency in terms of human capabilities. Advises on human factors to be considered in design of man-machine systems, military equipment, and industrial products. Participates in solving such problems as determining numbers and kinds of workers required to operate machines, allocation of functions to machines and operators, and layout and arrangement of work sites. Analyzes jobs to establish requirements for use in classification, selection, placement, and training of personnel job analyst. Develops training methods and materials, such as curriculums, lectures, and films, and prepares handbooks of human engineering data for use by equipment and system designers. May conduct research to develop psychological theories concerning such subjects as effects of physical factors (temperature, humidity, vibration, noise, and illumination) on worker's behavior; functional design of dials, scales, meters, and other instruments to minimize sensory requirements; specifications for optimal size, shape, direction and speed of motion, and location of equipment controls; and effects of environmental, organismic, and task or job variables on work behavior and life quality.

Human Resources Advisor

Provides establishment personnel assistance in identifying, evaluating, and resolving human relations and work performance problems within establishment to facilitate communication and improve employee human relations skills and work performance. Talks informally with establishment personnel and attends meetings of managers, supervisors, and work units to facilitate effective interpersonal communication among participants and to ascertain human relations and work related problems that adversely affect employee morale and establishment productivity. : Evaluates human relations and work-related problems and meets with supervisors and managers to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues among personnel. Develops and conducts training to instruct establishment managers, supervisors, and workers in human relations skills, such as supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills. Schedules individuals for technical job-related skills training to improve individual work performance. May participate in resolving labor relations issues. May assist in screening applicants for establishment training programs. May write employee newsletter. May operate audiovisual equipment to review or for giving presentations for training program.

Solutions Architect

Manages IT applications projects, including the design, development, and implementation of components of the IT architecture. Develops and articulates IT solutions based on the enterprise's strategic business or technical requirements.: Develops and communicates architectural proposals for various projects and initiatives. Defines the approach for structuring each application, including determining appropriate use of technology solutions. Defines and validates technical requirements and architecture quality attributes. Produces application design documentation for complex applications. Establishes traceability between requirements and application architecture/design. Develops solutions consistent with enterprise application and security standards and policies. Leads technical design sessions with the development teams ensuring that architecture standards are followed. Communicates implications of architectural decisions, issues, and plans to IT leadership. Provides input to the development of project initiation documents including objectives, scope, approach, and deliverables when needed. Supports and guides the development teams during the analysis, development, and testing processes. Provides expert knowledge of application architecture, and consults business and technology teams when application architecture knowledge is needed. Creates project and application architecture deliverables that are consistent with architecture principles, standards, methodologies, and organization’s best practices. Seeks and maximizes opportunities to improve productivity, time-to-market, solutions quality, and cost effectiveness.

Human Resources Recruiter

Seeks out, interviews, screens, and recruits job applicants to fill existing company job openings: discusses personnel needs with department supervisors to prepare and implement recruitment program. Contacts colleges to arrange on-campus interviews. Provides information on company facilities and job opportunities to potential applicants. Interviews college applicants to obtain work history, education, training, job skills, and salary requirements. Screens and refers qualified applicants to company hiring personnel for follow-up interview. Arranges travel and lodging for selected applicants at company expense. Performs reference and background checks on applicants. Corresponds with job applicants to notify them of employment consideration. Files and maintains employment records for future references. Projects yearly recruitment expenditures for budgetary control.

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