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Human Resources Specialists

SOC 13-1071.00Job Zone 4 · Considerable Preparationv.26.05

Context coveredThis framework covers Human Resources Specialists operating across corporate, multi-site, and government-contractor environments — from structured onboarding and compliance tasks through strategic HR leadership, talent acquisition, employee relations, and workforce analytics.

Sources:O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.SkillsCrosswalkSkillsCrosswalk — O*NET enrichment + adjacency index. Opens in new tab.
Emerging
Entry / Apprentice
  1. HR policies and procedures — explain core provisions to employees under supervisor guidance in an onboarding or orientation setting.
  2. Employment records — create and file hiring documentation using HRIS software following established templates and data entry protocols.
  3. EEO and ADA guidelines — identify key legal requirements and flag potential compliance concerns to a senior specialist during routine HR tasks.
  4. Job applications and résumés — review candidate submissions against posted job requirements using structured screening checklists in an applicant tracking system.
  5. Job offer details — communicate duties, compensation, benefits, and schedules to applicants via phone or email using approved scripts and fact sheets.
  6. Hiring paperwork — process new-hire forms, I-9 verifications, and background check authorizations under direct supervision in a corporate HR department.
  7. Active listening skills — gather employee concerns accurately and document key details before escalating issues to an HR manager.
  8. HR information systems — navigate and query HRIS and database tools to retrieve employee records in support of day-to-day HR operations.
  9. Written correspondence — draft routine HR letters, offer confirmations, and acknowledgment emails using department-approved language and formatting standards.
  10. Candidate referrals — route qualified applicants to hiring managers with a summary of screening results based on defined job criteria.
Developing
Mid-level / Established
  1. HR policy interpretation — explain and apply personnel policies and regulatory requirements to employees and managers with reduced supervisory oversight in a mid-size organization.
  2. Full-cycle hiring process — coordinate job postings, application review, interviews, and offer letters independently for non-executive roles across multiple departments.
  3. Employment records management — maintain accurate HRIS records for hires, terminations, transfers, and leaves, ensuring data integrity and audit readiness.
  4. EEO and affirmative action compliance — monitor hiring and employment practices against current legal standards and prepare routine compliance reports for HR leadership.
  5. Employee relations issues — conduct initial intake interviews for workplace complaints or concerns and recommend resolution steps in alignment with HR policy.
  6. Candidate evaluation — assess applicant qualifications against job requirements, conduct structured screening interviews, and make informed hiring recommendations to department managers.
  7. Benefits and compensation communication — present and clarify total-rewards details to candidates and employees using current plan documentation during hiring and open enrollment.
  8. Critical thinking in HR decisions — analyze patterns in employee relations cases or turnover data to identify recurring issues and propose process improvements.
  9. Time management and prioritization — manage concurrent recruiting requisitions and HR casework within established deadlines in a fast-paced HR operations environment.
  10. HRIS and analytical tools — generate standard workforce reports and queries to support staffing analyses and compliance reviews for HR management.
Proficient
Senior / Expert IC
  1. HR law and regulatory guidance — autonomously interpret and advise managers on complex EEO, ADA, FMLA, and labor law questions across a multi-department or multi-site organization.
  2. Strategic talent acquisition — design and execute end-to-end recruitment strategies for hard-to-fill or specialized roles, leveraging sourcing channels, assessments, and labor market data.
  3. Complex employee relations — investigate harassment allegations, work complaints, and conduct concerns independently, document findings, and recommend proportionate corrective actions.
  4. HR policy development — draft, revise, and implement HR policies and employee handbook content aligned with legal requirements and organizational culture.
  5. Workforce records governance — oversee employment records lifecycle for the full employee population, ensuring compliance with retention schedules and audit standards.
  6. Affirmative action program management — conduct availability analyses, set placement goals, and prepare AAP documentation in compliance with OFCCP requirements.
  7. Negotiation and offer management — negotiate compensation packages and resolve competing interests between candidates and hiring managers to close high-priority requisitions.
  8. HR technology optimization — configure, maintain, and troubleshoot HRIS modules and applicant tracking systems to improve workflow efficiency and data accuracy.
  9. Cross-functional coordination — partner with legal, finance, and operations leaders to align HR processes with business objectives and resolve organization-wide people issues.
  10. Instructional facilitation — design and deliver HR training sessions on compliance topics, interviewing techniques, and policy updates for managers and employees.
Advanced
Lead / Principal / Executive
  1. HR strategy and vision — set the organization's human resources strategic direction, aligning talent acquisition, compliance, and employee relations programs with long-term business goals.
  2. Organizational compliance leadership — establish enterprise-wide EEO, ADA, and labor law compliance frameworks, representing the organization in regulatory audits and government inquiries.
  3. HR policy governance — author and sponsor enterprise HR policies, ensuring consistency, legal soundness, and alignment with organizational values across all business units.
  4. Talent management architecture — design scalable hiring and workforce planning systems that anticipate skill gaps and support organizational growth across geographies or business lines.
  5. Executive-level employee relations — oversee resolution of high-stakes or sensitive employee relations matters involving senior leaders, legal exposure, or reputational risk.
  6. People analytics and decision-making — leverage advanced HRIS, analytical, and reporting platforms to surface workforce insights that inform C-suite and board-level decisions.
  7. HR team leadership and development — mentor, coach, and evaluate a team of HR specialists and generalists, building departmental capability and succession pipelines.
  8. Stakeholder influence and negotiation — advise and influence executive leadership, legal counsel, and external partners on complex HR matters through evidence-based recommendations.
  9. HR technology strategy — evaluate, select, and champion enterprise HR technology investments that modernize operations, enhance data integrity, and improve employee experience.
  10. Organizational culture stewardship — champion inclusion, integrity, and employee engagement initiatives at the enterprise level, translating HR values into measurable cultural outcomes.

AI-at-Work Competency Framework

Sources:Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab.Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab.WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab.

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Sources:Pathsmith™ Durable SkillsPathsmith™ Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
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O*NET enrichment · skillscrosswalk.com

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Source anchors that ground each statement

Related titles
HR Specialist · Business Intelligence Engineer · Career Development Specialist · Career Development Technician · Career Specialist · Certification Specialist · Contract Recruiter · Corporate Recruiter · Credentialing Coordinator · Credentialing Specialist · Credentials Specialist · Employee Advisor
RAPIDS apprenticeships
0242 · HR Specialist
O*NET skills
SpeakingReading ComprehensionActive ListeningCritical ThinkingWritingSocial PerceptivenessService OrientationJudgment and Decision MakingActive LearningInstructingComplex Problem SolvingLearning StrategiesMonitoringCoordinationNegotiationTime Management
Knowledge domains
Personnel and Human ResourcesAdministrativeAdministration and ManagementEnglish LanguageCustomer and Personal ServiceLaw and GovernmentEducation and Training
Abilities
Oral ExpressionWritten ComprehensionOral ComprehensionSpeech ClarityDeductive ReasoningSpeech RecognitionWritten ExpressionProblem SensitivityNear VisionInformation Ordering
Work styles
DependabilityIntegrityCooperationAttention to DetailSocial OrientationEmpathy
Technology
Document management softwareGraphics or photo imaging softwareWeb page creation and editing softwareHuman resources softwareDesktop publishing softwareObject or component oriented development softwareData base user interface and query softwareVideo creation and editing softwareOperating system softwareAnalytical or scientific software
Tasks · seed anchors for statements
  1. Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  2. Hire employees and process hiring-related paperwork.
  3. Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
  4. Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  5. Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
  6. Review employment applications and job orders to match applicants with job requirements.
  7. Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  8. Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
CIP education codes
42.280452.020152.100152.100352.100652.1099

Sources: O*NET v30.2 (CC BY 4.0), SkillsCrosswalk.com, LER.me®, Anthropic Economic Index, SAFI (Jadhav & Danve, 2026), WEF Skills Taxonomy 2021, Pathsmith™ Durable Skills Framework. © 2026 EBSCOed.