3 Human Resources (HR) Job Description Samples for 2022

Human resources departments often get a bad reputation. People tend to imagine HR employees huddled in a basement office, intent on issuing disciplinary actions and filing paperwork all day. However, strategic HR teams are essential for any company to truly thrive. 

A business with happy employees is one with a strong foundation that is far more stable than simply a high net profit. Workers are the heart and soul of any business; if they suffer, so does the business. HR exists to improve the daily life of all employees, resulting in happier, more efficient, and more productive workers.

HR teams do handle complaints, but they also recruit, hire, and train new employees, answer employee questions, and suggest new policies and practices to improve company culture. They are problem solvers, talent seekers, and researchers. An article by Harvard Business Review stated HR’s importance this way: “[HR] directives affect every person in the organization, right up to the top, every single day.”

Excellent human resources professionals work with management to oversee employee performance and spot any issues in the workforce. Whether it’s helping someone navigate maternity leave, ensuring people get paid overtime for the weekend, or resolving conflict between two parties, high-performing HR professionals face problems head-on and advocate for employees.

Hiring an exceptional HR professional can be difficult, but BeamJobs makes the process easier. This guide will walk you through the entire writing process with examples, suggestions, and added research, so you can find the best person for the job.

Writing an Effective Human Resources Job Description

Too many job descriptions are either generic, excessive, or vague. Believe it or not, we actually ran across a two-line job description! These two fragments read, “urgently requirement for snappy Auto insurance company work for home...dm me only United States people.” What’s even more amazing than those incredible lines of text is the fact that four people applied for this if LinkedIn is to be believed.

This isn’t the only bad job description we’ve run across. We’ve seen job descriptions with formatting errors so bad they’re unreadable, bad jokes that don’t relate to the job, and company bios that require you to continuously scroll. One of the worst included a story about the compliments someone would receive on their company t-shirt.

Job descriptions are the first interaction between a company and its future employee. Some applicants may apply no matter what, like the four who applied for the job listed above, but your ideal candidate will not be one of them. First impressions matter, so it’s important your job description stands above the competition. 

HR professionals especially understand the importance of job descriptions. Excellent job descriptions can be used throughout an employee’s career and can protect a company from employment claims. In an article for the Society for Human Resources Management, the Director of HR Operations at Insperity, Janet Flewelling, said, “If you have an up-to-date job description, you can use it for recruiting, performance management and compensation.”

A stellar human resources job description should not only be updated frequently, but it should give applicants everything they need to know about the company: who works there, what problems they solve, and what the company values. Great job descriptions should be as personal as a great cover letter—they should be a true reflection of what hiring managers expect and what the job looks like.

But how to start writing such an amazing job description? No problem! Follow the outline this guide provides, then go section by section, adding details as you go. Make sure to hit why you're hiring and what your company values in addition to its goals. 

Then, it's time to revise. Get rid of filler, shorten sentences, and pay attention to your tone. Be specific with word choice, and remember, although you’re talking to HR professionals, you don’t need to come off as stale. You can add some personality, but do keep it professional.

After your first round of revision, have someone else (preferably multiple someones) read it and give constructive criticism. This is a great place to discuss why you included what you did and what works well for the audience. Then, make the necessary edits based on their feedback.

The last step is to hit “submit” and pat yourself on the back for a job (description) well done!

This process might sound lengthy, but job applicants read lots of job descriptions. Spending time crafting an intriguing job ad will help you rise above the competition. Overall, when writing a human resources job description, keep it focused and brief but personal. With a well-crafted job description, you’ll be well on your way to receiving high-quality applications and HR resumes, thus, one step closer to hiring your ideal applicant. 

Basic human resources job description outline

When the blank page becomes overwhelming, use this outline to organize your job description to perfection.

Job details: Introduce your company and what you’re looking for in an HR professional. Start with what your company does and what they value, and avoid using complicated terminology. After a sentence or two about your company, sum up the HR professional’s role in an umbrella statement. You can add some personality, but remember to not go crazy.

What you’ll be doing/Roles/Responsibilities/Requirements: Title it whatever you want, but make sure this section is clear. Be direct about the HR employee’s tasks, using active verbs and specific nouns, but keep it concise.

Qualifications: Next to Requirements, this is the most important section. Applicants won’t bother to apply unless they feel they meet the qualifications, so you need to be upfront about what you expect. Are there any special certifications, technology requirements, or education requirements needed to do the job? Whatever you do, don’t list all the qualities of your “dream” candidate, as it can turn away applicants who feel they’ll never live up to your expectations.

Benefits: This section can be moved nearly anywhere in the job description, but it should be included at least somewhere in the document. Part of selling your company to the applicant is explaining how your company will make this job worth their while. Keep this section limited to definable benefits, like insurance or paid overtime. Include special perks if you have them, like wellness programs or discounted products.

About the company: Many job descriptions place this section first, but this isn’t a wise move. OnGig advises against it because applicants don’t care about your company until they’ve decided it’s worth their time and because Google places higher importance on your first paragraph than the rest of the document. How does it sound when the first 100 words are only about you? Not appealing.

The company bio is still important, though, since it tells the applicant more about the type of company they might soon be working with. Don’t write a complicated biography. Instead, limit yourself to a short section, listing your company’s purpose, vision/mission statement, and a few achievements. Again, see the examples above to get a good feel for how to do this.

Various responsibilities in human resources 

HR professionals are the glue that holds employees together. They keep the company from falling apart where it matters most. As such, they fill a lot of roles on the job.

Below are some sample functions an HR professional might experience on the job. One HR professional might not fill all these roles, but this will serve as a guide as to what you might include.

Researcher

• From training employees to instituting benefits, HR professionals do a lot of research to improve current systems. They also spend time making sure they’re up to snuff on workplace laws and regulations both at the federal and state level. While it’s not the most fun job, it can be a defining feature that separates a good HR professional from an excellent one.
• Ensure up-to-date documentation of training processes and policies, research organizational effectiveness strategies, collaborate with management to update job descriptions as needed, and conduct market research on compensation packages and current HR practices.
• This role will require strong organizational and time management skills to work on multiple projects at once. Will also require proficiency with Microsoft Office Suite.

Administrator

• There’s a lot of paperwork in nearly any job in business, but HR takes the cake with payroll information, reports, claims, employee files, etc. HR professionals will need to be comfortable organizing and updating many documents.
• Write formal reports, maintain and create employee files, complete payroll paperwork, develop employee surveys, and prepare employment documentation, including contracts for new hires. May also be asked to help manage team budget.
• This role will require strong attention to detail, organizational skills, and written communication skills. Intermediate experience with Microsoft Office Suite required.

Culture Cultivator

• While this role might not sound “official,” it is most definitely part of an HR professional’s life. They are the ones who knit employees together and ensure everyone is not only efficient but also content. This isn’t something easily taught, so it requires someone with strong interpersonal communication skills and a creative mind to envision improvement to the current culture.
• Organize and initiate team building activities, establish clear definitions of company culture with department heads/management, encourage communication across departments, collaborate with department heads/management to develop rewards programs for specific departments, host weekly meetings, conduct exit interviews, and communicate with employees to incorporate feedback into relevant systems.
• This role will require strong interpersonal communication skills and an open, friendly demeanor in addition to a strong focus on relationships and company vision.

Conflict Resolver

• Trouble is never far away, and HR professionals must be able to spring into action at any moment. They’ll be called upon to deescalate conflict, mitigate complaints, and assist when workplace incidents occur. They should know company rules inside and out to provide answers to any questions employees ask.
• Assist employees with questions about benefits, payroll, or company policies; handle employee complaints and communicate feedback to relevant leadership; resolve arguments between staff; write and submit incident reports; and communicate with employees and management frequently to determine any ongoing issues.
• This role will require strong interpersonal communication skills, critical thinking skills, and attention to detail. Must adhere to company guidelines and code of conduct.

Enforcer

• This part of the job is not the most glamorous, but it’s the truth. HR professionals know the rules and must enforce them. However, it’s not all bad—they advocate for employees, ensuring they receive the care and compensation they deserve. So, while they remind people to follow the rules, it works out in employees’ favor in the long run.
• Ensure all employees are paid (including overtime) in accordance with state laws, enforce breaks according to state laws, display required government posters in the workplace, ensure all employees comply with OSHA regulations and company guidelines, and answer questions concerning company policies and federal/state laws. 
• This role will require strong negotiation and interpersonal communication skills with intermediate knowledge of workplace laws at the federal and state levels.

Visionary

• HR professionals should spend a fair amount of time thinking about the future of the company. Whether it’s improving onboarding processes or planning succession, they need to be driven to change and improve current systems.
• Identify gaps in the onboarding process, develop a comprehensive compensation package, collaborate with department heads to determine hiring needs, and consult with leadership to establish strategies based on employee strengths and feedback.
• This role will require strong critical thinking, organizational, and verbal/written communication skills.

Talent Seeker

• The title might sound cliché, but recruitment is a big part of the employee lifecycle and, thus, a big part of any HR professional’s job. HR professionals plan succession and promotions, so they must be on the lookout for talent either in the office or outside of it.
• Oversee the entire recruitment process, develop hiring criteria for positions, update job descriptions, evaluate current employee performance, collaborate with managers to determine hiring needs, and streamline the onboarding process in collaboration with department heads.
• This role will require strong interpersonal communication skills, a creative mindset, and previous experience with recruitment.