HR junior executive responsibilities

• A junior executive in Human Resources (HR) is typically an entry-level or early-career professional.
• They support various HR functions and contribute to the overall HR strategy of an organization.

Core Responsibilities

• Assisting with recruitment processes: posting job ads, screening resumes, coordinating interviews, and conducting initial phone screenings.
• Onboarding new employees: preparing onboarding materials, conducting orientation sessions, and ensuring new hires complete necessary paperwork.
• Maintaining employee records: updating employee information in HR systems, managing personnel files, and ensuring data accuracy.
• Supporting employee benefits administration: assisting with enrollments, answering employee questions about benefits, and processing benefits-related paperwork.
• Assisting with HR projects: supporting HR initiatives such as performance management, employee engagement, and training programs.
• Providing administrative support: handling HR-related correspondence, scheduling meetings, and managing HR department calendars.
• Ensuring compliance with labor laws and company policies: staying up-to-date on relevant regulations and assisting with compliance reporting.
• Addressing employee inquiries: answering employee questions about HR policies, procedures, and programs.
• Supporting performance management processes: assisting with performance evaluations, tracking employee goals, and providing feedback.
• Contributing to employee relations activities: assisting with employee events, employee recognition programs, and other initiatives to promote a positive work environment.

Recruitment and Selection

• Job postings: writing and posting job descriptions on various job boards and company websites.
• Resume screening: reviewing resumes and applications to identify qualified candidates.
• Phone screenings: conducting initial phone interviews to assess candidates' qualifications and fit.
• Interview coordination: scheduling interviews, preparing interview materials, and communicating with candidates.
• Interview support: participating in interviews, taking notes, and providing feedback.
• Background checks: initiating and managing background checks for potential hires.
• Offer letters: preparing and extending job offers to selected candidates.
• Onboarding process: managing new employee paperwork, coordinating orientation sessions, and introducing new hires to the company culture.

Employee Relations

• Conflict resolution: assisting with resolving employee complaints and disputes.
• Policy enforcement: ensuring employees adhere to company policies and procedures.
• Employee engagement: supporting initiatives to improve employee morale and engagement, such as surveys, team-building activities, and recognition programs.
• Performance management: assisting with performance evaluations, providing feedback, and tracking employee progress.
• Disciplinary actions: supporting the HR team with disciplinary actions, including documentation and termination processes.

Legal Compliance

• Employment law: staying up-to-date on federal, state, and local employment laws and regulations.
• Compliance reporting: preparing and submitting compliance reports, such as EEO reports and OSHA logs.
• Audits: assisting with HR audits to ensure compliance with legal requirements.
• Recordkeeping: maintaining accurate and confidential employee records in compliance with legal standards.
• Policy development: assisting with developing and updating HR policies and procedures to ensure legal compliance.

Compensation and Benefits

• Payroll administration: assisting with payroll processing and ensuring accurate and timely payment of employee wages.
• Benefits administration: managing employee benefits programs, such as health insurance, retirement plans, and paid time off.
• Compensation analysis: conducting research on salary benchmarks and making recommendations for compensation adjustments.
• Benefits enrollment: assisting with benefits enrollment and answering employee questions about their benefits.
• Benefits compliance: ensuring benefits programs comply with legal requirements, such as ERISA and ACA.

Performance Management

• Goal setting: assisting with setting employee goals and objectives.
• Performance evaluations: supporting the performance evaluation process, including gathering feedback and preparing performance reviews.
• Feedback: providing regular feedback to employees on their performance.
• Performance improvement plans: assisting with developing performance improvement plans for underperforming employees.
• Training and development: identifying training needs and coordinating employee training programs.

Training and Development

• Training needs assessment: identifying employee training and development needs.
• Training program development: assisting with developing and delivering training programs.
• Training coordination: scheduling training sessions, coordinating trainers, and tracking employee participation.
• Training evaluation: evaluating the effectiveness of training programs and making recommendations for improvement.
• Professional development: supporting employee professional development opportunities, such as conferences, workshops, and certifications.

HR Technology

• HRIS: using Human Resources Information Systems (HRIS) to manage employee data and HR processes.
• Applicant tracking systems: using applicant tracking systems (ATS) to manage the recruitment process.
• Payroll systems: using payroll systems to process payroll and manage employee compensation.
• Benefits administration systems: using benefits administration systems to manage employee benefits programs.
• Performance management systems: using performance management systems to track employee performance and goals.

Skills

• Communication: effectively communicating with employees, candidates, and other stakeholders.
• Interpersonal skills: building rapport and maintaining positive relationships with employees.
• Organization: managing multiple tasks and priorities effectively.
• Time management: prioritizing tasks and meeting deadlines.
• Problem-solving: identifying and resolving HR-related issues.
• Attention to detail: ensuring accuracy and completeness in HR tasks.
• Confidentiality: maintaining the confidentiality of employee information.
• Computer skills: proficiency in Microsoft Office Suite and HRIS software.
• Knowledge of employment laws: understanding federal, state, and local employment laws.
• Customer service: providing excellent service to employees and candidates.