Human Resources Assistant Job Description Components

Position Description and Primary Requirements (You are

here.)
Essential Functions: Department Development, HRIS,
Training and Development, Employment, Employee
Relations, and so forth
Required Experience, Education, Skills and Working
Conditions Described
The key areas for which a typical HR Assistant is responsible are highlighted here
as well as more specific tasks in each area of responsibility.
Development of the Human Resources Department
Administers programs, procedures, and guidelines to help
align the workforce with the strategic goals of the company.
Participates in developing department goals, objectives, and
systems.
Assists with the tracking of departmental and company
measurements that support the accomplishment of the
company's strategic goals.
Prepares and maintains reports that are necessary to carry
out the functions of the Human Resources department.
Prepares periodic reports for management, as necessary or
requested.
Participates in administrative staff meetings and attends
other meetings and seminars as necessary and to represent
the department.

https://www.thebalance.com/your-top-priorities-when-you-start-anew-hr-department-1918389
Are you new to Human Resources? Every one of us started somewhere.
Differences in employment exist and the appropriate path depends on whether
youre starting an HR department from scratch or joining an existing department as
an HR employee of one.
Differences exist, too, when you join a department that has additional HR staff
members or if youre the only HR employee on staff. Each situation brings its
special challenges.
Each new HR professional will need to evaluate their coworkers and
organizations needs and identify the most efficient way to deploy their knowledge
and experience to serve their organizations goals.
This is the approach you would take if you are starting an HR department from
scratch whether you are new to the profession or experienced. The learning curve
for the latter will be less steep, but still challenging.
We had previously featured tips about how a beginning HR professional could best
lay the foundation for your career in the HR profession. These tips also serve as
reminders for seasoned professionals at any point in your career.
Starting an HR Department from Scratch
Here is the path you need to follow to succeed in your quest to build a new HR
department.
1. On the day you start your new job, meet with your manager to receive her
guidance in the priorities of the organization for their new department. She
will likely also have her own expectations of your position.

During the interview process, you were informed about why the organization had
decided that they need an HR department. But, this is the day to clarify that you

share a picture of the expectations and outcomes your efforts need to produce with
your boss.
If youre lucky, your new organization may have a written job specification or job
description to guide your steps.
But, in organizations that have no HR department, this onboarding has generally
been left to individual managers, payroll, and accounting.
So, you will have to create your own onboarding process. (I recommend a 60-120
day plan that your boss helps you create.)
2. As a new HR employee, it is necessary for you to quickly learn about and
understand any processes and systems in place in the company that affect HR.
The first systems to understand are how employees are paid and access benefits.
Employees will soon come to you with their questions.
After a few days of focusing on your onboarding and any immediate goals of your
manager, you will want to sit down with the appropriate accounting staff to learn
about how employees are paid. You will also need to learn about benefits, for
yourself, and so that you can help employees.
You will, within several months, or depending on the time of year, have to ask the
finance department to include you in any discussion about or selection of benefits
and compensation.
This has traditionally been a shared role combining personnel needs with financial
expertise.
This is an easier step if your HR position reports to the Finance and Accounting
executive where many HR jobs do report to start. She will be dedicated to your
success for the departments sake. But, the step must occur nonetheless, if you
report elsewhere.
3. Meet with the other executive staff members to understand organizational
priorities of the whole senior team. This is easier in some organizations than
others. While you have marching orders from your immediate manager, you need
to know the priorities and concerns of the other departments. HR is onboard to
serve them all.

If you have transferred to this HR position from somewhere else in the same
organization, you will already know these people. If youre new, even if
experienced, this is a significant step in understanding the organizations needs and
priorities.
4. Meet with a cross section of the managers and employees whom the
executives recommended you interview. These employees can teach you a lot
quickly- about the organization youve joined. Never assume that the executives
viewpoints are on target. They view the world through a different lens than regular
employees.
Meanwhile, you will find that other employees have found you. They want to
spend time with you out of curiosity or with questions. When a new HR
department forms, pent up demand and the need for HR can overwhelm the new
HR employee.
Employees are looking for someone whom they can talk to, confide in, and tell all
of the organizations secrets, stories, and problems. Listen with care and you will
learn about your new organizations problems and needs. Use the time to get to
know your new coworkers and their views to deepen your knowledge and ability to
contribute.
Put together an HR plan. Share your HR plan with your boss to make sure this
individual supports the goals and plans you are developing. She needs to agree
with and support the plan for you to have any hope of succeeding.
Good alliance building and succeeding in positive office politics makes the
involvement of your boss in each step of your plans and implementation prudent.
4. Dont be unrealistic in the goals you pursue in your first 90-120 days in
your new HR department. Start early to help your manager understand when you
believe you can achieve a particular step. Tradeoffs exist no matter the order of
your priorities. You cant do everything at once though it may feel as if that is the
expectation.
This is why I am such a stickler for agreements, priorities, and gathering
information. It is also better to have several early achievements than to start a
number of initiatives and complete none.
You still have a job to do. You will spend time accomplishing the organizations
first goals and deliverables. You will see employees. You will pursue your

individual onboarding plan. You will interact with the senior leaders and managers
who will provide input to the goals and needs from the HR department.
This roadmap should help you get started to form the basics of an HR department
from scratch. You can use it to chart your course as you spend your first 90-120
days in your organization. Be kind to yourself and treat yourself gently and
uncritically.
It takes time and commitment to build an HR department from the ground up. You
will succeed.