Running head: Human Resources Specialist

Human Resources Specialist

Rachel Skidmore
Salt Lake Community College
BUS - 1010 - 005
July 24th, 2016
Lon Schiffbauer

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Human Resources Specialist

In life people must be able to earn a living to provide for the necessities and niceties and
everything in between that make up our lives. However, in order to make money, that requires
having a job. Regardless of what the job is, whether you are working in fast food or you are a
doctor at a prestigious hospital. People need jobs, and the majority of companies that provide
those jobs also need Human Resource Specialists in order to fulfill the needs of both employees
and management. Along with the ins and outs that make up a Human Resource Specialist, this
will also delve into the personal advice of some Human Resource professionals.
Job Description
Human resource specialists encompass a variety of job functions, for both employees as
well as management, including: identifying employment needs with employers, recruiting,
screening, performing background checks, interviewing, and placing workers. After placement of
new employees, human resource specialists oftentimes oversee training and development, as well
as compensation and benefits. Furthermore, making sure that employees are aware of company
policies and procedures, as well as the expectations for their own positions.
They also tend to ensuring that any procedures or policies and all other functions within
human resources comply with federal, state, and local regulations (Bureau of Labor Statistics,
2016). This includes preventing discrimination in the workplace and protecting employees and
the company through the use of employment law. Depending on the size of the company a
human resource specialist is working for, certain areas may be more specialized. For example,
big corporations will usually have HR professionals who specialize in specific areas, such as
payroll or benefits. However, HR professionals in smaller companies tend to function in a much
broader way, in handling a bit of everything, essentially "wearing more hats" (Sansom bio,

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2016). Ultimately, in a day to day environment HR specialists must make themselves available
for whatever may come their way. Whether there are employee disputes that must be handled,
deadlines to make, or new projects from a manager that become priority. HR specialists must
have excellent time management and communications skills in order to thrive in their positions.
General Career Path
In an entry level position, the more internships you are able to complete, the better.
Although education is also required, the more experience that you can gain whether through
internships or assistant positions; the more likely you are to be hired. Networking is also an
ultimate source. Letting people know you are going into HR can open more doors so that if
someone knows of a position, they think of you (Sansom bio, 2016). Many job postings require
several years of experience and learning the basics is necessary, even for those in higher
positions. Lisa Brown Morton, CEO of Nonprofit HR once realized that "she would need to
cultivate more of a generalist background in order to grow professionally" (Osterhaus, 2013).
Most graduates leave school expecting to find a high paying job, but lack the experience and
need to start with the basics.
General Education Experience
The majority of human resource specialist positions require a minimum of a bachelor's
degree. Crystal Sansom, a Human Resources Manager suggests that classes such as: law,
communications, sociology, writing classes, accounting, and debate classes have proven
beneficial in an HR position. The communication type classes, especially those with an emphasis
on public speaking are very helpful. As Sansom notes, "most issues in companies come from a
lack of communication". There are times when HR specialists may need to pitch ideas to upper
management; as well doing trainings and being able speak groups. There are also certifications

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that can be obtained through avenues such as SHRM, (Society for Human Resource
Management) which provides certifications such as Certified Professional and Senior Certified
Professional in Human Resource Management (Bureau of Labor Statistics, 2016). There is also a
test that can be taken, called the PHR (Professional Human Resources) test, which is globally
known and proves that you know the ins and outs of all the different HR disciplines (Sansom bio,
2016).
Average Salary
The Bureau of Labor Statistics listed the median annual wage for a human resources
specialist as $58,350 as of May 2015. The lowest 10 percent earned $34,120 and the highest 10
percent earned more than $99,920. However, for more of an entry level position, such as an HR
Assistant, positions are listed as ranging from $15-$16 an hour. (Glassdoor, 2016).
Career Outlook
Ultimately, the overall job outlook for human resource specialist positions suggest that
"new job opportunities are very likely in the future" (ONet,2016). Furthermore, the Bureau of
Labor Statistics suggests that this position is expected to grow about 5% from 2014 to 2024.
There are technological advances that could hinder this; such as the use of the recruiting process
being done online versus through in person recruiters at job fairs and colleges. Online resources
are also becoming more of a mainstream practice within companies as "administrative tasks are
more efficient with software that allows workers to quickly manage, process, or update human
resources information" (Bureau of Labor Statistics, 2016).
This increase in the usage of technology in Human Resources can be seen in Leighanne
Levensaler's work. She is the Vice President of Workday, which is a market leader in HR
software. She has been working in this field for about 16 years and "even early on, noted the

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acute difference technology could make in the human resources department" (Osterhaus, 2013).
Therefore, there is no reason that this increase in the usage of technology should prevent human
resource specialist jobs, but rather to aid them.
Professional Bios
In an interview with Crystal Sansom, a Human Resources Manager at ASEA, she
illustrates that although education is required, "school can only teach you so much until you
actually get out there and do it." This is why so many companies are looking for people with
experience. She explains there are certain things like firing someone that are not easy and is
something that you have to gain experience in. It is also imperative to constantly think of how
things could possibly be seen as discrimination, which can be done without even realizing it. For
example, she says that gender identity has become a new issue in the workplace and you must be
careful to not discriminate; such as referring to someone's wife, when they're actually a life
partner. Things like this are learned through experience, not necessarily in a textbook.
Sansom also denotes that it is essential to always be neutral and never assume things.
Ultimately, as HR professionals, you have to be an advocate for both the employees as well as
the company. Therefore it is important to be open and neutral and to see both sides in every
situation, because as an HR professional people will get mad at you and it is essential not to
respond emotionally but to stay strong in decisions.
Sansom also illustrated that within the aspect of being able to hire for positions as an HR
specialist, it is essential to take the time to speak with and watch the employees to get a firm
understanding of their positions. It is also important to know your company, its industry, and to
be aware of business needs and the strategy of the company in order to have an understanding of
it as a whole.

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Furthermore, Sansom denotes that within all the aspects of HR, there are still things she
comes across and is not sure how to handle them. Ultimately people will come to you for
answers and there is always a way to find them even if you don't know. This is why it's called
Human Resources, because you have the resources you need. For example, with employment law
matters, she noted most companies have their own lawyers, so that as the HR specialist you just
need to initiate that contact and then they take it from there.
There are also other avenues of self service resources that HR professionals can use, such
as: MSCES, which is an employer's council, consisting of lawyers and HR professionals that
allow you to call in to get consults on things such as employment law, FMLA and other advice.
The SHRM (Society of Human Resource Management) site has templates for things like
employee handbooks, FMLA, and ADA. When it comes to employees with disabilities, there's
also a website that is government supported and helps employers to distinguish accommodations
for employees, through JAN.org.
Sansom noted the importance of knowing your company's business strategies. Indu
Kapoor, a Senior Assistant Vice President in HR at EXL Service, also stated that "As a HR
professional you possibly won't know everything about your business. So spend time to
understand the intricacies of your business" (People Matters, 2013). This further proves the
advocacy on the business level of things and how important it is going to be to know and
understand all levels and functions of the company you work for.
In regards to the changes technology is having in the HR world, it is important to be a
part of the changes and to always be progressing. Nidhi Sharma, an Associate Director of HR, at
Ernst & Young puts it, "it is rightly said that the only thing constant in this world is change. With
business paradigms becoming obsolete by the hour, one piece of advice that I would like to share

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with others is that it is imperative to be a lifelong learner. I define this as being open to new ideas
and experiences, internalizing these to learn, and at the same time being ready to unlearn with
equal rigor" (People Matters, 2013).
Pros and Cons
For every con regarding the world of human resources, there is someone out there who
will consider it as a pro. For example, a con such as workers who constantly complain about
things can be a pro for someone who takes it as people trusting in them to solve their problems.
Another con as a HR specialist could be feeling as though you are constantly being interrupted
versus someone else seeing that as a pro, by feeling needed (Scott, 2013).
Furthermore, the Bureau of Labor Statistics illustrates pros such as: "HR manager jobs
exist in nearly every industry" and the various opportunities to specialize in the different aspects
of HR management, as well as the high earning potential. While they also constitute cons, such
as: the years of experience required, and stress involved in dealing with conflicts.
My "fit" with this career
I had previously thought that my Associates in Sociology along with an HR certification
through Columbia College would suffice to get my foot in the door of the industry. However, in
this research and seeing different job postings, I am realizing that most companies require the
minimum of a Bachelor's degree. This is something that is good for me to know now so that I can
further plan that out. It is more apparent to me that HR is much more than just taking care of
employee needs. In this research I've come to see the importance of the business strategy
involved.
Crystal Sansom noted that when she started out she was very insecure and always second
guessed herself and that she had a hard time being confident. These are characteristics that I tend

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to have as well, and were very much holding me back, especially after seeing a much more
detailed glimpse of the HR world. Sansom showed that it is possible to overcome these
obstacles. I feel as though it will take more time to get there than I thought, with the requirement
of a Bachelor's degree. However, I know now how important the internships and getting
experience is and I will be able to focus on that in the mean time.
I still desire to help people, both employees and the company itself, and I feel that
I have the discipline to stay with it and to persevere through the steps that it will take to get there
because I know that I can make a difference.
Conclusion
Human Resources Specialists are always going to be around, even with the advancing
technologies. Companies are built upon the people that run them and they will always require
HR professionals in various aspects. Whether you are working in the fast food industry,
healthcare, or anything else in between, employees and companies will always rely on a good
Human Resources Specialist.

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References

Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 201617 Edition, Human Resources Specialists,
Retrieved from: http://www.bls.gov/ooh/business-and-financial/human-resourcesspecialists.htm
Crystal Sansom. Personal Interview. June 27, 16. Human Resources Specialist.
Human Resources Specialist. June 21, 16. Glassdoor.
National Center for O*NET Development. Human Resources Specialists.
My Next Move.
Retrieved from http://www.mynextmove.org/profile/summary/13-1071.00
People Matters Editorial Team. (2013, February 4). HR's 25 Most Wanted Are you in the list.
People Matters.
Scott, K. O. (2013, February). The Twenty Pros and Cons of Working in Human Resources.
Ervin Cohen & Jessup.
Osterhaus, E. (2013, September 3). 4 Women at the Top of the HR Field: How They Got Where
They Are Today. The New Talent Times.