Human Resources Assistants, Except Payroll and Timekeeping:

Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons.

Also includes:

Human Resources Assistants, Except Payroll and Timekeeping:

Also includes

About the Job

Primary Industry	Business Management and Administration
Indiana Average Salary	$38,750.00
Average Time to Fill	75 days
Typical Education	Post-secondary certificate or some college courses
Typical Experience	Over 2 years, up to and including 4 years
Current Openings
2 Year Projected Openings (2022-2024)	234
2 Year Expected Percentage Change (2022-2024)	1.08 %
10 Year Projected Openings (2021-2031)	1,037
10 Year Expected Percentage Change (2021-2031)	-3.61 %

For more information on the new projection methodology, visit Hoosiers by the Numbers .

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Skills Profile

Essential (Soft) Skills

Essential Skills to Employers

Information Gathering
Critical Thinking
Decision-making
Attention to Detail
Written Communication
Organization
Integrity
Resource Allocation
Oral Communication
Creativity
Customer Service
Leadership
Following Directions
Technology and Tool Usage
Problem-solving
Teamwork
Professionalism
Time Management

Top Job Duties and Responsibilities

Judging the Qualities of Things, Services, or People

Evaluate company recruiting needs
Evaluate applicant qualifications for employment
Identify employee learning needs
Evaluate information from employment interviews
Evaluate employee performance
Evaluate technology and communication infrastructure
Forecast consumer behavior
Evaluate equity and debt financing options
Evaluate capital projects
Evaluate ability of applicant
Evaluate applicant qualifications for licensure
Evaluate personnel policies, practices, or benefits

Making Decisions and Solving Problems

Align employee career motives to job performance objectives
Design compensation models
Recommend personnel actions such as promotions, transfers, and dismissals
Develop personnel performance objectives
Implement supply chain management processes
Implement employee compensation and benefit plans
Administer tests to determine qualifications
Execute employee bargaining agreements
Solve administrative problems in the workplace

Documenting/Recording Information

Record personnel information
Maintain educational or training-related records, reports, or files
Maintain job descriptions
Maintain personnel records
Prepare data rights policy
Maintain processes and procedures manual
Draft employment agreements
Maintain file of job openings
Maintain accounting journals
Prepare contracts, disclosures, or applications

Processing Information

Organize legal information or records
Compile information for court cases
Compile historical data by consulting sources
Compile data or documentation
Compile information on findings from investigation of accidents
Compile data on human physique, social customs, or artifacts
Compile itinerary of planned meetings or activities
Compile numerical or statistical data
Perform basic accounting practices
Categorize occupational, educational, or employment information

Training and Teaching Others

Identify individual or group learning strategies
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Monitor employee learning or development progress
Train personnel on managerial topics
Train others in the use of human resources related equipment or tools
Prepare human resources related reports or presentations

Provide Consultation and Advice to Others

Develop employee dismissal guidelines
Collaborate with corporate counsel on legal human resources issues
Prepare financing options and recommendations
Refer patients or clients to community services or resources
Refer callers or customers to appropriate personnel
Consult stakeholders about innovation and market opportunities
Match clients to public or community services

Thinking Creatively

Design talent readiness or succession plans
Integrate job classification structure into human resource management systems
Develop employee handbook
Establish recruiting procedures
Design human resource management performance metrics
Generate work template for repetitive tasks

Staffing Organizational Units

Refer applicant to other hiring personnel
Conduct eligibility or selection interviews
Select applicants meeting qualifications
Publicize job openings
Recruit candidates for employment
Recruit candidates for volunteer positions
Perform applicant search to fill job openings

Real-Time Job Posting Statistics

Booster Skills & Certifications

Job Seekers possessing booster skills & certifications, such as those listed below, added to core skills are more marketable, harder to find and expensive to hire.

Hard to Fill: Employers find positions requiring these skills to be hard to fill. These skills and certifications make a job seeker more in demand because the skills are not widely available.

Expensive to Fill: Employers find positions requiring these skills to be expensive to fill. Job seekers with these skills and certifications are likely to earn more money.

Skill or Certification	Certi - fication	Certification	Hard to Fill	Expensive to Fill
Human Resource Information System (HRIS)
Expense Reports
Payroll Processing
Project Management
Human Resource Management
Family Medical Leave Act (FMLA)
Performance Appraisals
Prepare Presentations
Accounting