1. Help develop and update recruiting strategies and relevant job descriptions in consultation with management to meet current or anticipated staffing needs
2. Use diverse recruiting strategies (e.g. networking events, cultural organizations. various advertising methods and means, referrals, etc.) to search for prospective candidates
3. Intentionally and proactively search for diverse candidates and encourage them to apply
4. Promote equality of opportunity and antidiscrimination practices
5. Review employment applications and job descriptions to find applicants qualified for positions
6. Conduct interviews with selected applicants to learn more about their skills and experiences
7. Refer qualified applicants to managers, making hiring recommendations when appropriate
8. Perform background checks and contact applicants' references to verify applicant information
9. Participate in hiring employees and processing hiring- related paperwork

1. Demonstrate understanding of Equal Employment Opportunity laws and affirmative action laws. such as the Americans with Disabilities Act
2. Demonstrate understanding of basic applicable employment and labor laws
3. Stay up to date with changes to relevant laws and regulations
4. Demonstrate a basic understanding of the labor market in the organization's sector and location
5. Adapt to changes in local, regional, and national labor market conditions

1. Conduct new employee orientations and provide onboarding training
2. Compile feedback from employees to research possible topics for relevant employee trainings
3. Aid supervisors in organizing and facilitating relevant employee trainings
4. Refer employees to HR materials and guidance and available community resources where appropriate

1. Help administer employee benefit plans
2. Help administer compensation programs
3. With management oversight. develop an equitable promotion and performance management process and ensure it is clearly communicated to staff
4. Help conduct the promotion and performance management processes
5. Inform employees of compensation and benefits policies
6. Inform employees of changes to their benefits, pay, or work environment

1. Aid supervisors in responding to employee complaints, concerns, and harassment allegations
2. Build trust with employees and communicate with them sensitively
3. Facilitate dialogue between disagreeing parties
4. Provide appropriate resources to employees experiencing problems
5. Weigh in on disciplinary measures when appropriate
6. Conduct exit interviews for departing employees and ensure termination paperwork is completed when appropriate

1. Organize HR data and information across multiple secure platforms
2. Extract confidential data responsibly to provide analytics to management and help them understand broad trends
3. Maintain HR records relating to management, operations, and employee performance
4. Help train managerial staff on interviewing, performance management, counseling, and other managerial responsibilities
5. In collaboration with management, evaluate personnel practices for adherence to relevant laws and regulations
6. Inform management of changes to relevant HR laws or regulations
7. Identify and discuss opportunities to improve personnel or operational processes
8. Confer with management to develop and implement new policies and processes
9. Report to management on challenges and successes implementing policies and processes
10. Discuss notable employment patterns, such as poor retention, and train management to improve them
11. Provide management with tools to handle repeated employee problems on their own where appropriate

1. Stay updated on relevant HR news and policy changes
2. Seek feedback on performance to improve skills and abilities
3. Collaborate with and learn from internal and external HR colleagues
4. Proactively seek out professional learning opportunities
5. Display flexibility and positivity in adapting to changing work priorities
6. Acknowledge and adapt to setbacks and learn from mistakes

1. Maintain the appropriate level of confidentiality at all times when interacting with management, employees, or HR colleagues
2. Handle confidential and secure data appropriately and maintain data privacy
3. Respond quickly and appropriately to reports of unethical behavior or conflicts of interest
4. Foster an environment where employees feel empowered to raise concerns
5. Recognize and take steps to mitigate personal biases in the workplace
6. Show cultural understanding in delivering support services
7. Promote transparency in operational and organizational processes and events wherever possible
8. Use positive and respectful verbal, nonverbal, and written communication with coworkers and external stakeholders
9. Assist in maintaining a workplace free from discrimination and harassment by recognizing and working on own biases
10. Understand and comply with company policies about inclusivity and equity

Sample learning objectives: Explain the types of business entities that exist (including nonprofit organizations, sole proprietorships, S corporations, B corporations, government entities, and publicly traded companies) and the distinguishing characteristics and operating principles of each. Describe the organizational structures typical for small, medium, and large businesses or organizations and discuss the roles and responsibilities for each organizational unit. Explain the financial and fiduciary responsibilities of nonprofit, private, and publicly traded entities and discuss how business profits and losses affect organizational decisionmaking. Describe the impact of staffing and human talent on business productivity and viability, and discuss current challenges that companies and nonprofit entities are facing in meeting staffing goals. Discuss the types of organizational goals that businesses and nonprofit organizations typically establish, and describe effective strategies used by successful companies and organizations to meet those organizational goals.

Sample learning objectives: Explain the methods used to evaluate staffing capacity and ratios and to identify instances of staffing shortages or surpluses. Demonstrate the ability to describe relevant job functions within a company’s or organization’s organizational structure. Conduct research to determine typical salary and benefits structures for various positions within a company or organization at the local, regional, and national levels. Explain the types of compensation a business or organization might offer to attract and retain employees, including competitive salary, work-life balance opportunities, training and educational opportunities, bonuses, advancement opportunities, and stock or stock option awards or purchase opportunities. Create job descriptions that accurately define position responsibilities, educational and experience requirements, and knowledge, skills, and ability requirements. Describe federal, state, and local laws and regulations that establish allowable and prohibited hiring practices, and explain how these laws may enhance or restrict the ability of firms to meet staffing goals. Discuss effective strategies for interviewing candidates, communicating with candidates, and notifying candidates of the outcomes of hiring activities. Describe the importance of an organization’s goals to improve equity, inclusion, and diversity and identify effective practices that advance such goals.

Sample learning objectives: Describe the importance of having clear HR policies and effective practices for ensuring employees understand and abide by these policies. Discuss the drivers of HR policy development, evaluation, and change. Assess sample HR policies to identify those that do and do not comply with federal, state, and local HR laws and regulations; to identify those that do and do not advance employee retention and goals; and to identify those that do and do not advance an organization’s strategic goals and equity, diversity, and inclusion. Demonstrate the ability to write clear and concise statements of policy. Demonstrate the ability to develop effective employee training opportunities to ensure employees understand and can comply with company or organizational policies. Demonstrate the ability to use HR software packages and manual methodologies to calculate and track employee work hours, overtime hours, compensation time hours, accrued leave time, sick time, and longevity milestones. Discuss the role of organized labor in setting and implementing HR policies, including strategies for negotiating with union leaders, working collaboratively with union representatives, and balancing union goals with corporate or organizational goals. Describe the advantages and disadvantages of a unionized workforce and effective strategies for encouraging or discouraging employee unionization.

Sample learning objectives: Describe the role of effective employee orientation and onboarding in optimizing employee induction and productivity. Demonstrate the ability to develop an employee onboarding and orientation plan, including through the use of HR management software. Demonstrate the ability to evaluate the effectiveness of employee orientation and onboarding programs, to troubleshoot less-than-effective programs or program elements, and to improve these programs based on survey and interview results. Explain strategies for onboarding employees based on their level of responsibility within the organization. Explain how to identify and prepare individuals who will serve as trainers, mentors, coaches, or peers for new employee onboarding. Discuss strategies for onboarding current employees as they move into new roles, even if they are not new employees at the company or organization.

Sample learning objectives: Explain the importance of staff retention in meeting organizational goals. Calculate the cost to business of hiring, onboarding, and training new employees and compare such costs with those of various employee retention strategies. Describe sources of business productivity and the ways in which staffing activities can positively or negatively affect productivity. Explain the advantages and disadvantages of practices that emphasize promoting talented employees from within an organization and those that focus on attracting new talent from outside the organization. Discuss effective strategies for team building and compare activities and strategies often used to improve the efficacy of work teams. Discuss change-management strategies employed by businesses and organizations to achieve strategic goals. Compare and contrast various approaches to employee performance evaluation, planning, and improvement. Demonstrate the ability to use HR management software to conduct employee performance reviews, develop and implement performance improvement plans, and track employee data. Describe effective strategies for developing leaders among incumbent workers and helping employees in leadership roles improve their skills and address changing corporate or organizational priorities. Explain the importance of employee morale and discuss effective approaches to improving or maintaining morale. Describe the ways in which employers meet the training, professional development, and continuing education needs of employees, such as through on-the-job training, tuition-sharing plans, worker education accounts, partnerships with educational providers, company-run education programs (e.g., corporate “universities”), and participation in professional societies and conferences. Calculate the potential costs and benefits of these programs and their impact on company or organizational profits or losses.

Sample learning objectives: Describe the use of personality tests or profiles in helping workers enhance their own performances and the performances of others in the organization. Describe strategies for improving worker performance based on an individual’s personality type or profile. Describe the impact of physical or cognitive disabilities, conditions, illnesses, or injuries on employee performance and discuss effective strategies for providing appropriate assistance or support to help employees optimize their performances. Discuss the various reasons for employees to be tardy, miss excess time from work, or be underproductive while at work and effective strategies for helping employees achieve corporate expectations for timeliness and productivity. Explain the role of coaches, corporate or industrial psychologists, and counselors in improving worker and leader performance. Describe effective strategies for identifying poor performers, developing effective performance improvement plans, and monitoring worker progress in meeting the objectives of performance improvement. Describe effective policies and strategies for identifying and removing potentially violent or dangerous workers.

Sample learning objectives: Define and describe the elements of employee payroll, payroll withholdings, and payroll deductions. Explain how federal employment taxes, including Social Security contributions and FICA (Federal Insurance Contributions Act) taxes are determined and paid by employers. Compare and contrast the roles of employees and contractors, explaining the advantages and disadvantages of each category of employees. Explain the role of federal and state governments in providing unemployment insurance benefits to workers and the impact of claims on company or organizational success. Explain the role of employer-provided health and medical insurance and current laws regarding employers’ obligations to provide such insurance to employees. Compare and contrast costs and benefits (for employees and employers) for various medical insurance plans (including corporate self-insurance plans and carrier-provided insurance plans), state insurance networks, tax-free medical spending accounts, and health savings accounts. Discuss the costs and benefits of providing employee amenities such as child care and family care, required and extended medical and family leave, mental health services, physical fitness facilities or subsidies, paid time off, and continuing education. Describe the role of pension plans and retirement accounts in recruiting and retaining employees, and demonstrate the ability to explain policies regarding employer versus employee contributions to these programs. Explain the purpose of short- and long-term disability policies, the way in which employees avail themselves of these benefits, the cost of these benefits to employers and employees, and the types of situations or conditions typically covered by or excluded from coverage by providers. Compare and contrast various options for providing life insurance protections to employees and employers, including the costs of these options and their impacts on employee recruitment and retention. Discuss the importance and use of effective strategies for ensuring pay equity.

Sample learning objectives: Explain the role of the Occupational Safety and Health Administration, the methods for researching current or anticipated laws and regulations related to occupational health and safety, and the investigative and enforcement powers of this agency. Explain the types of agencies within state and local governments that oversee worker health and safety and their investigative and enforcement powers. Describe effective strategies for identifying and mitigating workplace risks and hazards. Describe the differences in occupational health and safety standards in the US and around the world and the impact of these differences on an organization’s decisions to establish branches or satellites in other parts of the world or to include companies in those locations as part of the organization’s supply chain or partnerships. Describe effective strategies for engaging workers in the identification of workplace hazards and the development and enforcement of mitigation strategies.