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Human Resources Associate

Category: Human Resources
Reports To:      

Job Description/Responsibilities
It will be your responsibility to assist with all of the activities of the Human Resources office including typing, record-keeping, and handling routine correspondence.  You will also need to handle Workers’ Compensation forms and claims, and field basic questions about employee benefits, health plans, and pension plans.

Qualifications/Skills
This Human Resources associate position at our firm requires you to ensure that all personnel policies are constantly being checked, updated, and communicated to all managers within the company; schedule job interviews and ensure that all applications conform with Equal Employment Opportunity requirements; conduct orientation for new employees; schedule performance review sessions and record all performance-related documentation; schedule appointments for employees to review their personnel files; file records of all progressive discipline action in accordance with company policy; prepare separation documents and inform all terminated employees of their  COBRA rights; and screen all reference calls concerning former employees.

Education/Background
An Associate’s degree in Industrial Relations or Human Resources is required.  Knowledge of the Fair Labor Standards Act, COBRA, and federal and state reporting and record-keeping requirements concerning compensation, health, and safety is a big plus.

Please send [résumé and salary history/requirements] to:      

Job Description

Human Resources Associate

Category: Human Resources
Reports To:      

Job Description
Assists with all of the activities of the Human Resources office including typing, record-keeping, and handling routine correspondence.  Handles Workers’ Compensation forms and claims, and fields basic questions about employee benefits, health plans, and pension plans.

Qualifications
•	Candidates must have excellent interpersonal skills, good writing ability, be organized, and know how to handle confidential materials.

•	Knowledge of the ADA, FMLA, COBRA, and federal and state reporting requirements concerning compensation, health, and safety is a plus.

•	Associate’s degree in Industrial Relations or Human Resources is required.

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Duties
Percentage
of Job	Exemption
Classification	Duty	Essential Function	
     %	Non-Exempt	Maintains employment and wage records on hourly personnel.	Y / N	
     %	Non-Exempt	Prepares employment reports for internal and/or external distribution.	Y / N	
     %	Non-Exempt	Prepares job postings.	Y / N	
     %	Exempt	Pre-screens applicants for non-exempt positions and makes recommendations to supervisors.	Y / N	
     %	Non-Exempt	Schedules interviews for exempt positions.	Y / N	
     %	Non-Exempt	Performs orientation of hourly employees.	Y / N	
     %	Non-Exempt	Assists in maintaining a comprehensive safety program and completes all OSHA record-keeping requirements.	Y / N	
     %	Non-Exempt	Assists Workers’ Compensation insurance carrier in resolving pending cases and monitoring employees currently out on leave.	Y / N	
     %	Exempt	Stays updated on employment law issues.	Y / N	
     %			Y / N	
     %			Y / N	

Exemption Analysis
Administrative (541.200) exemption is the only possibility, and it will not likely apply.  Also, the “E” coded for the final described duty assumes that the employee makes recommendations to the HR Director or other higher-level management as to needed changes in order to enhance compliance (otherwise, this duty would also be coded as non-exempt).

Category Decision
The duties and responsibilities for this position have been analyzed.	
Manager:	Date:	
On that basis, this position has been judged to be        Exempt          Non-Exempt.	

Interview Questions

Human Resources Associate

Category: Human Resources
Reports To:      

	Tell me what you see as the greatest strength someone in your position should cultivate.  How would you go about doing that?
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	What was your last performance appraisal like?  What changes did you make?
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	What part of your work has given you the greatest feeling of achievement and satisfaction?
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	1	2	3	4	5

	What part of your work have you found the most frustrating or unsatisfying?
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	1	2	3	4	5

	Tell me about your experience in scheduling employment interviews. 
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	1	2	3	4	5

	Does your present job require you to assure that all necessary pre-employment examinations have been completed prior to actual hire?  Explain how you do this.
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	1	2	3	4	5

	Are you familiar with governmental reporting requirements?  How do you stay current?
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	1	2	3	4	5

	You receive a telephone request for a reference from an ex-employee who was fired for substance abuse.  What do you do?
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	1	2	3	4	5

Additional Questions
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	1	2	3	4	5

Overall Impression
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Average Rating
1	2	3	4	5

Your Recommendation
	Hire
	Do Not Hire
	Second Interview
	Need More Information

________________________________________________
Print Name

________________________________________________
Signature

________________________________________________
Date

APPLICANT COMPARISON FORM 

Date:      
	Evaluator:      	
Position:      		

Once you have completed the interview process, transfer the notes and rating tallies you completed to the chart below.

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
1.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
2.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
3.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
4.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
5.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
6.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
7.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
8.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
9.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
10.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Comments:      

Evaluator’s Signature: