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CompGeo Human Resources Occupation Group Benchmark Job Descriptions
Individual Job/Job Family Salary Surveys: CompGeo Online Associate Human Resources Salary Reports
Detailed Occupation Wide Pro Salary Surveys: CompGeo Pro Occupation Group - CompGeo Pro Salary Forecast Reports
CompGeo Occupation Group: Human Resources ---- Occupation Wide Salary Forecasts >>
Job Family: Clerical - Human Resources
Benchmark Title: Human Resources Clerk/Assistant - All Levels Combined
Human Resource Clerk/Assistants provide clerical and technical support to human
resource professional or managers in internal matters relating to one or more human resource/human resource
specialties, such as recruitment and placement, compensation, employee relations and services, mployee development
and labor relations. At the lower levels, assistants primarily provide basic information to current and
prospective employees, maintain human resource records and information listings, and prepare and process papers on
human resource actions (accessions, separations, changes in pay and benefits, etc.). At the higher levels, clerks
perform work in support of human resource professionals which requires knowledge of human resource/human resource
procedures, guides, and precedents, for example, interviewing candidates, supervisors, and employees; ecommending
placements; explaining human resource policies, benefits, and services; and preparing human resource reports. Data
entry and word processing may be required at any level. Automated (computerized) procedures often used in human
resource activities, such as processing human resource actions and maintaining employee and organizational records
and inventories. Automation primarily affects clerical work, that is, it reduces the need to hand flag, count,
tally, and type items, but does not generally impact the human resource knowledge required.
 
Benchmark Title: Human Resources Clerk/Assistant I (Entry)
Human Resource Clerk/Assistant I Performs routine tasks which require a knowledge of human resource procedures and
rules, such as: 1. Providing simple employment information and appropriate lists and forms to applicants or
employees on types of jobs being filled, procedures to follow, and where to obtain additional information; 2.
Ensuring that the proper forms are completed for name changes, locator information, applications, etc. and
reviewing completed forms for signatures and proper entries; or 3. Maintaining human resource records, contacting
appropriate sources to secure any missing items, and posting items such as dates of promotion, transfer, and hire,
or rates of pay or personal data. May answer outside inquiries for simple factual information, such as verification
of dates of employment in response to telephone credit check on employees. Some receptionist or other clerical
duties may be performed. May be assigned work to provide training for a higher level position. Detailed rules and
procedures are available for all assignments. Guidance and assistance on unusual questions are available at all
times.
 
 
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CompGeo Human Resources Occupation Group Benchmark Job Descriptions
Individual Job/Job Family Salary Surveys: CompGeo Online Associate Human Resources Salary Reports
Detailed Occupation Wide Pro Salary Surveys: CompGeo Pro Occupation Group - CompGeo Pro Salary Forecast Reports
Benchmark Title: Human Resources Clerk/Assistant II (Junior)
Human Resource Clerk/Assistant II perfoms clerical work requiring experience and
judgment in applying human resource procedures and policies. Typical duties and responsibilities include one or
more of the following: 1. Examines and/or processes human resource action documents; 2. insures that information on
forms or applications is complete and consistent, and determines whether further discussion with applicants or
employees is needed, or whether human resource information must be checked against additional files or listings; 3.
Selects appropriate precedents, rules, or procedures from a number of alternatives; 4. Responds to varied questions
from applicants, employees, or managers for readily available information which can be obtained from file materials
or manuals; responses require skill to secure cooperation in correcting improperly completed human resource
documents or to explain regulations and procedures; or 5. Assists employees in completing forms for processing
insurance or income tax changes and computes eligibility for basic benefits or services. May also provide
information to managers on availability of applicants; coordinate notification of employees approved for training;
review award or suggestion submissions for completeness; explain the basic features of benefit plans; verify
employment dates and places supplied on job applications; maintain human resource records; and administer typing
tests.
 
Benchmark Title: Human Resources Clerk/Assistant III (Fully Qualified)
Human Resource Clerk/Assistant III serves as a clerical expert in independently processing the most complicated
types of human resource actions, and in providing information when it is necessary to consolidate data from a
number of sources, often with short deadlines. Typical duties and responsibility: 1. Screening applications for
obvious rejections; 2. Determining whether applicants have required licenses, certificates, or permits; 3. Checking
references of applicants when information in addition to dates and places of past work is needed, and judgment is
required to ask appropriate routine follow-up questions; 4. Processing a variety of forms for different actions,
payroll deductions, health and life insurance; or 5. Resolving conflicts in human resource records by locating lost
documents or reconstructing information from different sources. May provide guidance to lower level clerks. AND/OR
Performs routine human resource assignments beyond the clerical level, such as: 1. Orienting new employees to
programs, facilities, rules on time and attendance, and leave policies; 2. Computing basic statistical information
for reports on staff resource profiles, hiring activities, attendance and leave profiles, turnover, etc.; 3.
Conducting screening interviews of applicants for well-defined training opportunities or positions, rejecting those
who do not qualify for available openings for clear cut reasons, and referring other to senior staff; 4. Addressing
more complicated questions on special pay and leave plans (for example, special pay or bonuses for critical
skill/hard-to-fill occupations, locality differentials, maternity leave, leave for jury duty, etc.), non-routine
benefits problems, etc.; 5. Explaining rules and procedures for converting health and life insurance, or filing for
unemployment compensation to employees who are retiring, resigning, or being terminated; 6. Responding to pay or
benefit surveys by providing readily available establishment information; or 7. Resolving problems with employee
pay checks or benefits requiring coordination with payroll, health insurance carriers, etc. Guidance is provided on
potential sources of information, methods of work, and types of reports needed.
 
 
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CompGeo Human Resources Occupation Group Benchmark Job Descriptions
Individual Job/Job Family Salary Surveys: CompGeo Online Associate Human Resources Salary Reports
Detailed Occupation Wide Pro Salary Surveys: CompGeo Pro Occupation Group - CompGeo Pro Salary Forecast Reports
Benchmark Title: Human Resources Clerk/Assistant IV (Senior/Advanced)
Human Resource Clerk/Assistant IV performs work in support of human resource professionals which requires a good
working knowledge of human resource procedures, guides, and precedents. In representative assignment: 1. Conducts
recurring types of interviews to develop facts and obtain additional background, for example, interviews
applicants, obtains references, and recommends placement of applications in a few well-defined occupations (trades
or clerical) within a stable organization or unit; 2. Conducts post-placement or exit interviews to identify job
adjustment problems or reasons for leaving the organization; 3. Requisitions applicants through employment agencies
for clerical or blue-collar jobs; 4. Interviews employees or supervisors to develop facts surrounding
noncontroversial cases or problems, such as on-the-job injuries or illness, and prepares claims identifying and
substantiating relevant information in written narrative formats; 5. Performs routine statistical analyses related
to staff resource, EEO, hiring, or other employment concerns, for example, compares one set of data to another set
as instructed; or 6. Computes employee's service creditable towards retirement and estimates annuity by feeding
prescribed data into computer programmed to make calculations. At this level, assistants typically have a range of
personal contacts within and outside the organization and with applicants, and must be tactful and articulate.
 
 
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CompGeo Human Resources Occupation Group Benchmark Job Descriptions
Individual Job/Job Family Salary Surveys: CompGeo Online Associate Human Resources Salary Reports
Detailed Occupation Wide Pro Salary Surveys: CompGeo Pro Occupation Group - CompGeo Pro Salary Forecast Reports
CompGeo Occupation Group: Human Resources ---- Occupation Wide Salary Forecasts >>
Job Family: Human Resources Specialist
Benchmark Title: Compensation, Benefits and Job Analysis Specialists
Compensation, benefits, and job analysis specialists conduct programs for employers and may specialize in specific
areas such as position classifications or pensions. Job analysts, sometimes called position classifiers, collect
and examine detailed information about job duties in order to prepare job descriptions. These descriptions explain
the duties, training, and skills that each job requires. Whenever a large organization introduces a new job or
reviews existing jobs, it calls upon the expert knowledge of the job analyst.
 
Benchmark Title: Employment Interviewers, Employment Services
Employment, Recruitment, and Placement Specialists recruit and place workers. Provides job search guidance and
support to internal and external applicants for positions. Works with hiring management and other Human Resources
Staff in the development of strategies to attract the best possible pools of candidates, ensuring compliance with
recruitment policies and objectives. Actively promotes community awareness of employment prospects within the
organization..
 
Benchmark Title: Human Resources Specialist I (Entry)
As a trainee, receives classroom and/or on-the-job training in the principles, procedures, and regulations of the
human resources program and in the programs, policies, and objectives of the employing organization. Assignments
provide experience in applying human resoruce management principles, procedures and techniques, while performing a
variety of uncomplicated tasks under close supervision. Plans, administers, advises on, or performs professional
work in one or more human resource specialties, such as: Job Analysis/Evaluation: Analyzing, evaluating, and
defining occupations or positions based on duties, responsibilities, and qualification requirements in order to
establish or maintain a framework for equitable compensation. Salary and Benefit Administration: Analyzing and
evaluating compensation practices, participating in compensation surveys, and recommending pay and benefit
adjustments. Recruitment and Placement: Recruiting applicants through various sources (e.g., schools, colleges,
employment agencies, newspapers, professional societies); evaluating applicants using qualification ratings, test
scores, interviews, and reference checks; and recommending applicant placement. Employee Development: Planning,
evaluating, and administering employee training and development programs to achieve both organizational goals and
human resource management objectives. Employee Relations and Services: Providing guidance, advice, and assistance
on such matters as employee services and benefits; management-employee communications; performance appraisals,
grievances and appeals; equal employment opportunity; and employee conduct and discipline. Equal Employment
Opportunity: Planning, evaluating, and administering equal opportunity provisions. Labor Relations: Advising and
assisting management on a variety of labor relations matters, and negotiating and administering labor agreements on
behalf of management. In addition to the technical responsibilities described in levels 1 through 6, human resource
specialists may also manage human resource functions and supervise subordinate staff. At levels 1 and 2, the
subordinate staff typically consists of clerks and paraprofessionals; level 3 may coordinate the work of lower
level specialists; and levels 4 and above may supervise subordinate specialists. Positions which are primarily
supervisory, rather than technical, in nature (i.e., they are not readily matchable to the level-to-level
distinctions in this definition) should be matched to the human resource supervisor/manager definition. This
broad, generic occupation includes specialists: (1) working in human resource operations; (2) reviewing and
evaluating the quality of human resource programs; and (3) developing and revising human resource programs and
procedures.
 
 
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CompGeo Human Resources Occupation Group Benchmark Job Descriptions
Individual Job/Job Family Salary Surveys: CompGeo Online Associate Human Resources Salary Reports
Detailed Occupation Wide Pro Salary Surveys: CompGeo Pro Occupation Group - CompGeo Pro Salary Forecast Reports
Benchmark Title: Human Resources Specialist II (Junior)
Human Resources Specialist II performs standard procedural duties which require the use of human resoruce
management principles and techniques to identify and analyze human resource problems. Provides limited advice to
management, such as informing departmental supervisors of typical duty patterns which comprise an occupational
level or of types of candidates available for a particular type of job. Receives specific instructions with each
new assignment. Program evaluation and development. Assists higher level specialists in preliminary phases of
evaluation or development. Receives increasingly difficult assignments under close supervisory guidance and review.
Plans, administers, advises on, or performs professional work in one or more human resource specialties, such as:
Job Analysis/Evaluation: Analyzing, evaluating, and defining occupations or positions based on duties,
responsibilities, and qualification requirements in order to establish or maintain a framework for equitable
compensation. Salary and Benefit Administration: Analyzing and evaluating compensation practices, participating in
compensation surveys, and recommending pay and benefit adjustments. Recruitment and Placement: Recruiting
applicants through various sources (e.g., schools, colleges, employment agencies, newspapers, professional
societies); evaluating applicants using qualification ratings, test scores, interviews, and reference checks; and
recommending applicant placement. Employee Development: Planning, evaluating, and administering employee training
and development programs to achieve both organizational goals and human resource management objectives. Employee
Relations and Services: Providing guidance, advice, and assistance on such matters as employee services and
benefits; management-employee communications; performance appraisals, grievances and appeals; equal employment
opportunity; and employee conduct and discipline. Equal Employment Opportunity: Planning, evaluating, and
administering equal opportunity provisions. Labor Relations: Advising and assisting management on a variety of
labor relations matters, and negotiating and administering labor agreements on behalf of management. In addition to
the technical responsibilities described in levels 1 through 6, human resource specialists may also manage human
resource functions and supervise subordinate staff. At levels 1 and 2, the subordinate staff typically consists of
clerks and paraprofessionals; level 3 may coordinate the work of lower level specialists; and levels 4 and above
may supervise subordinate specialists. Positions which are primarily supervisory, rather than technical, in nature
(i.e., they are not readily matchable to the level-to-level distinctions in this definition) should be matched to
the human resource supervisor/manager definition. This broad, generic occupation includes specialists: (1) working
in human resource operations; (2) reviewing and evaluating the quality of human resource programs; and (3)
developing and revising human resource programs and procedures.
 
 
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CompGeo Human Resources Occupation Group Benchmark Job Descriptions
Individual Job/Job Family Salary Surveys: CompGeo Online Associate Human Resources Salary Reports
Detailed Occupation Wide Pro Salary Surveys: CompGeo Pro Occupation Group - CompGeo Pro Salary Forecast Reports
Benchmark Title: Human Resources Specialist III (Fully Qualified)
Human Resources Speciaist III performs moderately complex assignments following established policies and
guidelines. Work requires experience both in a human resource specialty and in the organization serviced. Advises
management on the solution to human resource problems of limited scope for which there are precedents. Renders
advice concerning own specialty, but discusses impact on other human resource areas. Works independently under
specified objectives; closer supervision is provided for complex assignments, precedent-setting actions, and
actions that impact either other functional areas or key working relationships. Assists higher level specialists
or managers by studying less complex aspects of human resource programs (e.g., merit promotions, incentive awards),
resolving problems of average difficulty, and reporting findings to be included in evaluation reports. Plans,
administers, advises on, or performs professional work in one or more human resource specialties, such as: Job
Analysis/Evaluation: Analyzing, evaluating, and defining occupations or positions based on duties,
responsibilities, and qualification requirements in order to establish or maintain a framework for equitable
compensation. Salary and Benefit Administration: Analyzing and evaluating compensation practices, participating in
compensation surveys, and recommending pay and benefit adjustments. Recruitment and Placement: Recruiting
applicants through various sources (e.g., schools, colleges, employment agencies, newspapers, professional
societies); evaluating applicants using qualification ratings, test scores, interviews, and reference checks; and
recommending applicant placement. Employee Development: Planning, evaluating, and administering employee training
and development programs to achieve both organizational goals and human resource management objectives. Employee
Relations and Services: Providing guidance, advice, and assistance on such matters as employee services and
benefits; management-employee communications; performance appraisals, grievances and appeals; equal employment
opportunity; and employee conduct and discipline. Equal Employment Opportunity: Planning, evaluating, and
administering equal opportunity provisions. Labor Relations: Advising and assisting management on a variety of
labor relations matters, and negotiating and administering labor agreements on behalf of management. In addition to
the technical responsibilities described in levels 1 through 6, human resource specialists may also manage human
resource functions and supervise subordinate staff. At levels 1 and 2, the subordinate staff typically consists of
clerks and paraprofessionals; level 3 may coordinate the work of lower level specialists; and levels 4 and above
may supervise subordinate specialists. Positions which are primarily supervisory, rather than technical, in nature
(i.e., they are not readily matchable to the level-to-level distinctions in this definition) should be matched to
the human resource supervisor/manager definition. This broad, generic occupation includes specialists: (1) working
in human resource operations; (2) reviewing and evaluating the quality of human resource programs; and (3)
developing and revising human resource programs and procedures.
 
Benchmark Title: Human Resources Specialist IV (Senior/Advanced)
Human Resources Specialist IV uses technical knowledge, skills, and judgment to solve complex technical problems.
Advisory services to management are similar to those described at level III. Advisory services require high
technical skills, along with broad human resources knowledge, to solve problems from a total human resources
management perspective. Plan and complete work following established program goals and objectives. Their judgments
and recommendations are relied on for management decisions. May be solely responsible for performing moderately
complex assignments (as described in level III) and for rendering final decisions on assigned human resource
matters under general administrative supervision. Responsibilities include planning and scheduling work and
coordinating and integrating program(s) with other human resoursce management, and operational activities.
Conducts on-site review of human resource actions in several organizational units; determines factual basis for
human resources actions, evaluates actions for consistency with established guidelines, and reports significant
findings. Independently develops supplemental guidelines for existing procedures.
 
 
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CompGeo Human Resources Occupation Group Benchmark Job Descriptions
Individual Job/Job Family Salary Surveys: CompGeo Online Associate Human Resources Salary Reports
Detailed Occupation Wide Pro Salary Surveys: CompGeo Pro Occupation Group - CompGeo Pro Salary Forecast Reports
Benchmark Title: Human Resources Specialist V (Lead/Consultant)
Human Resources Specialists V solve unusually complex and unprecedented problems
which require creative solutions. Human Resources Specialists V are assigned complex technical problems (as
described in level IV combined with responsibility for providing comprehensive advice to management. Management
advisory services are complicated by jobs and organizations that are complex, new, or dynamic, and by the abstract
nature of the work processes. Supervision and guidance relate largely to program goals and time schedules.
Specialists are authorized to make decisions for their organizations and consult with their supervisors concerning
unusual problems and developments. Independently evaluates human resource programs to determine the degree to
which they are achieving goals and objectives, ascertaining weaknesses in programs and guidelines, and making
recommendations for improvements. Conclusions are reported to top management. Applies expertise in modifying
procedures and guidelines. Projects are usually narrow in scope, i.e., limited to an occupational field or to a
specific program area. May have full technical responsibility for human resource projects, studies, policies, or
programs that are less complex than described at level VI.
 
Benchmark Title: Human Resources Specialist VI (Team Lead/Senior Consultant)
Human Resources SpecialistS VI evaluate the human resource management program of
large, complex organizations. Such evaluations require broad understanding and sensitivity both to the
interrelationships between different human resource programs and to complex organizational and management
relationships. Human Resources Specialists VII provide advice to management in improving human resource programs in
unusually complex organizations. Such expertise extends beyond knowledge of guidelines, precedents, and technical
principles into areas of program management and administration. Human Resources Specialists VI serve as evaluation
experts assigned to uniquely difficult and sensitive human resource/human resource problems, e.g., solutions are
unusually controversial; specialists are required to persuade and motivate key officials to change major human
resource policies or procedures; or problems include serious complaints where facts are vague. Specialists have
full technical responsibility for unusually complex human resource projects, studies, policies, or programs. The
scope and impact of these assignments are broad and are of considerable importance to organizational management.
Supervision received is essentially administrative, with assignments given in terms of broad general objectives and
limits.
 
Benchmark Title: Occupational Health and Safety Spec and Tech
Occupational health and safety specialists and technicians, also known as occupational health and safety
inspectors, industrial hygienists, environmental protection officers, or ergonomists, help prevent harm to workers,
property, and the environment, as well as the general public. They promote occupational health and safety within
organizations by developing safer, healthier, and more efficient ways of working. Occupational health and safety
specialists analyze work environments and design programs to control, eliminate, and prevent disease or injury
caused by chemical, physical, and biological agents or ergonomic factors that involve the impact of equipment
design on a worker?s comfort or fatigue. They may conduct inspections and enforce adherence to laws, regulations,
or employer policies governing worker health and safety. Occupational health and safety technicians collect data
on work environments for analysis by occupational health and safety specialists. Usually working under the
supervision of specialists, they help implement and evaluate programs designed to limit risks to workers.
 
 
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CompGeo Human Resources Occupation Group Benchmark Job Descriptions
Individual Job/Job Family Salary Surveys: CompGeo Online Associate Human Resources Salary Reports
Detailed Occupation Wide Pro Salary Surveys: CompGeo Pro Occupation Group - CompGeo Pro Salary Forecast Reports
Benchmark Title: Training and Development Specialists
Training and Development Specialists plan, organize, and direct a wide range of training activities. Trainers
respond to corporate and worker service requests. Consult with onsite supervisors regarding available performance
improvement services and conduct orientation sessions and arrange on-the-job training for new employees. Help
workers maintain and improve their job skills, and possibly prepare for jobs requiring greater skil and help
supervisors improve their interpersonal skills in order to deal effectively with employees.
 
 
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