HR Administration Job Description

Human resource administration is the management of the overall employment experience of people working at an organization. In many companies, a team of human resources professionals is responsible for implementing effective workforce management and employee development.

Responsibilities and Duties

An HR administrator is responsible for a wide range of duties, including payroll and compensation, recruiting and staffing, performance and training, labor relations, administering employment benefits and organizational development. An HR administrator works closely with managers and employees to resolve employee issues, review performance appraisals, administer compensation program, enforce corporate policies and procedures, oversee organizational growth and facilitate internal investigations as needed. Sample job titles for people employed as HR administrators include human resource manager, talent manager, hiring manager, corporate recruiter, corporate trainer, compensation administrator, payroll clerk and benefits supervisor, among others.


Effective human resource professionals often have a bachelor’s degree in business, management, human resource development or communication. These programs feature courses in labor management, effective communication, organizational behavior, leadership, group dynamics, economics, personnel administration, accounting, motivation and work behavior, measuring performance, needs assessments and organizational decision-making. Senior leadership positions often require a master’s degree in business administration, labor relations, human resource administration or organizational developmen

Additional Skills In addition to course work learned through a formal educational program, successful human resource administrators need to possess other skills that enable them to be effective in their roles as leaders and managers. Management-level HR professionals should be good listeners, critical thinkers, and have ethical judgment. They should have the ability to evaluate the skills of their workforce in order to select the right person for a specific job. They must also have strong negotiation skills to assist in helping to mediate conflicting issues. Good social perceptiveness, or the ability to be aware of others' actions and reactions, and have an understanding as to why people react as they do, helps HR professionals anticipate ways in which change or conflict may be perceived.