14 Entry-Level HR Positions To Know (Plus How To Start in HR)
So, you’ve made the decision to enter the exciting field of Human Resources (HR) and are ready to pursue entry-level HR positions – congratulations! Not only is HR an immensely rewarding profession, but it’s also one of the fastest-growing fields in the United States. According to the U.S. Bureau of Labor Statistics (BLS), there will be an additional 70,000 HR jobs by the year 2030.
The field of HR includes a variety of focus areas, such as recruiting, talent acquisition, compensation and benefits, HR training, employment compliance, diversity, equity and inclusion, HRIS technology, and HR communications. If you enjoy helping a business achieve its goals through its biggest asset – its people – and helping others with a diverse scope of employment and people-related challenges and opportunities, then working in HR may very well be an ideal fit.
Let’s dive into some of the details on how to break into the amazing field of HR, what paths may lead to entry-level HR jobs, and help familiarize yourself with some of the more common HR positions.
Contents
How to get into HR
– What are the paths to an entry-level position in HR?
How to get an HR job
– Qualifications and skills requirements
– How to get a job in human resources without experience
14 Entry-level HR position titles and salaries
How to get into HR
What are the paths to an entry-level position in HR?
There are numerous avenues available that can lead to an entry-level HR job. HR requirements and qualifications vary by company, organization, geographic location, and role. While there is no “right” or ‘wrong” way to start a career in human resources, there are 3 common and traditional paths.
Specifically:
HR career path 1: traditional approach
The first career path is more traditional, where the individual obtains a college degree in HR, either a 4-year Bachelor’s degree or a 2-year Associate’s degree, and then seeks employment after graduation.
There also are schools and organizations that provide HR certificates, which are typically condensed academic programs and usually last less than 2 years.
Individuals who obtain a degree in a related subject, such as business or industrial / organizational psychology, can also enter the HR field. With these academic credentials, an individual can begin an HR career in a more junior or entry-level HR position – often in an HR administrative or recruitment coordinator-related role.
HR career path 2: Transfer from a different role
A second way to start a career in human resources is transferring into HR from a different but related job, function, or department, either internal or external to the company. Individuals who develop an interest in HR may pursue a junior-level HR role where they can apply their relevant transferable skills and experience.
For example, an employee who is an administrative coordinator in a role outside of HR performs many job duties that can transfer to an HR role, such as entering time for other employees, verifying payroll, scheduling training, etc. That employee can try to transfer to an HR role within their company or seek an HR role externally.
HR career path 3: Role expansion
A third path into HR can be through role expansion. When an employee’s scope of work expands to include traditional HR duties, such as an office administrator, personal assistant, or even finance or payroll administrative roles, those employees will gain HR experience that is transferable to other HR roles. These jobs can become candidate ‘feeder pools’ for other HR positions.
Job functions that are included in feeder pools often include roles in administration, operations, and even finance roles, since finance often goes hand-in-hand with HR compensation principles. Additionally, individuals with social science or communications qualifications, such as teachers, social workers, and psychologists, have relevant skills and experience that are transferable to HR roles.
There is a compliance component to HR, such as minimizing legal risks to a company related to discrimination, harassment, wage and hours laws, etc.. So, individuals with experience in risk and legal management & compliance are also candidates for HR roles.
How to get an HR job
Qualifications and skills requirements
When looking for an entry-level HR job, the skill preferences and requirements for a job will vary by company, organization, geography, and business needs of the company.
One key focus in obtaining a junior-level HR role is being able to articulate, whether on a resume or to a hiring manager, how one’s background, skills, and experience are transferable and relevant to the HR role of interest. An HR or related degree is one relevant factor, but transferable skills obtained from other experience is a critical factor.
For example, if a candidate has customer service experience in a call center environment, then they most likely have experience in time management, conflict resolution, documentation of transactions, computer and systems experience, and overall customer service – all of which are critical and transferable to an HR role.
Keep in mind that job postings often list “preferred” qualifications as opposed to “required” qualifications. If the job posting lists “preferred” qualifications, then the skills are not necessarily a “hard and fast” requirement. This gives candidates the opportunity to identify and highlight their relevant skills and how they can add value to the role.
A candidate’s ability to effectively communicate transferable skills can ultimately make the difference between getting an interview or job and not getting one.
How to get a job in human resources without experience
Getting an HR job without prior work experience or with no degree or HR certification is often a “catch-22”. Companies post an entry-level job but then ask for years of experience! This is a major frustration among candidates. There are paths into HR that don’t require HR experience or HR certification.
1.Describe your transferable skills
As mentioned earlier, the key to most job searches, including an HR job search, is for candidates to be able to articulate to a hiring manager how their unique background and experience include transferable skills and how they can add value to the role.
For example, if you just graduated with an HR degree but have no work experience other than part-time retail work, you can provide examples of how you resolved customer issues, perhaps you trained new employees or provided informal performance feedback, handled special projects, etc. – those are all transferable skills that can be applied to an HR role.
2. Consider internships or part-time / temporary contracts
If you are contemplating entering the HR field, you can also look for part-time, temporary, contract, or internships. These opportunities are excellent ways to get HR experience and are a wonderful way for you to see what the world of HR is like. If you are interested in a certain HR specialty (compensation, benefits, recruiting, employee relations, etc.), you may want to pursue a full-time role. Also, contract or temporary work sometimes leads to a full-time work offer, so don’t discount short-term HR opportunities.
If you have no work experience or schooling, it’s still possible to enter HR. Having a passion for HR, business acumen, a love for data, or experience in coordinating events at a religious institution or your children’s school – all have some transferable skills. Networking with others can be of particular help in these scenarios.
The power of networking may be the most important aspect of any job search. Networking does not mean “cold calling” people and asking for a job. Rather, networking is finding ways to gain more exposure in the field and increasing professional connections. Attend industry meetups/conferences, make new connections on LinkedIn, and refresh existing connections. Cultivating these relationships can lead to interviews and job referrals.
14 Entry-level HR position titles and salaries
HR positions can vary in title and scope. There is a trend of HR titles being referred to as ‘People’ jobs. Some companies are moving towards using titles such as ‘People Partner’ instead of ‘Human Resources Partner’.
The following list represents common entry-level HR positions in the United States, along with a brief job description and average U.S. salaries:
1. HR Intern
HR Interns are typically fixed-term roles that support an HR department with various basic HR administrative tasks, such as screening HR calls, data entry, scheduling interviews, maintaining files, and assisting with employee onboarding activities, among others.
HR intern salary
According to ZipRecruiter, the average HR intern hourly wage is $16.64.
2. HR Assistant
An HR Assistant supports human resources departments by performing various administrative tasks related to employee records, recruitment, and general HR functions.
HR Assistant salary
The pay range is usually from $40,393 to $50,268, based on education, certifications, additional skills, and years of work experience.
3. HR Coordinator
An HR Coordinator is responsible for assisting in the management of various human resources activities, such as recruitment, employee onboarding, and administrative support, to ensure the smooth operation of the HR department.
HR Coordinator salary
The average human resources coordinator salary in the US is $47,201(Salary.com)
4. HR Associate
HR Associates may perform work such as maintaining employee records, supporting the new hire and onboarding process, entering employee time, assisting with maintaining HR training materials, etc.
HR Associate salary
The average annual salary is $55 949 (Salary.com).
5. Recruitment Coordinator
A Recruitment Coordinator is an individual responsible for organizing and coordinating various aspects of the recruitment process, including scheduling interviews, communicating with candidates, and providing administrative support to the recruitment team.
Recruitment Coordinator salary
The average human resources coordinator salary in the US, according to Salary.com, is $47,201.
6. Talent Acquisition Coordinator
Talent Acquisition Coordinator are responsible for facilitating and coordinating the end-to-end recruitment process, including sourcing candidates, scheduling interviews, and supporting talent acquisition efforts within an organization.
Talent Acquisition Coordinator salary
The average salary range is between $60,000 – $73,000 for this position.
7. Diversity and Inclusion Coordinator
DEI Coordinators support initiatives that foster and encourage a culture and work environment of community, diversity, and inclusion, and ways in which employees can report any potential issues or violations.
Diversity and Inclusion Coordinator salary
The average salary is $57,577 (Glassdoor).
8. Benefits Administrator
A Benefits Administrator manages and administers employee benefits programs, such as health insurance, retirement plans, and other perks, ensuring employees receive and understand their benefits packages.
Benefits Administrator salary
According to Payscale, the average salary for the role in the US is $50,756 annually.
9. HR Generalist
An HR Generalist is responsible for a wide range of HR functions, including employee relations, recruitment, benefits administration, and policy implementation, to support overall HR operations within an organization.
HR Generalist salary
The average salary in the US is between $59,547- $70,098 in the US, according to Payscale.
10. HR Support Specialist
HR Support Specialists may assist with recruitment and onboarding, and answer or guide employees with general HR questions.
HR Support Specialist salary
The average salary is $49,692 (Glassdoor).
11. HR Compliance Coordinator
These individuals may assist with maintaining compliance with all applicable federal and state labor laws. They post requirements and identify, develop, or lead mandatory training requirements, monitor or update employment regulations, and communicate key regulations to managers and the workforce, as needed.
HR Compliance Coordinator salary
The average salary is $62,156 (Salary.com).
12. Employee Engagement Coordinator
These professionals help develop and administer engagement initiatives and programs related to all areas, particularly career development.
Employee Engagement Coordinator salary
The average salary is $58,177 (Salary.com).
13. HRIS Analyst
HRIS Analysts may help enter and manage HR data, including payroll, compensation, job level, title, and personal confidential data such as SSN, age, etc. They may also develop and run reports and maintain data integrity.
HRIS Analyst salary
The average salary is $82,897 (Glassdoor).
14. Compensation Analyst
Compensation Analysts may conduct market research on salary data, consult with management on merit increases, promotions, bonuses, and pay equity, define FLSA status (exempt or non-exempt), and perform compensation compliance audits, as needed.
Compensation Analyst salary
The average salary is $81,396 (Glassdoor).
Additional job titles
Again, titles in many industries can vary, including HR titles. The scope of work is often more important than the title when researching jobs of interest. HR jobs often overlap in job responsibilities, depending on the size of the HR department or company. Employees who work in a small HR department may take on multiple HR responsibilities, whereas employees in a large HR department may have a specific HR focus, such as recruitment or benefits.
We have developed an excellent in-depth article on the various other types of HR job titles. Additionally, if you would like to find out about the various career paths you could take in HR, we have created a helpful HR Career Map tool.
Identify what companies and industries you’re interested in pursuing and then strive to connect with HR employees or managers at those companies. Even if there are no available HR jobs there at that moment, making new connections at your target companies can only help you professionally in the long term. You can research the company, request informational interviews to gain more insight into the company, find out who works in their HR department, and brainstorm how you can add value to their team.
Key takeaways
As outlined in this article, there are a variety of avenues that can help an individual initiate a long, rewarding HR career. HR titles and scope of work can also vary depending on the company, industry, department, geographic location, and business need. Whether it’s pursuing an HR or related degree or certification or pursuing part-time, contract work, or internships – all are viable paths into HR. Regardless of which path you choose, one key takeaway is being able to describe your relevant skills and experience as it transfers and relates to the respective HR opportunity.
Additionally, networking is probably the most effective method to increase exposure and gain professional connections in the field. Networking brings out the human side of a candidate as opposed to an individual just being a ‘name on a piece of paper/ resume’. HR is a growing and rewarding field, and no two days in an HR job are the same! HR job opportunities will increase over the next 5 years and beyond.
Weekly update
Stay up-to-date with the latest news, trends, and resources in HR
Learn more
Related articles
Are you ready for the future of HR?
Learn modern and relevant HR skills, online
