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Employer Representative Jobs (NOW HIRING)

Osborne Association

Employer Specialist

Brooklyn, NY · On-site

$32.96 - $34.62/hr

The Employer Specialist is responsible for making the connection(s) to employment opportunities ... Establish and maintain relationships with business representatives in the warehouse, food service ...

Osborne Association

Employer Specialist

Brooklyn, NY · On-site

$32.96 - $34.62/hr

The Employer Specialist is responsible for making the connection(s) to employment opportunities ... Establish and maintain relationships with business representatives in the warehouse, food service ...

WSNA

Nurse Representative (Eastern Washington)

Spokane, WA · On-site

$87K - $140K/yr

Meets with employer representatives on behalf of local unit members. * Provides information to the Director of Labor. * Visits hospitals and other clinical settings to observe work conditions and ...

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$24.5K

$44.2K

$77K

How much do employer representative jobs pay per year?

As of Jul 5, 2026, the average yearly pay for employer representative in the United States is $44,219.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,500.00 and $43,000.00 per year, depending on experience, location, and employer.

How can I make 2000 a week working from home?

An Employer Representative can potentially earn $2,000 weekly by handling high-volume client communications, resolving issues, and maintaining customer satisfaction remotely. Success depends on experience, efficiency, and the ability to work flexible hours, often requiring strong communication skills and familiarity with customer service tools. Earning this level of income may involve working full-time, taking on multiple clients, or advancing to senior roles within the field.

Is CSR a stressful job in BPO?

A Customer Service Representative (CSR) in a BPO environment often faces stress due to high call volumes, performance targets, and handling difficult customer interactions. The job requires strong communication skills, patience, and the ability to manage pressure, which can contribute to stress levels depending on individual resilience and work environment.

What is the difference between Employer Representative vs Employer Representative?

AspectEmployer Representative

Since the question compares the same job title, there is no difference between Employer Representative and Employer Representative. Both roles typically involve representing an employer in negotiations, legal matters, or compliance issues within the industry. They often require similar credentials, such as certifications in labor relations or legal knowledge, and work in environments like corporate offices, legal firms, or government agencies. This role is commonly searched and compared for its responsibilities in employer advocacy and compliance.

What is an employer's representative?

An employer's representative is a person authorized to act on behalf of an employer in employment-related matters, such as negotiations, compliance, and communication with employees or government agencies. They often handle tasks like managing workplace disputes, ensuring legal adherence, and representing the employer in hearings or inspections.

What jobs pay 4000 a week without a degree?

Employer Representatives typically do not earn $4,000 weekly without specialized experience or sales skills. High-paying roles that can reach this level often involve commission-based sales, real estate, or entrepreneurial ventures where performance directly impacts income. Most jobs paying this amount without a degree require strong communication skills, industry knowledge, and sometimes licensing or certifications.
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What job categories do people searching Employer Representative jobs look for? The top searched job categories for Employer Representative jobs are:
Employer Representative jobs near you
Infographic showing various Employer Representative job openings in the United States as of June 2026, with employment types broken down into 83% Full Time, 15% Part Time, and 2% Contract. Highlights an 72% Physical, 1% Hybrid, and 27% Remote job distribution, with an average salary of $44,219 per year, or $21.3 per hour.
Director of Human Resources

Director of Human Resources

Ascent Aviation Services

Marana, AZ • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 18 days ago

Job description


It's your career... give it wings!

Who we are and where we are going: 

Ascent Aviation Services is one of the largest aviation maintenance, repair, overhaul, storage and reclamation operations in the world. Our strength comes from our talented and professional employees who excel through teamwork and enthusiasm. Ascent Aviation Services continues to grow and are continually looking for motivated and career-minded aviation professionals who will support our vision and goals.

As the Director of Human Resources at Ascent Aviation Services, you will serve as the strategic and operational leader of the HR function, overseeing Human Resources, Talent Acquisition, and Payroll. With seven direct reports and a workforce of over 600 employees, you will drive people strategy, lead HR operations, and partner with executives and department heads to support organizational growth, employee engagement, and regulatory compliance.


Reporting to the President/Chief Operating Officer, you will guide all aspects of the employee lifecycle — from workforce planning, onboarding, compensation, and benefits to employee relations, retention, training, compliance, and succession planning. You will also lead company-wide HR initiatives, serve as the Designated Employer Representative (DER) under FAA regulations, and ensure a consistent and values-driven employee experience across all locations.


In this role, you will foster a culture of safety, respect, quality, and results while serving as a key advisor to the executive team. Focused on leading through others, you will ensure that HR strategies, systems, and teams are aligned with business needs, while delegating day-to-day execution to skilled HR professionals; playing a critical role in supporting our mission to be the most trusted aerospace solutions provider in North America.


DUTIES/RESPONSIBILITIES:

  • Provide overall direction and strategic oversight for Human Resources & Talent Acquisition functions.
  • Develop and execute HR strategies aligned with company goals and business needs.
  • Represent HR as a key member of the executive leadership team and contribute to enterprise-wide planning and initiatives.
  • Lead workforce planning in collaboration with operations and finance, including hiring targets, headcount tracking, and organizational design.
  • Oversee succession planning and leadership development efforts across the organization.
  • Guide the development and continuous improvement of HR policies, procedures, and programs.
  • Serve as a trusted advisor and final approver for complex employee relations cases and sensitive investigations.
  • Ensure cross-functional alignment and communication between HR, Talent Acquisition, and Payroll teams through regular coaching and performance oversight.
  • Mentor and develop a high-performing HR team of 7 direct reports including HR Business Partners, Talent Acquisition Partners, and HR operations staff.
  • Review and approve compensation changes, equity reviews, and job offers to ensure market and internal alignment.
  • Oversee and approve companywide recruiting strategies, branding efforts, and school/trade partnerships to support current and future workforce needs.
  • Provide high-level oversight for all recruiting activity including requisition approvals, talent pipeline development, and recruiter performance metrics.
  • Partner with Legal Counsel and Immigration Attorneys to support employee visa processes (e.g., TN, Permanent Residency).
  • Serve as the Designated Employer Representative (DER) for FAA-regulated drug and alcohol testing under 49 CFR Part 40.
  • Ensure compliance with federal, state, and aviation-specific employment laws including DOT MIS, OSHA, EEO-1, ACA, 1095, and FLSA.
  • Lead the benefits renewal process and annual Open Enrollment, including coordination with brokers and internal communications.
  • Review and approve benefit premium collections for employees on unpaid leave and ensure alignment with payroll.
  • Ensure ongoing 401(k) plan compliance including Safe Harbor contributions and audit preparation.
  • Monitor HR metrics, turnover trends, and team KPIs to identify areas of opportunity or risk.
  • Oversee onboarding, engagement, and retention initiatives including new hire experience, recognition programs, employee events, and retirement acknowledgments.
  • Review payroll reports and bonus reconciliations in partnership with Finance to ensure accuracy and timeliness.
  • Authorize HR department expenditures and manage the annual HR budget.
  • Oversee development and maintenance of the HR intranet and company newsletter.
  • Conduct audits of HR systems, records, and compliance files to ensure data integrity and adherence to policy.
  • Partner with Finance and other department leaders on cross-functional projects and organizational initiatives.
  • Serve as primary point of contact with external vendors including legal counsel, insurance brokers, training providers, and government agencies.
  • Foster a culture of safety, respect, quality, and results across all HR initiatives and employee interactions.
  • Champion a people-first culture by modeling professionalism, empathy, approachability, and strategic thinking.

YOU WILL GET MORE THAN JUST COMPENSATION:

  • 401K with Company Match
  • Medical/Dental/Vision Insurance
  • PTO - Eligible for 3 Weeks in your First Year, in Addition to 7 Paid Company Holidays
  • Company-Provided Short-Term Disability, Long-Term Disability, and Life Insurance
  • Development and Career Growth Opportunities



REQUIRED SKILLS/ABILITIES:

  • Approachable and people-focused; able to build trusted relationships across all levels of the organization while handling sensitive situations with empathy and professionalism.
  • Excellent organizational and time management skills; able to manage multiple priorities, shifting deadlines, and high volumes of support requests with a sense of urgency.
  • Detail-oriented with strong analytical and problem-solving abilities; capable of identifying root causes and delivering thoughtful, practical solutions.
  • Proactive, self-motivated, and solution-oriented; able to work independently while contributing positively to a collaborative HR team.
  • Broad working knowledge of HR best practices, employment-related laws, and compliance requirements.
  • Demonstrated ability to improve or implement HR processes, procedures, and systems.


EDUCATION AND EXPERIENCE:

Minimum Qualifications:

  • High school diploma or equivalent.
  • 5+ years of progressive leadership experience in Human Resources or a related field such as Operations, Talent Acquisition, or Organizational Development.
  • PHR or SHRM-CP certification required.
  • Proven ability to lead high-performing teams, implement strategic initiatives, and partner with senior leadership.
  • Experience overseeing multiple HR functions including employee relations, compliance, recruiting, and workforce planning.
  • Strong interpersonal, communication, and problem-solving skills with a demonstrated ability to handle sensitive and complex issues with professionalism.
  • Advanced proficiency in Microsoft Office Suite, particularly Excel, Word, and Outlook, with the ability to analyze data, develop reports, and create executive-level documentation.
  • Basic understanding of professional email etiquette, including proper spelling and grammar, is required to ensure clear and effective communication.
  • Ability to read, write, and understand English to ensure clear communication and compliance with company policies, safety protocols, and regulatory documentation.


Preferred Qualifications:

  • 7–10 years of broad HR experience including management of HRBPs, TA, payroll, or benefits teams.
  • SHRM-SCP certification, or combination of PHR and SHRM-CP.
  • Prior experience working in the aviation, aerospace, or a regulated industry.
  • Familiarity with immigration processes (e.g., TN visas, permanent residency) and government compliance reporting (e.g., EEO-1, DOT MIS, OSHA, ACA).
  • Experience serving as the HR representative on a senior or executive leadership team.
  • Comfortable public speaking in front of groups of up to 40 people at a time.


PHYSICAL REQUIREMENTS:

  • Ability to sit or stand for extended periods.
  • Occasional squatting, lifting, carrying, pushing, or pulling up to 20 pounds.


EQUIPMENT OPERATED:

  • Telephone, personal computer, multiple printers, typewriter, copy machine, digital camera, and shredder.
    • May be required to operate additional office equipment not explicitly listed in this description as needed to perform job duties effectively.


WORKING CONDITIONS:

  • Work primarily in the Human Resources building with frequent travel to various locations on base.
  • Potential exposure to materials listed on Material Safety Data Sheets.
  • Protective Equipment Required: None


OTHER DUTIES:

  • May be required to work at both Marana, AZ and Tucson, AZ locations as business needs dictate.
  • Additional duties may be assigned at the discretion of department management.



Ascent Aviation Services is dedicated to fostering an inclusive work environment. We provide equal employment opportunities and are committed to making reasonable accommodations for qualified individuals with disabilities to enable them to perform the essential functions of their job. If you require any accommodations during the application or interview process, please let us know.


EEO/AA/F/M/VET/DIS