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Entry Level Shrm Cp Jobs (NOW HIRING)

City of Conyers

HR Specialist I

Conyers, GA · On-site

$46K - $48K/yr

Job Summary The Human Resources Specialist I performs entry-level to mid-level administrative human ... Professional in Human Resources (PHR) from HRCI or SHRM Certified Professional (SHRM-CP) from the ...

City of Conyers

HR Specialist I

Conyers, GA

$46K - $48K/yr

Job Summary The Human Resources Specialist I performs entry-level to mid-level administrative human ... Professional in Human Resources (PHR) from HRCI or SHRM Certified Professional (SHRM-CP) from the ...

nimble

Human Resources Coordinator

Chesterfield, MO

$20.75 - $27.25/hr

This entry-level position is responsible for assisting with recruitment activities, onboarding ... HR certification interest or progress toward SHRM-CP, PHR, or similar credentials Competencies

New

Nimble Solutions

Human Resources Coordinator

Chesterfield, MO · On-site

$20.75 - $27.25/hr

This entry-level position is responsible for assisting with recruitment activities, onboarding ... HR certification interest or progress toward SHRM-CP, PHR, or similar credentials Competencies

New

Rosendin Electric, Inc.

Electrician Recruiter

Tempe, AZ

$34K - $45K/yr

Additional HR certifications a plus (PHR, SHRM-CP) * Minimum 3 years' recruitment experience * Experience with an HRIS and ATS database; (Taleo Preferred) * Can be a combination of training ...

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Entry Level Shrm Cp information

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$29.5K

$49.6K

$60K

How much do entry level shrm cp jobs pay per year?

As of Jul 19, 2026, the average yearly pay for entry level shrm cp in the United States is $49,574.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,000.00 and $54,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an Entry Level SHRM-CP, and why are they important?

To excel as an Entry Level SHRM-CP, a solid understanding of HR fundamentals, employment law, and organizational policies is essential, typically supported by the SHRM-CP certification and a relevant degree. Familiarity with HR information systems (HRIS), payroll software, and applicant tracking systems is often required. Strong interpersonal skills, attention to detail, and proactive problem-solving set candidates apart in this role. These competencies enable effective HR operations, compliance, and positive workplace relationships, which are crucial for organizational success.

What is the difference between Entry Level Shrm Cp vs HR Coordinator?

AspectEntry Level Shrm CpHR Coordinator
CertificationsSHRM-CP, HR certificationsTypically no certifications required, but HR certifications are a plus
Work EnvironmentHR departments, consulting firms, corporate settingsHR departments, administrative offices
ResponsibilitiesHR compliance, policy implementation, basic employee relationsRecruitment support, record keeping, onboarding assistance

Both roles often require similar certifications like SHRM-CP and involve working within HR departments. However, the Entry Level Shrm Cp focuses more on HR compliance and strategic support, while HR Coordinators handle administrative tasks and support recruitment processes. The SHRM-CP credential enhances credibility for entry-level HR professionals, making it a valuable asset for those starting their HR careers.

What is an Entry Level SHRM-CP?

An Entry Level SHRM-CP refers to someone who has recently earned the Society for Human Resource Management Certified Professional (SHRM-CP) credential and is just starting their career in human resources. The SHRM-CP certification demonstrates foundational knowledge and skills in HR practices, policies, and strategies. Entry-level SHRM-CPs typically work in roles such as HR assistant, coordinator, or specialist, supporting HR functions like recruitment, onboarding, payroll, and compliance. Earning the SHRM-CP can help launch a career in HR by validating expertise and commitment to the profession.

What types of projects or tasks can an entry-level SHRM-CP expect to work on during their first year?

As an entry-level SHRM-CP, you can expect to be involved in a variety of foundational HR tasks such as assisting with recruitment and onboarding, supporting employee record management, helping coordinate training sessions, and responding to basic employee inquiries. You may also participate in preparing reports, updating HR policies, and supporting benefits administration. Collaboration with more experienced HR team members is common, and these tasks provide valuable exposure to key HR functions while building the skills necessary for career advancement.
What cities are hiring for Entry Level Shrm Cp jobs? Cities with the most Entry Level Shrm Cp job openings:
What are the most commonly searched types of Shrm Cp jobs? The most popular types of Shrm Cp jobs are:
What states have the most Entry Level Shrm Cp jobs? States with the most job openings for Entry Level Shrm Cp jobs include:
What job categories do people searching Entry Level Shrm Cp jobs look for? The top searched job categories for Entry Level Shrm Cp jobs are:
Entry Level Shrm Cp jobs near you
Infographic showing various Entry Level Shrm Cp job openings in the United States as of July 2026, with employment types broken down into 90% Full Time, 8% Part Time, 1% Contract, and 1% Summer. Highlights an 91% Physical, 5% Hybrid, and 4% Remote job distribution, with an average salary of $49,574 per year, or $23.8 per hour.
Talent Acquisition Partner

Talent Acquisition Partner

Kennedy Krieger Institute

Baltimore, MD

$57K - $99K/yr

Full-time

Posted 3 days ago

Kennedy Krieger Institute rating

7.9

Company rating: 7.9 out of 10

Based on 19 frontline employees who took The Breakroom Quiz

Job description

The Talent Acquisition Partner I develops and executes recruitment plans to deliver top talent for Institute vacancies in a cost effective and efficient manner.  The TA Partner I will focus on, but not be limited to, high volume, entry-level roles within the Institute.  The TA Partner I will manage the full life cycle recruitment process that includes identifying needs, sourcing, interviewing and onboarding for new hires while following state and federal employment laws as well as Kennedy Krieger policy.


1. Partnership and Planning: Partners with hiring managers to identify staffing needs. Develops recruitment plans and recruitment strategy for a variety of positions within the Institute.
2. Float Pool & Temp Coordination: Responsible for float pool recruitment also coordinates team’s daily schedules and assignments and provides support and coaching. Coordinates external temp agency relationships.
3. Sourcing: Identifies and recommends sourcing techniques for each position, that includes social media, job boards, university efforts, job fairs/conferences, employee referrals and resume mining. Represents the Institute and networks through events, relationship building with staffing agencies/headhunters and building pipelines of top talent.
4. Follow Up: Provides regular (daily or weekly) follow up with respective hiring managers and candidates to ensure timeliness of recruitment process. Provides status updates and metrics to hiring managers and Talent Acquisition manager. Identifies recruiting/hiring challenges and make recommendations for solutions.
5. Process: Manages full life cycle recruitment process. Pre-screens, tests and interviews top talent and recommends candidates for manager interview. Assists with offer process.
6. Training: Delivers supervisory training to managers on a variety of interviewing and hiring strategies and assists with developing questions. Facilitates new employee orientation.
7. Applicant Tracking: Manages Applicant Tracking System (icims/Lawson). Checks pipeline daily, screens, routes and rejects candidates. Solicits and documents candidate status updates. Updates interview notes and ensures accurate rejection status codes.
8. Legal: Assists with OFCCP, Affirmative Action and EEO reporting and efforts.
9. Internal recruitment efforts: Manages internal transfer application process and counsels existing employees on career progression and promotional opportunities.
10. Coordinates the Live Near Your Work (LNYW) benefits and also assists recruiting team with budget preparation and monitoring.


QUALIFICATIONS:
• PHR or SHRM-CP certification and CHCR credentials are strongly preferred.

EDUCATION:
Must possess a Bachelor’s degree, preferably in a related field such as business or human resources. Will consider professional HR Certification (SHRM, CHCR, PHR, CIR) in lieu of degree.

EXPERIENCE:
• At least 2 years of experience in talent acquisition or in a professional-level Human Resources capacity, preferably in a healthcare, not-for-profit, academic or social services setting.


USD $57,140.30/Yr.
USD $99,305.86/Yr.

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