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Human Resource In Jobs in Puerto Rico (NOW HIRING)

LUMA

Business Partner, Human Resources

Ponce, PR

Aligns human resources strategies with business objectives, by partnering with leaders to develop ... Provides expert guidance in employee relations, performance management to ensure a productive ...

RiskOne HR Consulting

Payroll Coordinator

San Juan, PR · On-site

$22 - $29.25/hr

... in the San Juan area. Responsible for accurately processing and managing payroll operations using ADP, while also assisting with general Human Resources administrative functions. Responsibilities

Insight Communications

PR · On-site

$15 - $19.25/hr

... Title HR & Finance Director Position type: Full time Part time Contract In house Shift hours: 40 weekly Operating: Monday to Friday: 8:00 am to 5:00 pm Extent No extent General purpose Support ...

RiskOne HR Consulting

Benefits Coordinator

San Juan, PR · On-site

Maintain and update employee benefit records in HRIS, ensuring data integrity and accuracy. * Communicate benefits offerings clearly to new hires and existing employees; conduct benefits orientations ...

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Human Resource In information

What are 5 examples of human resources?

Human resources professionals handle various functions such as recruiting and staffing, employee relations, training and development, compensation and benefits management, and compliance with labor laws. These areas are essential for managing an organization's workforce effectively. HR roles often require knowledge of HRIS tools and employment regulations.

What does a human resources job do?

A human resources professional manages employee relations, recruitment, onboarding, and compliance with labor laws. They handle tasks such as hiring, training, benefits administration, and resolving workplace issues to support organizational goals.

What are the key skills and qualifications needed to thrive as a Human Resource Intern, and why are they important?

To thrive as a Human Resource Intern, you need a foundational understanding of HR principles, strong organizational skills, and typically at least enrollment in a relevant degree program such as Human Resources or Business Administration. Familiarity with HR information systems (HRIS), applicant tracking systems (ATS), and Microsoft Office is often expected. Strong communication, attention to detail, and discretion stand out as vital soft skills for this role. These skills are important because they ensure accurate handling of sensitive information, effective support for HR processes, and a positive contribution to team dynamics.

What are Human Resource Interns?

Human Resource Interns are entry-level team members who assist HR departments in managing employee relations, recruitment, onboarding, and administrative tasks. They gain practical experience by supporting various HR functions like screening resumes, scheduling interviews, and maintaining employee records. HR interns often work under the supervision of HR professionals and are typically students or recent graduates seeking to start a career in human resources. Their role provides valuable exposure to workplace policies, labor laws, and organizational culture.

What careers are in human resources?

Careers in human resources include roles such as HR manager, recruiter, HR coordinator, training and development specialist, compensation and benefits analyst, and employee relations manager. These positions typically require skills in communication, organization, and knowledge of employment laws, often supported by certifications like SHRM or HRCI. HR professionals work in various industries, managing employee needs, recruitment, compliance, and organizational development.

Which HR is highly paid?

In human resources, senior HR managers and HR directors tend to have the highest salaries, especially those with extensive experience, specialized skills, or certifications like SHRM-SCP or SPHR. Executive-level HR roles, such as Chief Human Resources Officer (CHRO), typically earn the highest compensation within the HR field.

How does a Human Resource Intern typically support the HR team on a daily basis?

As a Human Resource Intern, you will assist the HR team with a variety of essential tasks, such as scheduling interviews, assisting with onboarding paperwork, maintaining employee records, and supporting recruitment efforts. You may also help organize training sessions, participate in employee engagement activities, and respond to basic employee inquiries. This hands-on exposure provides valuable insight into HR processes and offers opportunities to develop communication, organizational, and problem-solving skills while working closely with experienced HR professionals.

What is the difference between Human Resource In vs Human Resource Coordinator?

AspectHuman Resource InHuman Resource Coordinator
CredentialsTypically requires a bachelor's degree in HR, Business, or related fieldUsually requires a bachelor's degree or equivalent experience in HR or related field
Work EnvironmentOffice setting, HR departments, corporate environmentsOffice environment, HR departments, often in larger organizations
Employer & Industry UsageUsed across various industries for HR functionsCommonly used in organizations to support HR operations
Search & Comparison IntentPeople comparing HR roles and responsibilitiesIndividuals exploring entry-level HR support roles

Human Resource In and Human Resource Coordinator are roles within HR departments, often overlapping in responsibilities like onboarding and employee support. However, Human Resource In may refer to a broader or more specialized function, while Human Resource Coordinator typically focuses on administrative support and coordination tasks. Both roles require similar educational backgrounds and are vital in maintaining effective HR operations.

Human Resource In jobs near you

Human Resources Specialist

Criminal Investigation & Law Enforcement | IRS Careers

San Juan, PR • On-site

$147K/yr

Other

Posted 8 days ago

Job description

WHAT IS THE HUMAN CAPITAL OFFICE?
A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions
  • Position(s) are to be filled in following area(s): The Human Capital Office.
  • This job (or announcement) is open to current permanent IRS competitive service employees in HCO business units.
  • Remain in POD - The vacancy will be filled at the selectee's official permanent position of record, post-of-duty (POD).

FURTHER DETAILS IN ADDITIONAL INFORMATIONQualifications:

Federal experience is not required. Experience may have been gained in the public sector, private sector or through Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week, on your resume.
You must meet the following requirements by the closing date of this announcement:
SPECIALIZED EXPERIENCE GS-15: To be minimally qualified for this position you must have at least one (1) year of specialized experience equivalent to the next lower grade level (GS-14) in the Federal Government. Specialized experience is experience that is related to the work of this position and has provided you with the competencies required for successful job performance. To be qualified for this position your experience should be sufficient to demonstrate:

  • Experience applying the concepts, principles, practices, laws, and regulations of human resources management (HRM) for organization-wide programs, functions, objectives, and development of long-term strategic plans.
  • Experience serving in an authoritative role as a technical expert, providing advice and recommendations to management, developing policy, and/or developing interventions on complex service-wide issues (e.g., redesigning HR processes).
  • Experience leading high level, cross-functional programs and projects, often of a confidential and technical nature, delegated by manager or executive, planning and directing workflow with competing priorities emerging day to day, and planning substantial changes in organization or agency resources and established procedures.
  • Experience communicating tactfully and persuasively with internal and external stakeholders to influence and negotiate support of business goals and resolve issues which are often controversial and sensitive in nature.
  • Experience preparing technical documentation including organization or agency directives, organization-wide policy statements, briefing documents, status reports, and other written guidelines and recommendations.
  • Experience conducting presentations and negotiations on technical problems, outcomes, and recommendations to improve services and gain cooperation from senior managers and executives or other top-level officials at federal, state, local, and non-government organizations and establish beneficial relationships to influence acceptance of proposals on complex issues.
AND
You must also meet the following requirement(s):
TIME IN GRADE (TIG): For positions above the GS-05,applicants must meet applicable time-in-grade requirements to be considered eligible. One year (52 weeks) at the next lower grade level is required to meet the time-in-grade requirements for the grade you are applying for. For positions at the GS-5, you cannot advance to the GS-05 if you have held a GS-02 in the past 52 weeks. There is no TIG restriction for GS-02, 03, or 04 positions.

TIME AFTER COMPETITIVE APPOINTMENT (TACA): Current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment. For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens".

For more information on qualifications please refer to OPM's Qualifications Standards.

Education:A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page.
FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. Click here (Section 3, Explanation of Terms) or here for Foreign Education Credentialing instructions.
We recommend choosing an evaluator from a member organization of one of the following national associations of credential evaluation services: National Association of Credential Evaluation Services (NACES) or Association of International Credentials Evaluators (AICE).Employment Type: OTHER

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