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- How to Develop a Job Description
- Human Resources Assistant
- Human Resources Generalist
- Human Resources Manager
- Human Resources Recruiter
Job Description Template
Need a job description template to simplify the process of developing a job description? This job description template provides a guide for you to use to develop your own job descriptions for your organization. Here's a useful job description template to give you a starting point when writing job descriptions. The job descriptions listed above were built from this job description template, so you may want to reviw them as examples for each section.
Title of Job
Write a one sentence description of what the positon does within your organization. Example: The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs.
Major Areas of Responsibility
Use bullet points to list the major areas covered by your job. For example, a Human Resources Manager might list responsibilities that include, but are not comprehensive, such as these.
Major areas of responsibility include:
- Develop the Human resources department
- Advising managers about issues relating to managing people
- Employee orientation, development, and training
- Performance management and improvement systems
- Organization development
- Employment and compliance to regulatory concerns
- Policy development and documentation
Beyond what the person in the position actually does, list the primary goals and objectives of the position for its overall contribution to the organization. For example, a Human Resources Manager might list items such as these:
- Promote the safety and health of the workforce.
- Develop a superior workforce.
- Develop the Human Resources Department.
- Develop an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
Specific Responsibilities of the Job
Take each of the items listed in the Major Areas of Responsibility and flesh out the details. Start by using the listed major area of responsibility and add the details necessary to make job expectations and products clear in each major area of responsibility. For example, an HR manager might detail a responsibility, Development of the Human Resources Department, like this:
Development of the Human Resources Department
- Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
- Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
- Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration.
- Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
- Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
- Leads the development of department goals, objectives, and systems.
- Establishes departmental measurements that support the accomplishment of the companyï¿½s strategic goals.
- Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
- Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
- Participates in executive, management, and company staff meetings and attends other meetings and seminars.
- With the CEO and CFO, annually plans the companyï¿½s philanthropic and charitable giving.
Required Knowledge, Skills, and Abilities
In this section of the job description, list each essential responsibility that the job holder must be able to perform satisfactorily to do the job successfully. Note that these requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Broad knowledge and experience in:
- Above average skills in:
- Excellent skills in:
- Demonstrated ability to:
- Demonstrated ability to:
- Demonstrated ability to:
- General knowledge of:
- Experience in:
Education and Experience
- Degree or equivalent experience:
- Years of experience:
- Specialized training in:
- Active affiliations:
- Other requirements (certifications and so forth):
These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions.
Example: While performing the responsibilities of the job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision.
Example: While performing the responsibilities of the job, these work environment characteristics are representative of the environment the job holder will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the job.
While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate.
This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed by job holders within this job. But, this job description is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities or working conditions associated with the position.
Disclaimer – Please Note:
Susan Heathfield makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, and workplace advice both on this website, and linked to from this website, but she is not an attorney, and the content on the site, while authoritative, is not guaranteed for accuracy and legality, and is not to be construed as legal advice.
The site has a world-wide audience and employment laws and regulations vary from state to state and country to country, so the site cannot be definitive on all of them for your workplace. When in doubt, always seek legal counsel or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct. The information on this site is for guidance, ideas, and assistance only.