HOW TO GET THERE
Typical pathway
A common pathway is a college diploma or university study in human resources or a related field, but employers may ask for different combinations of education and experience. In some workplaces, especially larger organizations, knowledge of HR systems and office software is useful. Experience with policies, programs, or recruitment work can help. Some employers may prefer candidates who know the business and industry they are hiring for. In several regions, speaking both English and French can be an advantage. A professional HR designation may be considered an asset in some jobs, but it is not required everywhere. Because requirements vary by employer, students should look carefully at job postings and build strong communication, computer, and teamwork skills early.
THE WORK
What you may do
Legacy duties
- Identify current and prospective staffing requirements, prepare and post notices and advertisements, and collect and screen applications
- Advise job applicants on employment requirements and on terms and conditions of employment
- Review candidate inventories and contact potential applicants to arrange interviews and arrange transfers, redeployment and placement of personnel
- Recruit graduates of colleges, universities and other educational institutions
- Co-ordinate and participate in selection and examination boards to evaluate candidates
- Notify applicants of results of selection process and prepare job offers
- Advise managers and employees on staffing policies and procedures
- Organize and administer staff consultation and grievance procedures
- Negotiate settlements of appeals and disputes and co-ordinate termination of employment process
- Determine eligibility to entitlements, arrange staff training and provide information or services such as employee assistance, counselling and recognition programs
- May supervise personnel clerks performing filing and record-keeping duties.
A DAY IN THE LIFE
What a day can include
A typical day may start with checking new applications, sorting resumes, and updating candidate lists. The officer might post a new job ad, answer questions from applicants, or speak with managers about the skills needed for a role. Midday could include screening candidates, booking interviews, joining selection meetings, or preparing notes for hiring decisions. Later in the day, they may send follow-up messages, draft job offers, or update staffing records. In some workplaces, they also help with employee questions about policies, training, consultation, or grievance procedures. The work often involves phone calls, emails, meetings, and detailed computer work, with changing priorities depending on hiring needs.
SKILLS TO BUILD