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Human Resources Consultant Job Description

How to Hire a Human Resources Consultant

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Human Resources Consultant Job Description

We are searching for an seasoned Human Resources Consultant. You will help our clients review their HR practises to identify problems, recommend changes, and update their company policies. When new programmes are implemented, you will collaborate with the client’s team of managers, developing staff training programmes and employe performance management methods. The candidate will have at least five years of experience in Human Resources and have a proven track record, creating and implementing HR programmes.

Human Resources Consultant Duties and Responsibilities

  • Assess strengths and areas that require improvement
  • Introduce new strategies for managing employe performance & review
  • Provide recommendations on streamlining processes
  • Develop employe training programmes

Human Resources Consultant Skills and Requirements

  • Five years of human resources experience
  • IAPP CIPP certification preferred
  • Excellent communication and organisational skills
  • Willingness to travel across the country
  • Computer proficient
  • Bachelor’s degree in HR or similar

Personalising Your Human Resources Consultant Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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