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OaSIS 2025 Version 1.0
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11200.00 – Human resources professionals

Human resources professionals develop, implement and evaluate human resources and labour relations policies, programs and procedures and advise employers and employees on human resources matters.

Overview

Example job titles

  • Classification officer - human resources
  • Classification specialist
  • Compensation research analyst
  • Conciliator
  • Employee relations officer
  • Employment equity officer
  • Human resources consultant
  • Human resources research officer
  • Job analyst
  • Labour organization business agent
  • Labour relations officer
  • Mediator
  • Union representative
  • Wage analyst

Core competencies

  • Critical Thinking and Decision Making to evaluate complex situations, make informed decisions regarding employee relations, conflict resolution and policy implementation and solve problems effectively, supporting organizational goals and employee satisfaction
  • Evaluation and Systems Analysis to assess the effectiveness of HR programs, analyze organizational needs and identify improvements in HR processes and systems
  • Written Comprehension to understand and interpret employment laws, policies or employee communications
  • Verbal Ability and Speech Clarity to communicate policies, procedures and guidance effectively to both employees and management
  • Attention to Detail to ensure accuracy in employee records, compliance with legal requirements and the meticulous handling of sensitive information
  • Knowledge in Human Resources and Labour relations to help in developing effective policies, managing employee relations, navigating employment laws and addressing labour issues

Main duties

This group performs some or all of the following duties:

  • Plan, develop, implement and evaluate human resources and labour relations strategies including policies, programs and procedures to address an organization's human resource requirements
  • Advise employers and employees on the interpretation of human resources policies, compensation and benefit programs and collective agreements
  • Negotiate collective agreements on behalf of employers or workers, mediate labour disputes and grievances and provide advice on employee and labour relations
  • Research and prepare occupational classifications, job descriptions, salary scales and competency appraisal measures and systems
  • Plan and administer staffing, total compensation, training and career development, employee assistance, employment equity and affirmative action programs
  • Manage programs and maintain human resources information and related records systems
  • Hire and oversee training of staff
  • Coordinate employee performance appraisal programs
  • Research employee benefit and health and safety practices and recommend changes or modifications to existing policies.

Additional information

  • Progression to management positions is possible with experience.

Similar occupations classified elsewhere

Exclusions:

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

1 – Business, finance and administration occupations

TEER

1 – Occupations usually require a university degree

Major group

11 – Professional occupations in finance and business

Sub-major group

112 – Professional occupations in business

Minor group

1120 – Human resources and business service professionals

Unit group

11200 – Human resources professionals

Occupational profile

11200.00 – Human resources professionals

O*NET in-it

This page includes information from the O*NET 27.2 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA. Employment and Social Development Canada has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.