Adecco
Moreno Valley, CA
Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
75th Percentile | $79,690 | $6,641 | $1,533 | $38 |
Average | $71,790 | $5,983 | $1,381 | $35 |
25th Percentile | $64,490 | $5,374 | $1,240 | $31 |
An entry-level HR Representative I with under 1 year experience makes about $71,079. With less than 2 years of experience, a mid-level HR Representative I makes around $71,619. After 2-4 years, the HR Representative I pay rises to about $73,036. Those senior HR Representative I with 5-8 years of experience earn roughly $73,980, and those HR Representative I having 8 years or more experience are expected to earn about $74,216 on average.
Entry Level | 1% |
Mid Level | 0% |
Senior Level | 2% |
Top Level | 3% |
Experienced | 3% |
Not the salary data you are looking for? Choose the city salary you want to see.
Salary.com job board provides millions of HR Representative I information for you to search for. Click on search button below to see HR Representative I job openings or enter a new job title here.
Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
Talent Acquisition: Talent acquisition is the process of identifying organizational staffing needs, recruiting qualified candidates and selecting the candidates best suited for the available positions.
Employee Engagement: Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications.
Skill | Salary | Demand |
---|---|---|
Employee Relations
|
$81,841 |
14%
|
Employment Law
|
$80,405 |
12%
|
Talent Acquisition
|
$79,687 |
11%
|
Leadership
|
$79,687 |
11%
|
Initiative
|
$78,251 |
9%
|
Business Administration
|
$78,251 |
9%
|
Salary.com's CompAnalyst platform offers: