Tracking 100,000+ career sites
Entry-Level Human Resources Jobs
Updated hourly from a 20M+ job database, this list surfaces entry-level human resources roles across HR coordination, recruiting, HRIS, service delivery, leave, and people operations.
Entry-level HR work appears under titles such as HR coordinator, recruiting coordinator, people operations associate, HR service representative, benefits or leave administrator, HRIS analyst, and talent-program assistant. Employers range from companies with centralized shared services to hospitals, universities, staffing firms, retailers, manufacturers, and technology businesses with embedded people teams. Coordinators may schedule interviews and maintain employee records; service roles answer policy and benefits questions; HRIS positions focus on systems and data quality; people-operations jobs can combine onboarding, programs, and general administration. Formal HR development programs exist, but many graduates enter through direct hires or temporary-to-permanent roles. Coursework can help, while internships, office administration, customer service, confidential record handling, spreadsheets, and recruiting experience often supply the clearest evidence of fit.
Compare the employee lifecycle covered by each posting and the volume or complexity of work expected. On the original listing, verify degree or experience requirements, HR system knowledge, labor or employment-law familiarity, language skills, background checks, and any professional certification. Check whether the role is primarily transactional, analytical, recruiting-focused, or a generalist path, and whether it offers exposure beyond one process. Work location matters because even hybrid HR teams may require onsite onboarding, employee relations, or event support. Some recruiting positions include incentives or agency-style targets, so distinguish base salary from bonuses. For a first role, look for a defined manager, documented procedures, escalation support, and training around privacy and compliance rather than assuming an entry-level title guarantees close supervision.
Entry-level HR roles can be browsed and filtered for free. A free Simplify account adds saved jobs, application tracking, and Copilot for repeated form fields. Submit sensitive documents only through the employer's authorized process, and verify every document request at the original source.
- today
AerotekRecruiter/Sales Trainee$45k - $65kRoyal Oak, MI$45k - $65ktoday - todayAerotekRecruiter/Sales Trainee$45k - $65kAkron, OH$45k - $65ktoday
- today
ConsumerAffairs1 Am AwesomeRemote in USANot listedtoday - today
Texas A&M University - College StationCollege Recruitment Advisor$16.39/hrCollege Station, TX$16.39/hrtoday - today
Dallas Fort Worth International AirportPolice RecruitUnited StatesNot listedtoday - today
EtchedTechnical RecruiterSan Jose, CANot listedtoday - today
Susquehanna International Group (SIG)Quantitative RecruiterDublin, IrelandNot listedtoday - todayAerotekRecruiter/Sales Trainee$45k - $75kOsseo, MN$45k - $75ktoday
- todayAerotekRecruiter/Sales Trainee$45k - $55kCherry Hill Township, NJ$45k - $55ktoday
- today
SpartanNashAssociate Engagement CoordinatorAshland, NENot listedtoday - todayAerotekEntry Level Recruiter/Sales Trainee$70.3kFairfield, CA$70.3ktoday
- today
Verse MedicalTalent Acquisition Specialist$70k - $75kNew York, NY$70k - $75ktoday
Explore our FAQ section to learn more.
Entry-level human resources jobs are full-time roles for people starting a career in HR, people operations, recruiting, talent acquisition, employee experience, onboarding, benefits support, HR operations, or HR coordination. Common titles include HR coordinator, people operations coordinator, recruiting coordinator, talent acquisition coordinator, HR assistant, HR associate, people associate, and junior recruiter. Read the responsibilities closely because employers use HR titles differently.
HR coordinator roles often support onboarding, employee records, benefits questions, policies, scheduling, and HR systems. People operations roles may be broader, combining HR processes, employee experience, analytics, internal programs, and operational support. Recruiting roles focus on candidate pipelines, interview scheduling, sourcing, outreach, hiring manager coordination, and offer logistics. Early-career HR roles can overlap, especially at startups and smaller companies.
Generalist recruiting can cover many departments, including business, operations, sales, customer success, finance, marketing, and support roles. Technical recruiting focuses on engineering, product, data, design, infrastructure, security, hardware, AI, or other specialized technical teams. Technical recruiters usually need to understand role requirements, interview loops, sourcing channels, and candidate signals for technical talent, even if they are not engineers themselves.
Not always. Human resources, business, psychology, communications, sociology, economics, and many other majors can be relevant. Employers usually care about organization, judgment, communication, confidentiality, attention to detail, scheduling reliability, comfort with systems, and the ability to work with people professionally. Coursework, campus leadership, customer-facing work, recruiting experience, operations projects, or administrative work can all help.
Useful skills include clear writing, calendar coordination, spreadsheet work, HRIS or applicant tracking systems, interview scheduling, candidate communication, data accuracy, process documentation, confidentiality, and basic employment-law awareness. Tools may include Greenhouse, Lever, Workday, BambooHR, Gusto, ADP, Excel, Google Sheets, Slack, and Notion. Strong candidates show that they can handle sensitive information and keep processes moving without dropping details.
Certifications are optional for many entry-level HR jobs, but they can help show commitment if you do not have direct HR experience. Early-career candidates may look at SHRM-CP, aPHR, or coursework in HR, employment law, compensation, benefits, or organizational behavior. A certification alone will not replace practical evidence, so pair it with projects, internships, campus recruiting work, people operations exposure, or administrative experience.
Large companies often have more specialized HR teams, structured onboarding, established systems, and clearer promotion paths. Startups may give entry-level HR employees broader scope across recruiting, onboarding, HR operations, employee experience, benefits, and office or people programs, but processes may be less mature. Compare the manager, team size, training, systems, workload, and whether the role teaches transferable HR skills.
Compare the manager, training, scope, HR systems exposure, candidate or employee-facing responsibility, company stability, compensation, benefits, workload, location, and growth path. A strong first HR role should help you build judgment, process discipline, confidentiality, communication, and a clearer sense of whether you prefer recruiting, HR operations, people analytics, employee relations, benefits, or broader people operations. Simplify can help you save HR roles and track applications across those paths.
