Occupation analyst - Salary and Career
Human Resources Professionals

Occupation analyst - Career description, activities, functions and salary

They manage personnel and a job and salary plan, promote training and staff development actions. They carry out a recruitment and selection process, generate a benefit plan and promote quality of life actions and assistance to employees. They manage working relationships and coordinate performance appraisal systems. In the development of activities, they mobilize a set of communicative skills.

How much does an Occupation analyst earn

A Occupation analyst earns between $1.740 and $8.542 per month, with an average monthly salary of $3.579 and a median salary of $3.000 according to an Averwage.com salary survey along with to data of professionals hired and fired by companies in the labor market.

Our research is based on the salaries of 82.854 professionals hired and dismissed by the period from 06/2021 to 05/2022 (last year).

Salary ranges for the Occupation analyst

Monthly Salary Annual Salary Salary Per Week Hourly Salary
Average wage 3.579 42.954 895 17
1º Quartile 1.740 20.874 435 8
Median Salary 3.000 36.000 750 14
3º Quartile 6.514 78.170 1.629 31
Higher Salary 8.542 102.498 2.135 40

Professional job categories

  • Science and arts professionals
    • professionals of the social sciences and humanities
      • organization and business administration professionals
        • human resources professionals

Related Positions:

Main workplaces

Human Resources Professionals they exercise their functions in the human resources departments of companies. In general, they are hired as employees with a formal contract, and in their minority, they can act as independent service providers. They work individually, under supervision, in a closed environment, during the day. May be subject to stress due to work under pressure.

What does it take to work in the field of Human Resources Professionals

The exercise of this occupation requires higher education. The full performance of the functions occurs after a period of five years of professional experience.

Functions and activities of Occupation analyst

Human Resources Professionals must:

  • perform personnel administration;
  • promote training and personnel development actions;
  • promote personnel training and development;
  • manage benefits plan;
  • promote quality of life and assistance to employees;
  • manage benefit plan;
  • communicate;
  • demonstrate personal skills;
  • promote training and staff development actions;
  • manage job and salary plan;
  • perform recruitment and selection process;
  • coordinate performance assessment systems;
  • coordinate performance evaluation systems;
  • manage labor relations;
  • perform the recruitment and selection process;
  • perform a recruitment and selection process;

  • Activities

    • define selection instruments;
    • coordinate employee vacation scheduling;
    • plan staffing;
    • develop job description;
    • have empathy;
    • negotiate with employees;
    • subsidize the preparation of the company's social report;
    • advise areas of the company on labor legislation;
    • have the ability to plan and organize;
    • search remuneration;
    • apply performance assessment instruments;
    • report;
    • maintain documents pertaining to active and inactive employees;
    • participate in the development of quality management programs;
    • analyze company personnel costs;
    • write an employee termination interview script;
    • determine amounts related to charges and taxes;
    • manage company benefits;
    • develop teaching materials and programs for training and development programs ;
    • use application software;
    • research costs involved in training and development programs;
    • act with diplomacy;
    • develop development programs;
    • demonstrate initiative;
    • propose job and remuneration policies;
    • define job profile;
    • indicate witnesses to testify in labor claims;
    • use cell phone, fax and email;
    • hire external professionals and institutions;
    • demonstrate flexibility;
    • diagnose training and development needs;
    • maintain salary tables;
    • analyze salary information statistics;
    • analyze the job description to be filled;
    • define strategies and sources of internal and external recruitment;
    • analyze the results of the selection process;
    • propose corrective actions resulting from the assessment;
    • promote employee reintegration and adaptation;
    • evaluate the profile of candidates;
    • work as a team;
    • represent the company before class entities;
    • develop parameters and instruments for evaluating employee performance;
    • analyze cvs;
    • monitor or provide training courses;
    • provide clarification to unions and supervisory bodies;
    • conduct a screening interview;
    • formalize employee hiring process;
    • critically analyze;
    • subsidize the legal area with information for defense in labor claims;
    • search for employee satisfaction with existing benefits;
    • participate in union negotiations;
    • determine the results of the performance evaluation process;
    • support sectors of medicine and occupational safety;
    • public speaking;
    • develop a development plan for trainees and interns;
    • perform an evaluation of the trainees' reaction;
    • process employee terminations;
    • coordinate the company's social events;
    • participate in negotiations with benefit plan providers;
    • advise managers in performance evaluation;
    • apply selection instruments;
    • conduct interviews with candidates;
    • perform an exit interview;
    • act with dynamism;
    • forward candidate for interview with the requesting area;
    • administer outsourced labor contracts;
    • propose benefits policy;
    • mediate interpersonal conflicts in the work environment;
    • manage company salary policy;
    • promote the integration of new employees in the company;
    • develop a budget for development and training;
    • issue a technical opinion on the selection process;
    • evaluate the result of the training program developed;
    • persuade people;
    • demonstrate logical reasoning;
    • develop assistance and quality of life programs for employees ;
    • advise employees about benefits;
    • prepare multipliers for training;
    • develop fixed and variable compensation models;
    • act with leadership;
    • represent the company as a representative before official bodies;
    • act proactively;
    • disclose internal and external recruitment process;
    • develop proposal for career and succession plans;
    • process payroll;
    • subsidize labor negotiations;
    • search for benefit policies offered in the market;
    • select legal advice and experts;
    • manage scholarship program;
    • manage resources for training and development;
    • apply procedures for compliance with collective agreements and conventions;
    • monitor the ratification of the contractual termination;

    Sectors that hire Occupation analyst the most in the job market

    • temporary labor lease
    • combined office and administrative support services
    • accounting activities
    • development of computer programs and software in general
    • road transport of cargo, except dangerous goods and removals, intercity, interstate and international
    • business management consulting activities
    • information technology consulting
    • hospital care activities
    • call services activities
    • manpower selection and agency

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