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If you’ve Googled “HR Advisor job description,” you’ve probably noticed the same thing: most of them look like copy-paste templates with zero personality. Bullet points. Corporate jargon. No story.
And here’s the problem—those kinds of job posts don’t actually attract great HR professionals. They just sit online collecting generic applications from candidates who are “spraying and praying.”
The truth is, if you want to hire a high-quality HR Advisor, your job post needs to do more than list responsibilities and requirements. It should highlight what makes your company unique, show candidates why the role matters, and give them a real sense of your culture.
👉 Before we dive in, you may also want to check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ — it breaks down the principles behind compelling job descriptions that actually convert.
In this article, we’ll cover:
- What an HR Advisor role really is (in plain English).
- How to write job descriptions that attract top candidates instead of blending in.
- Real examples of good and bad job posts.
- Bonus tips and even copy-paste templates you can customize.
So if you’re tired of generic job descriptions that don’t convert, let’s fix that.
Smart Hiring Starts Here
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What the HR Advisor Role Actually Is
An HR Advisor is the go-to person for employees and managers when it comes to people-related matters. Think of them as the bridge between your workforce and leadership: they provide guidance on HR policies, help resolve workplace issues, and ensure the company is both compliant with laws and aligned with its values.
But beyond policies and compliance, the HR Advisor plays a huge role in shaping company culture. They’re the ones employees often turn to when they need support, advice, or clarity. That means skills like empathy, communication, and problem-solving matter just as much as technical HR knowledge.
In simple terms:
An HR Advisor helps keep your workplace fair, compliant, and people-centered. They balance the needs of the business with the needs of employees — making them critical to building a healthy, productive, and engaged team.
Two Great HR Advisor Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Template 1: Job Description For Experienced HR Advisor
Job Title: HR Advisor — BrightPath Logistics
Location: Denver, CO | Hybrid (3 days on-site)
Employment Type: Full-time
Salary: $60,000–$75,000/year (DOE)
🎥 A quick word from our Hiring Manager
Watch a 60-second intro from our People Operations Lead about the role and team: [Loom/YouTube link]
Who We Are
BrightPath Logistics is a 400-person, tech-enabled freight and warehousing company helping mid-market brands move goods across North America. We operate 8 distribution centers, a growing final-mile network, and a data platform that gives customers real-time visibility into inventory and delivery performance. Our culture is practical, team-oriented, and customer-obsessed—we care about doing the right thing fast.
What You’ll Be Doing
- Advise managers and employees on policies, employee relations, and HR best practices
- Lead ER cases (coaching, investigations, performance improvement, corrective action)
- Partner with Operations leaders on workforce planning, attendance trends, and scheduling
- Improve and maintain policies to ensure compliance with federal and state labor laws
- Support recruiting for hourly and exempt roles; refine onboarding and orientation
- Coach frontline supervisors to build high-trust, high-accountability teams
- Track and report HR metrics (turnover, time-to-fill, ER themes) to drive decisions
What We’re Looking For
- 3–5 years in HR with direct employee relations experience
- Working knowledge of FMLA, ADA, EEO, wage & hour, and investigation practices
- Strong communication, mediation, and documentation skills
- Comfortable in fast-moving, operations-heavy environments
- CIPD/SHRM or PHR/SPHR is a plus
Perks & Benefits
- Medical, dental, vision + HSA/FSA options
- 401(k) with company match
- 20 days PTO + 10 paid holidays
- Paid parental leave
- $800 annual learning stipend + certification support
- Commuter & home-office stipend for hybrid work
- Wellness program (mental health sessions, fitness reimbursement)
Why This Role Is a Great Fit
- Real impact: You’ll be a trusted advisor to Ops leaders supporting 8 DCs
- Career growth: Clear pathways toward Sr. HR Advisor → HRBP → HR Manager
- Autonomy: Own ER casework and partner on policy improvements end-to-end
- Culture: Pragmatic, low-ego teammates who move quickly and do the right thing
Our Hiring Process
We review every application and respond within 10 business days. Interviews include a brief phone screen, a structured case scenario, and a panel with HR + Operations. Finalists complete a paid work sample.
How to Apply
Apply via WorkScreen: [Insert WorkScreen link]. You’ll complete a short, skills-based evaluation so we can assess your approach fairly and consistently.
✅ Template 2: Job Description for Entry-Level / Willing-to-Train HR Advisor
Job Title: HR Advisor (Entry-Level, Training Provided) — BrightPath Logistics
Location: Denver, CO | Hybrid (3 days on-site)
Employment Type: Full-time
Salary: $47,000–$55,000/year
🎥 A quick word from our Hiring Manager
See what success looks like in your first 90 days: [Loom/YouTube link]
Who We Are
BrightPath Logistics is a tech-enabled freight and warehousing company serving mid-market brands across North America. With 8 distribution centers and a fast-growing final-mile network, we combine hands-on operations with real-time data to deliver reliably at scale. We’re builders who value ownership, practical solutions, and treating people with respect.
What You’ll Be Doing
- Support onboarding, I-9/eligibility checks, and HRIS record accuracy
- Answer day-to-day employee questions with guidance from senior HR teammates
- Assist with scheduling interviews, coordinating orientations, and new-hire paperwork
- Help track attendance, leaves, and policy acknowledgments
- Learn to support ER matters by shadowing investigations and note-taking
- Contribute to HR projects (policy refreshes, engagement surveys, recognition programs)
What We’re Looking For
- 0–2 years of HR/People Ops or strong admin experience (operations background a plus)
- Clear, empathetic communicator with strong organization and follow-through
- Comfortable learning employment law basics and handling confidential information
- Degree/cert in HR, business, or related field is a plus—but passion and reliability matter most
Perks & Benefits
- Medical, dental, vision + basic life insurance
- 401(k) with company match
- 18 days PTO + 10 paid holidays
- Sponsored coursework/certification (SHRM-CP/PHR)
- $600 annual learning stipend + mentorship program
- Commuter & home-office stipend for hybrid work
Why This Role Is a Great Fit
- Learn by doing: Structured mentorship with senior HR Advisors and HRBPs
- Career runway: Grow into ER case ownership and partner with Operations leaders
- Broad exposure: Recruiting, onboarding, HRIS, compliance, engagement projects
- Supportive team: Clear feedback loops, weekly 1:1s, and practical coaching
Our Hiring Process
We respond to all applicants within 10 business days. Steps include a phone screen, a practical task (e.g., policy summary + comms draft), and a panel interview. Finalists complete a paid mini-project.
How to Apply
Apply via WorkScreen: [Insert WorkScreen link]. You’ll complete a short, fair evaluation that lets us see your potential—not just your resume.
Don’t let bad hires slow you down.
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Breakdown of Why These HR Advisor Job Posts Work
1. Clear, Specific Titles
Both templates avoid vague titles like “HR Advisor” on its own. Instead, they specify the company (BrightPath Logistics), the type of role (entry-level or experienced), and location (Denver, CO | Hybrid). This instantly tells the candidate where, what, and for whom—increasing relevance and drawing in the right applicants.
2. Video Element Builds Trust
By including a short Loom or YouTube video from the hiring manager, the posts add a human face. This makes candidates feel welcomed from the start, signals transparency, and helps the company stand out in a sea of text-only job descriptions.
3. Story-Driven Company Overview
Instead of a sterile “About Us,” these examples show BrightPath’s scale (8 distribution centers), its industry (logistics), and its culture (practical, low-ego, customer-obsessed). This gives applicants real context, helping them understand the mission and picture themselves inside the team.
4. Responsibilities That Show Impact
Notice how responsibilities aren’t just a checklist. For example:
- Experienced template: “Partner with Operations leaders on workforce planning” → shows strategic impact.
- Entry-level template: “Shadow investigations and note-taking” → shows growth and learning potential.
This framing helps candidates see the why behind tasks.
5. Flexible, Human Requirements
The experienced role lists technical skills (employment law, ER casework), while the entry-level role emphasizes soft skills (communication, empathy, organization). By including “preferred, not required” language, the company signals openness—encouraging passionate, trainable candidates to apply.
6. Separate Perks & Benefits and Why This Role Is a Great Fit
This structure works because it speaks to both rational motivators (salary, PTO, insurance) and emotional motivators (impact, career runway, culture). Splitting them avoids overwhelming candidates with a single list.
7. Transparent, Respectful Hiring Process
Both templates spell out exactly what applicants can expect: timelines, interview steps, and even a paid project for finalists. This builds trust, reduces candidate anxiety, and shows respect for their time—something top talent values highly.
8. WorkScreen Integration
Instead of the generic “send us your CV,” candidates apply through WorkScreen. This:
- Signals fairness (skill-based, not resume-based).
- Filters out low-effort applicants.
- Builds confidence that the process is modern, structured, and respectful.
9. Warm, Human Tone Throughout
The posts speak directly to the candidate (“you’ll learn…,” “see what success looks like…”). This conversational voice makes the opportunity feel inviting instead of bureaucratic.
✅ Overall:
These job descriptions work because they go beyond checklists. They sell the role, the company, and the candidate experience—while balancing clarity, trust, and inspiration.
Bad HR Advisor Job Description Example (And Why It Fails)
Job Title: HR Advisor
Company: BrightPath Logistics
Location: Denver, CO
Employment Type: Full-Time
Job Summary
BrightPath Logistics is hiring an HR Advisor to assist the HR department with daily tasks. The role will involve supporting HR functions, coordinating with staff, and ensuring compliance with HR policies.
Key Responsibilities
- Support HR operations.
- Assist with employee queries.
- Update HR records and files.
- Coordinate with managers on HR policies.
- Perform other duties as assigned.
Requirements
- Bachelor’s degree in Human Resources or related field.
- 2–3 years of HR experience.
- Strong communication and organizational skills.
- Knowledge of HR policies and compliance.
Salary & Benefits
Competitive salary. Standard benefits package.
How to Apply
Send your CV and cover letter to hr@brightpath.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
- Generic Job Title
Just “HR Advisor” with no context on company, location type (hybrid/remote), or seniority. This makes it unappealing and easy to ignore. - Cold, Empty Introduction
“Assist the HR department with daily tasks” doesn’t inspire. There’s no mission, no context, no “why this role matters.” - Vague Responsibilities
“Support HR operations” and “perform other duties as assigned” are too broad. Nothing shows what the job actually looks like day-to-day or how it impacts the company. - No Culture, No Values
There’s nothing about BrightPath’s culture, team environment, or how people are treated. Top talent looks for this—but here, it’s missing entirely. - Weak Requirements Section
Lists only the bare minimum (degree, 2–3 years’ experience). Doesn’t communicate flexibility, or differentiate between must-haves vs. nice-to-haves. - Opaque Salary & Benefits
“Competitive salary. Standard benefits package.” → this is outdated, non-transparent, and erodes trust. High-quality applicants expect clarity. - Dismissive Hiring Process
“Only shortlisted candidates will be contacted” feels cold and discouraging. It signals that the company doesn’t respect applicants’ time or effort. - Zero Personality in the CTA
Just “send your CV to this email.” No warmth, no encouragement, no human touch. It feels transactional, not relational.
✅ Overall:
This job description reads like a bureaucratic HR formality. It doesn’t sell the role, the company, or the experience—and it risks driving away the very candidates BrightPath most wants to attract.
Bonus Tips to Make Your HR Advisor Job Post Stand Out
Even after you’ve nailed the structure, you can add small touches that build trust, show respect, and make your job description feel modern and people-focused. Here are a few:
1. Add a Security & Privacy Notice
Job seekers worry about scams. A simple line like this builds confidence and sets you apart from shady postings:
“We take the security and privacy of all applicants very seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.”
2. Mention Leave & Flexibility Upfront
Work-life balance is a huge factor for HR professionals, who understand burnout risks better than most. If you offer meaningful leave, flex time, or mental health days, include it:
“Enjoy up to 24 flex days off per year so you can recharge and return energized.”
3. Highlight Training & Growth Opportunities
Many HR Advisors want to grow into HR Business Partners, HR Managers, or even Directors. Show them that this role is a stepping stone, not a dead end:
“We invest in growth. You’ll get access to mentorship, sponsored certifications, and ongoing development so you can advance your HR career with us.”
4. Include a Video Element
We’ve added this in the good templates, but it’s worth stressing again: a 60–90 second Loom video from the HR Director or Hiring Manager can completely change how candidates perceive your company. It puts a face to the brand and makes the role feel real.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Show Candidates What to Expect
Most posts are vague. If you spell out your hiring process (steps + timeline), you reduce anxiety and show respect. For example:
“We respond to every applicant within 10 business days. Shortlisted candidates go through a phone screen, one panel interview, and a brief case exercise. No ghosting—everyone hears back.”
✅ Adding even one or two of these details can dramatically improve response quality. They signal that you care not only about who you hire, but also about how you hire.
Should You Use AI to Write HR Advisor Job Descriptions?
AI tools like ChatGPT, Manatal, or Workable’s AI feature make it tempting to just type “Write me an HR Advisor job description” and copy whatever comes out. But here’s the problem:
❌ Why You Shouldn’t Rely on AI Alone
- Generic output: AI-generated posts tend to sound the same—stiff, vague, and uninspired.
- Wrong audience: They attract “apply to everything” job seekers, not selective, high-quality HR professionals.
- Brand damage: Your job post is often a candidate’s first impression of your company. A bland AI draft signals you don’t put care into people.
✅ The Right Way to Use AI
AI can still be a powerful tool—if you use it intentionally. Don’t treat it as the author of your job post. Treat it as an assistant to polish your raw input.
Here’s how:
- Gather the essentials first:
- What your company does & your values
- The role’s real impact (not just tasks)
- Who the ideal hire is (skills, mindset, culture fit)
- Salary, perks, and benefits
- Your hiring process
- What your company does & your values
- Then, give AI a detailed prompt like this:
“Help me write a conversational job description for an HR Advisor role at BrightPath Logistics. We’re a logistics company with 8 distribution centers. The role involves employee relations, compliance, and coaching managers. Our culture is practical, collaborative, and customer-obsessed. We want to attract candidates who are empathetic, detail-oriented, and confident with employment law. The salary is $60K–$75K with medical, dental, and 401(k). The hiring process includes a phone screen, one panel interview, and a paid work sample. Here are a few notes I’ve written to get you started: [paste your notes]. Please draft in a friendly but professional tone.”
- Finally, edit the draft yourself—inject your culture, add a video, and polish the CTA.
✅ Bottom line: AI can save you time, but it can’t replace your input. Use it to refine, not define your job descriptions.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Copy-Paste HR Advisor Job Description Templates
We get it — sometimes you just need something fast. That’s why we’ve created two ready-to-use templates you can copy, paste, and tailor to your company in just a few minutes.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational (Culture-First Style)
Job Title: HR Advisor – Build a People-First Culture at [Company Name]
💼 Location: Remote (HQ: [City, State])
🕒 Type: [Full-Time/Part-Time]
💰 Salary Range: [${X},000 – ${Y},000]/year
🎥 A quick word from our Hiring Manager
See what success looks like in your first 90 days: [Loom/YouTube link]
Who We Are
At [Company Name], we’re building [brief mission in plain English—e.g., “a platform that helps small businesses ship smarter”]. We’re a [size/stage, e.g., “120-person, product-led”] team that values [e.g., ownership, kindness, and practical problem-solving]. We believe great workplaces are built on clarity, respect, and consistent follow-through—and that’s where you come in.
Why This Role Matters
As our HR Advisor, you’ll be the trusted partner to managers and employees—resolving issues, coaching leaders, and shaping policies that keep our workplace fair, compliant, and people-centered.
What You’ll Do
- Be the first point of contact for employee and manager HR queries
- Guide leaders through performance, ER matters, and policy application
- Support recruiting and onboarding across [teams/locations]
- Review/refresh policies for clarity and compliance ([jurisdictions])
- Track HR metrics (turnover, time-to-fill, ER themes) to inform decisions
What You’ll Bring
- [3–5] years in HR (with ER casework experience)
- Strong communication, mediation, and documentation skills
- Working knowledge of [relevant laws: FMLA/ADA/EEO/W&H or local equivalents]
- Calm judgment, confidentiality, and bias for practical solutions
- [CIPD/SHRM/PHR] (nice to have)
Perks & Benefits
- Health, dental, vision + [401(k)/pension] with [match %]
- [X] PTO days + [Y] paid holidays
- Paid parental leave
- [${amount}] annual learning stipend + certification support
- [Remote/hybrid] stipend ([internet, commuter, home office])
- Wellness support ([EAP, mental-health sessions, fitness reimbursement])
Why This Role Is a Great Fit
- Real impact: Partner directly with [leaders/teams] to improve the employee experience
- Growth runway: Clear pathways to [Sr. HR Advisor → HRBP → HR Manager]
- Autonomy: Own ER casework and policy improvements end-to-end
- Culture: Low-ego teammates who move fast and do the right thing
Our Hiring Process
We respond to every applicant within [X] business days. Stages: intro call, structured interview, and a brief paid work sample. No ghosting—everyone hears back.
How to Apply
Apply via WorkScreen: [Insert WorkScreen link]. You’ll complete a short, skills-based evaluation so your strengths—not just your résumé—shine through.
✅ Option 2: Structured (Job Brief + Responsibilities + Requirements)
Job Title: HR Advisor – Build a People-First Culture at [Company Name]
💼 Location: Remote (HQ: [City, State])
🕒 Type: [Full-Time/Part-Time]
💰 Salary Range: [${X},000 – ${Y},000]/year
Job Brief
[Company Name] is seeking an HR Advisor to provide expert support across employee relations, compliance, and people development. You’ll serve as the first point of contact for HR queries, partner with managers on performance and engagement, and help keep our policies clear and compliant.
Responsibilities
- Advise on HR policies, procedures, and best practices
- Handle ER cases (investigations, documentation, corrective actions)
- Support recruiting and onboarding across [teams/locations]
- Maintain compliance with [jurisdictions] employment laws
- Partner with managers on performance and engagement initiatives
- Track/report HR metrics to inform decision-making
Requirements
- [3–5] years in HR advisory or similar role
- Knowledge of [employment law set] and HR compliance
- Strong interpersonal, conflict-resolution, and writing skills
- Bachelor’s degree in [HR/Business/related] ([CIPD/SHRM/PHR] preferred)
Perks & Benefits
- Health, dental, vision + [401(k)/pension] with [match %]
- [X] PTO days + [Y] paid holidays
- Paid parental leave
- Sponsored professional development + [${amount}] learning stipend
Our Hiring Process
Expect an intro call, a panel interview, and a brief paid work sample. We review every application and keep you updated within [X] business days.
How to Apply
Apply through WorkScreen: [Insert WorkScreen link] for a fair, skills-based evaluation.
Take Your HR Advisor Hiring Further with WorkScreen.io
Writing a great job description is only half the battle. Once candidates start applying, you need a way to quickly identify the ones who are truly qualified — without drowning in résumés or wasting hours on the wrong interviews.
That’s where WorkScreen.io comes in.
With WorkScreen, you can:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Easily administer one-click skill tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Filter out low-effort or AI-generated applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
✅ Save hours and reduce bad hires
By automating early evaluation, WorkScreen saves you valuable time and minimizes the costly mistakes of hiring the wrong fit.
👉 Ready to streamline your HR Advisor hiring process?
Start with a strong job post — then let WorkScreen handle the heavy lifting.
start hiring smarter
HR Advisor Job Description - FAQs
An HR Administrator typically handles day-to-day administrative tasks like maintaining employee records, processing paperwork, and supporting HR systems. An HR Advisor, on the other hand, plays a more strategic role by providing guidance on employee relations, advising managers, and ensuring compliance with labor laws. In short: administrators focus on admin support, while advisors provide professional HR advice and problem-solving.
An HR Advisor is usually an in-house employee working closely with managers and staff on ongoing HR needs. An HR Consultant is often external and brought in to solve specific problems, run projects, or provide specialized expertise on issues like restructuring, compensation benchmarking, or compliance audits. Advisors = ongoing support, Consultants = project-based expertise.
An HR Generalist covers a wide range of HR functions (recruitment, onboarding, training, payroll, compliance, engagement). An HR Advisor focuses more specifically on advising managers and employees on HR issues like employee relations, policy application, and workplace disputes. Generalists are broad, Advisors are more specialized in guidance and resolution.
- Strong knowledge of employment law and HR policies
- Conflict resolution and mediation skills
- Excellent written and verbal communication
- Empathy and the ability to build trust
- Analytical ability for spotting trends in employee issues
- Coaching skills to support managers
- Confidentiality and sound judgment
The average HR Advisor salary varies by region, company size, and experience. In the U.S., typical ranges are $55,000–$75,000/year. In the UK, it’s usually £28,000–£40,000/year. Entry-level roles pay less, while senior or specialist HR Advisors can earn significantly more.
