Your work. Your records.
Human Resources Assistant Workplace Records
Human resources assistants maintain personnel information and explain procedures while decisions may sit with managers or specialist teams. For a concern about your own employment, describe your processing role and the instruction received. Access granted to perform HR work does not authorize a separate investigation of coworkers or applicants.
Call now(800) 800-5555Free initial case evaluation. Representation depends on work state and case eligibility. This guide explains record preparation; it does not determine whether a legal claim exists.
A record map for your role
What to organize first
Processing outline
List the HR steps you performed and the role responsible for approving the underlying employment decision.
Access timeline
Record when needed access or approval was unavailable and how you requested assistance.
Personal packet
Keep your own offer, evaluation and response separate from employees’ and applicants’ confidential records.
Start with the work you actually do
Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons.
O*NET classifies this occupation as Human Resources Assistants, Except Payroll and Timekeeping (43-4161.00). Its description covers a typical occupation, not every workplace or individual job. It does not establish employee status, overtime eligibility or employer misconduct.
- Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.Source task 18572 · updated 07/2017
- Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.Source task 2689 · updated 07/2017
- Explain company personnel policies, benefits, and procedures to employees or job applicants.Source task 2687 · updated 07/2017
- Provide assistance in administering employee benefit programs and worker's compensation plans.Source task 2702 · updated 07/2017
A reference point for your pay records
May 2025 wage estimates by state
Compare your pay records with published BLS estimates for Human Resources Assistants, Except Payroll and Timekeeping (SOC 43-4161). These describe an occupation across employers. They are not a required pay rate, an overtime calculation, or evidence of discrimination or unpaid wages.
Select your work state to see its published pay range. No personal pay information is requested or sent.
The 25th and 75th percentiles mark the middle half of the estimated wage distribution; the median is its midpoint. Actual pay can differ with experience, employer, location and duties. Hourly and annual figures are shown as published, without converting one into the other.
All published state estimates for this occupation
| State | Hourly 25th | Hourly median | Hourly 75th | Annual median |
|---|---|---|---|---|
| Alabama | $16.48 | $20.26 | $24.82 | $42,140 |
| Alaska | $24.21 | $27.17 | $30.94 | $56,510 |
| Arizona | $20.35 | $23.03 | $27.14 | $47,890 |
| Arkansas | $18.64 | $22.21 | $24.64 | $46,190 |
| Connecticut | $22.64 | $26.02 | $29.68 | $54,130 |
| Delaware | $21.98 | $24.45 | $28.23 | $50,850 |
| Florida | $20.22 | $23.23 | $27.07 | $48,330 |
| Georgia | $19.39 | $22.52 | $26.66 | $46,830 |
| Hawaii | $21.31 | $23.69 | $27.20 | $49,260 |
| Idaho | $21.88 | $24.89 | $27.96 | $51,770 |
| Indiana | $20.00 | $23.00 | $26.90 | $47,850 |
| Iowa | $18.72 | $23.31 | $27.24 | $48,490 |
| Kansas | $20.16 | $23.86 | $26.70 | $49,630 |
| Kentucky | $21.13 | $24.23 | $27.77 | $50,400 |
| Louisiana | $18.54 | $22.83 | $25.90 | $47,490 |
| Maine | $21.37 | $23.90 | $27.09 | $49,710 |
| Michigan | $20.50 | $23.20 | $26.45 | $48,250 |
| Minnesota | $23.58 | $26.21 | $28.86 | $54,520 |
| Mississippi | $17.20 | $21.53 | $25.31 | $44,780 |
| Missouri | $20.15 | $23.06 | $26.85 | $47,960 |
| Montana | $22.09 | $24.07 | $28.40 | $50,070 |
| Nebraska | $19.59 | $22.66 | $25.38 | $47,130 |
| New Hampshire | $21.85 | $24.71 | $28.86 | $51,400 |
| New Mexico | $20.67 | $23.87 | $25.47 | $49,650 |
| New York | $22.26 | $25.44 | $30.46 | $52,920 |
| North Carolina | $19.91 | $23.17 | $26.65 | $48,190 |
| North Dakota | $22.60 | $25.48 | $29.65 | $53,000 |
| Ohio | $20.60 | $23.23 | $28.13 | $48,310 |
| Oklahoma | $18.91 | $21.61 | $25.73 | $44,950 |
| Pennsylvania | $21.01 | $23.46 | $27.66 | $48,800 |
| Rhode Island | $23.60 | $27.10 | $29.86 | $56,370 |
| South Dakota | $18.80 | $21.71 | $24.73 | $45,150 |
| Tennessee | $19.16 | $22.00 | $26.06 | $45,760 |
| Texas | $19.12 | $22.86 | $27.48 | $47,540 |
| Utah | $17.95 | $22.01 | $25.62 | $45,790 |
| Vermont | $22.52 | $24.91 | $27.50 | $51,810 |
| Virginia | $21.88 | $24.98 | $29.25 | $51,950 |
| West Virginia | $17.64 | $20.67 | $24.01 | $42,990 |
| Wisconsin | $20.88 | $23.41 | $27.61 | $48,690 |
| Wyoming | $19.39 | $23.87 | $28.37 | $49,660 |
“Not published” preserves unavailable or suppressed source cells. “Above reporting limit” preserves a top-coded source value without inventing a number. A missing state estimate does not establish service eligibility. The data describe wage and salary employment; they do not measure self-employment income.
Source: BLS May 2025 state workbook · OEWS tables · BLS technical notes. Use your own schedule, pay statement and compensation terms to identify the question you want reviewed.
Separate processing from the decision
Identify the documentation category and whether you verified, entered or transmitted information. Note who approved the underlying action and any request for clarification. A personnel entry may reflect a decision made elsewhere, so distinguish your administrative work from authority you did not hold.
Explain deadlines and access changes
Record the relevant submission deadline, missing approval or system restriction and when you reported it. Note a change in assignments or access as its own dated event. Keep your own evaluation and reply together without copying another employee’s record to support a comparison.
Keep confidential HR information protected
Do not export personnel databases, leave details, applicant information, complaints or medical records. Use your own permitted employment documents and a descriptive index of relevant records and custodians. Seek handling guidance before sharing material obtained through your workplace access.
Choose your next step
Review the workplace retaliation guide, unpaid wages guide, or discrimination guide if those concerns fit your experience. A job title alone does not establish a claim.
Call now(800) 800-5555Current service-state coverage
AK, AL, AR, AZ, CT, DE, FL, GA, HI, IA, ID, IN, KS, KY, LA, ME, MI, MN, MO, MS, MT, NC, ND, NE, NH, NM, NY, OH, OK, PA, RI, SD, TN, TX, UT, VA, VT, WI, WV, WY. Eligibility is evaluated individually; this list does not promise representation.
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