Description
Apply psychological science to human resources strategy and operations. Design evidence-based selection, assessment, training, performance management, and organizational development solutions; analyze workforce data; and partner with leaders to enhance employee experience, inclusion, and productivity while ensuring legal and ethical compliance.
- • Design and implement employee selection and placement programs.
- • Conduct job analysis to define competencies and criteria for selection, training, and classification.
- • Observe and interview employees to document job demands, competencies, and drivers of engagement and satisfaction.
- • Translate research and analytics into HR policy and process recommendations.
- • Advise leaders on people policies and practices and their effects on organizational effectiveness and equity.
- • Identify training and development needs through assessments, surveys, and performance data.
- • Study work environments, structures, communication, and team dynamics to assess culture and effectiveness.
- • Develop and deliver training programs using evidence-based learning principles.
- • Create, validate, and maintain structured interviews, rating scales, and psychological assessments for hiring and promotion.
- • Design and refine performance management systems, including goal-setting, feedback, and appraisal tools.
- • Evaluate leadership and supervision practices to enhance productivity, well-being, and retention.
- • Facilitate organizational development, change management, and workforce planning initiatives.
- • Analyze HR and workforce data to evaluate program outcomes and ROI, using statistical methods.
- • Provide career development coaching and feedback based on assessment results.
- • Run engagement, climate, and pulse surveys and translate results into action plans.
- • Mediate workplace conflicts and support employee relations investigations.
- • Present findings, dashboards, and recommendations to HR and business stakeholders.
- • Ensure legal, ethical, and DEI compliance of HR practices, including adverse impact analyses and documentation.
- • Stay current with psychological science and HR best practices through ongoing literature review.
- • Conduct individual assessments and feedback for selection, development, and succession decisions.
- • Author guidance, white papers, and reports to share findings and educate leaders and HR teams.
- • Build business cases and proposals for HR initiatives, tools, and vendor solutions.
- • Train HR staff and hiring managers to administer assessments, interviews, and performance processes.
- • Coach executives and managers on leadership, team effectiveness, and behavior change.
- • Advise on best practices and implementation for evidence-based selection and assessment programs.
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Management & Entrepreneurship
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Tasks & skills:
O*NET occupational data (work activities, skills, knowledge).
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Sources & Standards:
This site includes information from O*NET by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA), used under the CC BY 4.0 license. Career Clutch has modified some of this information for student readability. USDOL/ETA has not approved, endorsed, or tested these modifications. O*NET® is a trademark of USDOL/ETA.
Last reviewed: Jan 2026
