A Human Resources department, in short, is the unit of a company or organization that focuses on the people-related aspects of the business.
A person in a Human Resources function is responsible for tasks such as:
- Talent attraction
- Processing payroll
- Addressing employee grievances
- Repairing communication issues
- Performing disciplinary action
- Leading terminations
- Ensuring compliance with labor laws
- Advising on employee benefits and compensation structure
- ...and WAY more!
The term Human Resources is often shortened to 'HR.’
Note: The term Human Resources is often shortened to 'HR.’
What is the purpose of an HR department?
A Human Resources department leads numerous initiatives for companies, large and small.
Some of the primary areas of focus for an HR professional include:
Workforce Planning: Planning the employee-related needs of the company in the near and longer-term future.
Recruitment & Selection: Attracting the right people to work for the organization and then selecting who to hire by using an organized and fair approach.
Documentation & Administration: Completing necessary paperwork and documentation both physically and electronically. Keeping the organization compliant with proper administrative procedures, including employee files and security around sensitive data and information. Maintaining accurate and detailed records related to employee complaints, performance reviews, promotions, disciplinary action, and grievances around bullying, harassment, etc.
Performance Management: Performance management includes setting clear goals with employees, offering consistent feedback on performance, and providing resources and tools to achieve success.
Learning & Development: Learning and development efforts require investing in helpful tools, resources, and employee growth opportunities. This includes ensuring that company leaders contribute to employees' professional growth by offering their time and mentorship.
Employee Benefits & Rewards: Creating satisfying rewards and benefits for employees such as competitive compensation packages, promotion opportunities, health benefits, and constructive workplace culture.
Health & Safety: Ensuring the company and its employees are compliant with laws and regulations. Creating a culture of safety by putting employees' physical and emotional well-being at the forefront of operations.
Union, Member & Association Relationships: Creating and nurturing professional and mutually beneficial relationships with industry associations, labor unions, and other partners or collectives impacting the organization, industry, and employees.
What are a Human Resource professional's responsibilities?
The scope of your involvement in the HR purposes listed above will depend on your level of HR. In general, an HR professional will spend the majority of their day:
- Recruiting and screening job applicants.
- Leading job offers and negotiations.
- Writing job descriptions and posting job ads.
- Identifying the hiring needs of department managers.
- Facilitating discussions with employees on performance, discipline, and praise.
- Assessing employee requests for promotions and salary raises.
- Reviewing employee benefits, exploring vendors, and making benefit decisions.
- Leading new-hire orientation.
- Listen to, document, and resolve employee issues.
- Regularly assess your industry and remain a competitive employer.
What is the career path of a Human Resources professional?
The realm of Human Resources offers an incredible range of opportunities. Typically, an HR professional will follow a staged career path based on education, knowledge, and years of experience.
Entry-level HR-related job titles:
- HR Assistant
- HR Coordinator
- HR Associate
- HR Administrator
- Staff Coordinator
- Payroll Clerk
- Junior Recruiter
- Recruitment Assistant
Mid-level HR-related job titles:
- HR Manager
- HR Generalist
- HR Trainer
- HRIS Manager (Human Resources Information Systems)
Upper-level HR-related job titles:
- HR Director
- HR Executive
- HR Specialist
- HR Business Partner
- Director of Training
- Payroll Director
- VP of Human Resources
- VP of Talent Acquisition
- VP of Recruitment
- VP of Talent Management
- Chief Diversity Officer
- Chief Human Resources Officer
- Chief People Officer
Other HR Related Roles:
- Corporate Recruiter
- Resources Manager
- HR Analyst
- HR Generalist
- Employer Brand Manager
How do I become a Human Resources professional?
Most HR professionals will have a certificate, diploma, or degree in Human Resources or Business field. Be sure to carefully explore your career path opinions as they are wide and vast in the HR field.
Training can include specialization in a wide variety of areas such as:
- Business Communications
- Computer Applications & Systems
- Organizational Development
- Human Resources Analytics
- Strategic HR Development
- Employee & Labor Relations
- Diversity & Inclusion
- People & Culture
- Compensation & Benefits
- Health & Safety
- Human Resources Risk Management
- Learning & Development
- Workforce Management
- Ethics & Social Responsibility
- HR Laws & Regulations
Important: Depending on your location, you may be required to join a professional governing body for Human Resources professionals. These member associations ensure that HR professionals act under law and ethics in their region. These associations are often beneficial in a job search through referrals and partner networks.
When being assessed for a Human Resources position, you can expect a thorough and detailed interview process. After you apply, the interview process may include:
- A brief pre-screen phone call.
- An in-depth first interview.
- An in-depth second interview.
- Subsequent interviews. An HR position may require your participation in multiple job interviews and online personality/compatibility assessments.
Once you reach the final interview stage, the hiring company will contact your employment references. They will most likely conduct pre-employment background checks and other steps such as education verification and member association verification. The last portion of the hiring process is the job offer and negotiation stage.
An aspiring HR professional should expect to answer technical interview questions highlighting their depth of experience in various HR platforms and industry tools.
They should also be prepared to demonstrate an exceptional understanding of current marketing trends, laws and regulations, and extensive questioning regarding behavior, communication, leadership, and teamwork skills.
What should I wear for my interview?
Correct attire will depend on the nature of the hiring company.
If your interview is with a start-up or small organization, you may encounter a more relaxed dress code. However, if you applied to an HR role with a major organization, dress code expectations will probably be formal business attire.
If you are not sure what to wear to your HR interview, check out the hiring company's website or LinkedIn profiles of current employees for visual clues.
What are some basic HR terms I should know for my interview?
Retention Strategy: Retention refers to 'keeping' something. In Human Resources, the term Retention Strategy refers to the methods a company its HR department uses to encourage high-performing employees to stay with the organization long-term. Hiring and addressing employee turnover is expensive, so most companies put a lot of time, effort, and money into creating a strong Retention Strategy.
Succession Planning: Succession is the action of inheriting a title or position. In Human Resources, the term Succession Planning refers to the plans a company puts in place to take their most talented employees and ensure their future career growth needs and desires are met. This action includes creating opportunities for high-performing employees to gain a jump in job title or position.
Benchmarking: Benchmarking is a term used to describe how a company will measure various aspects like employee performance, compensation, client satisfaction, and sales. The data collected from benchmarking is used to determine future employee raises, compensation packages, benefits offerings, and more. Companies will often benchmark against the market, economy, and their most significant competitors.
Onboarding: The process of familiarizing a candidate with their new role and employer. A recruiter will often help facilitate a newly hired candidate’s onboarding process to ensure that they have a positive experience.
Applicant Tracking System: Also called an ATS, an Applicant Tracking System describes the software a recruiter uses to handle the recruitment and hiring process. An ATS can accept and filter online job applications and even rank job applicants on behalf of a recruiter. An ATS takes care of many cumbersome tasks and keeps a recruiter organized and on track with their project.
HRIS: Human Resource Information System is a common experience requirement for an Internal Recruiter who will perform many HR-related tasks for their employer. An HRIS allows a company to keep detailed, accurate, and confidential data on its employees.
Employee Turnover: Turnover refers to the loss of an employee. HR professionals face both voluntary and involuntary employee turnover. Voluntary turnover is when an employee finds a different opportunity and decides to move away from the company. Involuntary turnover is when an employee is terminated by the decision of the organization.
Employee Attrition: Attrition refers to the natural reduction of workforce numbers due to employee retirements, health, or terminations and resignations. Different from staff turnover, the numbers become attrition when the company does not fill the vacancy. Attrition can be measured by dividing the number of employees who left the company by the number of employees at the company over a specific timeframe.
Nepotism: A term often heard in smaller or family-owned companies, nepotism refers to company leaders favoring and giving preferential treatment to family members or close friends over other qualified and deserving employees.
Diversity & Inclusion: There is an essential difference between diversity and inclusion. Every aspiring HR professional must understand the distinction. Diversity is often explained as what the company has planned to attract a range of workplace talent. Inclusion is the 'how' referring to what the company is doing to embrace this diversity plan. Diversity efforts mean much less when inclusion efforts do not follow. For instance, a company can hire a female person of color as their next HR Manager; however, if she does not have an equal voice to her HR counterparts and leaders, this diversity hire is simply for optics.
General Human Resources Interview Questions
1. When interviewing a candidate, what is the most important question you could ask?Show Answer
There is a world of essential interview questions that, as a recruiter, you could ask a job seeker. The most crucial first step is for you to ensure that the opportunity you are presenting is a fit for your candidate. If you do not vet your candidate correctly, they could be a big disappointment down the road. This mistake could make you appear unprofessional, inexperienced, and unable to make critical skills matches. Show the interviewer that you are capable of digging deep into your interview process.View Our Answer Example
"One question that I always ask, no matter the role, is 'Describe for me in detail your ideal opportunity.' This question puts the responsibility on them to tell me, very specifically, what they seek in a job. I ask them to include the workplace environment, team size, location, type of industry, and more. If their response feels like a solid match to my organization, only then will I move them to the next stage of interviews."
2. Do you have experience using an ATS? Which applicant tracking systems do you know best?Show Answer
Most companies use an ATS or applicant tracking system. This system collects and stores job applicants' resumes, personal information, interview notes, documentation, and candidate history. When a job seeker applies online to one of your job postings, their application, documents, and records will automatically populate into your company's ATS. This system allows you to quickly see how well they match the role to which they have applied.View Our Answer Example
Some of the most popular ATS programs will enable you to email a job seeker directly from the system, and even book interviews or push out bulk SMS messages. Popular ATS' include Taleo, Bullhorn, Kenexa, SAP Success Factors, and JazzHR. Discuss what you know about ATS features, and which systems you have used the most.
"For the past three years I have used Taleo, first as an HR assistant and then as an HR specialist. When I sent my application to your company online, I noticed that your talent portal is run by Taleo, as well. The features I use most in this system include the quick applications overview, email templates, and social job sharing feature."
3. Do you have experience choosing, introducing, and explaining employer health benefits?Show Answer
Employer health benefits can become very complicated. There can be a lot of small print and information that is misunderstood by employees. This confusion can become even worse when changes are made to existing benefits packages, further impacting existing employees. Talk to the interviewer about your experience with choosing employee health benefits packages, and explaining the ins and outs of these benefits to employees.View Our Answer Example
"At my current company we recently changed benefits providers, leaving many employees feeling a bit confused about the changes. I took it upon myself to spend a couple of hours with the insurance providers' representative, as they walked me through everything I needed to know. I spent a few days studying the packages and options, preparing myself to best answer any questions that would come my way from our employees. Once I felt 100% confident, I held an informational session for anyone who cared to attend. We had nearly 100 employees show up to the session where I walked them through every facet of their new benefits plan and answered all questions. Now, I have a much clearer understanding of how employee health benefits work, and I feel very confident in my abilities in this area of HR."
4. What does the term attrition mean, and what are the biggest causes of employee attrition rates?Show Answer
Attrition is the speed or rate at which something declines. In human resources, you may hear the term 'employee attrition rates' as an important KPI. What this means is that a company is losing staff due to natural reduction, including resignation, retirement, or relocation.View Our Answer Example
Keep in mind; this term refers to natural reduction. Employee attrition rates would not include mass layoffs, for instance. Discuss with the interviewer that you understand what attrition means, and what the primary causes of employee attrition are. The hiring authority is looking for your ability to recognize and understand their pain points.
"Employee attrition rates refer to the reduction of staff due to unforeseen or natural circumstances such as increasing retirement rates. I have helped my current company overcome attrition by working with them on proactive workforce planning. When a company sees where their employee attrition rates are going, they can act ahead and plan, rather than being reactionary."
5. What new human resources topic is piquing your interest the most right now?Show Answer
The interviewer wants to see that you are in-the-know when it comes to trends in the human resources industry. Every year there are new, hot topics that come to light, and this results in changing patterns for companies and new opportunities for HR professionals to learn. Talk to the interviewer about one issue that has caught your attention these days.View Our Answer Example
"Being on the leading edge of HR practices is important, and keeping on top of industry news helps me bring fun and modern practices to my work. Learning about the business and its industry helps me be a better HR specialist, and often, I will help leaders think through problems with creative solutions. Lately, one topic that has caught my eye is the 'gig economy' and how the landscape of full-time employees has changed significantly. I plan to attend an HR conference in February, where I will learn more about this trend. From the research I have conducted, I know that the gig economy will see much of the workforce shift from full-time jobs into freelance workers. A recent study from Intuit estimates that by 2020, 40% of workers in the USA will be independent contractors."
HR Consultant Interview Questions
1. Discuss a time when you explored organizational gaps and created new opportunities for employees.Show Answer
Often, meeting organizational gaps may not require a workforce increase. Sometimes, these issues can be solved by creating new opportunities and thinking outside of the box. Discuss with the interviewer a time when you met the needs of a company, addressing a specific gap. Organization gaps can include skills gaps, profit gaps, or performance gaps.View Our Answer Example
"My current company had a glaring skills gap when I first started, five years ago. Some critical roles had been turned from two to one, to save on workforce expenses; however, there was never an offer of additional training. I identified this gap through employee skills testing and benchmarking. With those results, I created a plan for employee development and training. Eight months later, I performed another company-wide employee skills test and found that we were performing over the previous benchmark. The project was a success, and I was able to fill those skill gaps with minimal expense and zero new hires."
2. What type of long-term incentive programs have you leveraged to drive employee performance?Show Answer
Employee performance can be a tricky subject. A top employee can become an underperformer in a snap, and employees who are not doing well could suddenly have a stellar month. The interviewer would like to know if you have knowledge and experience with long-term incentive programs to encourage high-performance, along with consistent results, from your teams. Some examples of long-term incentive programs include stock options, cash bonuses, or performance shares.View Our Answer Example
"In my current company, we offer stock-based compensation to our sales executives, after three years of tenure. This compensation structure is a significant award to our loyal, trustworthy employees and has consistently given return value to the organization. The program launched ten years ago with incredible success. I believe this is because people love to see financial rewards while also feeling like they are a part of something big."
3. Do you possess the knowledge and awareness required to communicate in a multicultural workplace?Show Answer
The interviewer wants to know more about your exposure to diversity, and a multicultural workplace. If you have ever taken part in developing a workplace culture surrounding intercultural engagement, this is the time to discuss that experience. Show that you have a full understanding of the term 'cultural diversity' and that you are sensitive to the belief systems, values, and identity of those who are different from you.View Our Answer Example
"I have a great deal of exposure and experience when it comes to identifying various dimensions of differences, and the significant consequences that come to organizations who do not embrace those differences. Whether it be altering my communication style, or creating educational workplace programs which address discrimination, prejudice, and ethnocentrism; I am an active advocate and ally to all employees regardless of their background, lifestyle, or beliefs."
4. In your opinion, what are the core competencies of organizational effectiveness?Show Answer
The interviewer is asking what you believe to be the makeup of an effective organization. Your response will require insight. Draw upon what you have seen in your HR career regarding companies that have been highly successful and those that have not. Discuss which core competencies divide the successful organizations from those that fall flat.View Our Answer Example
"From my experience in HR, and working for successful companies in the past, the core areas of focus should be to excel in areas of employee compensation, labor relations, continuous professional development opportunities, employee safety, and systems streamlining. There are other important sub-topics within those, but these are the core competencies for organizational effectiveness, in my opinion."
5. Hiring smart is the key to an organizations' success. What interview techniques do you lean on to ensure effective new hires?Show Answer
The hiring authority wants to ensure that you have a firm handle on effective interviewing, and the latest and greatest techniques that help you uncover exceptional talent, and leave behind the duds. Perhaps you have developed a particular method for tracking and evaluating interview responses. Discuss what techniques you deploy to ensure that your hiring recommendations are solid.View Our Answer Example
"One of the most significant differences between myself and other HR Consultants is that I have a special set of questions for each role within an organization. It's important that I have a grading system that is consistent while also keeping an eye out for red-flag responses and never ignoring those. I also look at references and background checks not as a be-all, end-all decision maker. Lastly, I use personality assessments as a tool to uncover potential issues and strengths, then form 2nd and 3rd interview questions around an individuals' results."
Human Resources Manager Interview Questions
1. Have you ever had a particular circumstance where you needed to deviate from HR policy? How did you approach the dilemma?Show Answer
The interviewer wants to know if you prefer an environment where rules are black and white or if you feel there should be procedural wiggle room for particular situations and personalities. Many organizations find it challenging to be flexible, so this question is also an opportunity for you to learn more about the hiring company and see if it's a fit for your approach and personality. If applicable, discuss a time when you have deviated from HR policy. Talk about a situation that was justifiable and not detrimental to your company. The hiring company will want to see that if you took a risk, it was still responsible and calculated.View Our Answer Example
"I had an employee last year who needed extended leave after his mother passed away. It was an exceptional circumstance because his mother lived in England, and he needed to take care of many family matters. I requested that he receive a 30 day leave with 50% pay since he had been very dedicated to the company for many years. This request was a first for the company, but we all agreed, an offering well deserved."
2. If you could create a D&I plan for your current employer, what would you prioritize?Show Answer
The interviewer is exploring your knowledge of diversity and inclusion options in a business environment. Consider which aspects you would prioritize if you were given the green light to create a diversity and inclusion plan. If you are not familiar with D&I (Diversity & Inclusion) plans and what they often include, then take the time to research top organizations and browse their D&I plans. These plans are typically published on the company website, often found in the 'careers' or 'about' sections.View Our Answer Example
"If I were to create a D&I plan for my current employer, I would include a more flexible schedule, paid leave options, and provide recognition of various religious and cultural holidays and celebrations that may not have wide recognition on the traditional calendar. I would hold mandated diversity training regularly and create mentorship plans so that our team members could mentor someone with characteristics different from their own. This approach would be a good start. Of course, it's important to mention that I would build a way to measure and assess the programs' impact."
3. What are the 3 most important functions of an HR department?Show Answer
The interviewer is looking for evidence that you understand the importance of your work and the influence you will have as a Human Resources Manager. Outline what you believe to be the three most critical functions of an HR department. Discuss why you believe them to be so critical. Next, be sure to discuss how you help your department achieve greatness in each of these functions.View Our Answer Example
"There are many key functions of an HR department; however, if I had to break down what I believe to be the three most important, I would say Recruitment & Selection, Performance Management, and Learning & Development. A company must attract and hire the right team members since this can be key to an organizations' culture. I support this venture by ensuring its employer brand is on point, and we use sourcing strategies that match our brand messaging. Next, for Performance Management, I utilize bi-annual performance reviews with proven feedback tools related to the employee's performance. This step is critical in ensuring that we build a strong workforce for today and well into the future. Learning & Development comes hand in hand with Performance Management. I help my company to enable our team members to develop the required skills for a lucrative future with our organization."
4. Tell me about a hiring mistake you made. Were there any details in the hiring process you missed and realized later? How did you adjust from what you learned?Show Answer
Accepting feedback and learning from mistakes contributes positively to your professional development as a Human Resources Manager while adding benefit to your employer. The hiring authority is interested in your ability to identify areas for improvement and learn from your mistakes in a positive, constructive way. Talk about a time you made an error in judgment when extending a job offer to someone. Briefly discuss the situation, how you course-corrected, and what you learned in the process.View Our Answer Example
"People are an organization's most valuable asset. Hiring top talent derives from an effective hiring process, and there have been times my team or I have missed the mark. Early in my career, I relied heavily on assessing a candidate's through previous employer references and education checks. This heavy focus caused me to miss an opportunity to weigh accomplishments or how the candidate executed their work. After a few poor matches, our team changed the vetting process to improve our hiring results. We learned that asking better questions would help us better assess candidates. We worked together to come up with interview questions that were used to make better hiring decisions. In the first 7 months alone, our retention rate increased by 6 points."
5. How do you find qualified candidates? Discuss a time when your approach helped you to hire a great employee.Show Answer
The interviewer wants you to discuss the various recruitment and interview methods you use in your hiring practices. Walk the interviewer through your vetting, including the tools that you use to make successful candidate matches. The hiring authority must be able to picture you succeeding and fitting in well as the new HR Manager, working well with existing processes and meeting company expectations.View Our Answer Example
"Through my 10 years of experience as an HR Manager, I have found that there is no one magic bullet to finding talent. My HR team and I utilize online recruiting methods through job boards such as Indeed and ZipRecruiter. I also utilize many of the LinkedIn premium features for candidate matching and messaging. My offline talent attraction methods include career fairs and referral programs. I recently implemented an associate referral program to attract top talent by encouraging referrals from existing employees. Through this program, we have now hired five exceptional new leaders in the last year."
Payroll Specialist Interview Questions
1. How would you familiarize yourself with our payroll system?Show Answer
The interviewer wants to see that you are a go-getter and a self-starter. Tell the interviewer that you would start with independent learning, perhaps by clicking through the system to understand what it looks like or taking in some online tutorials. Perhaps you would visit the vendor's website to see if any how-to lessons are offered. Whatever your approach, show the hiring company that you are an enthusiastic go-getter who will jump on board, ready to learn.View Our Answer Example
"I have always believed in learning by doing. Being tech-savvy certainly helps a lot. I plan to familiarize myself with the company's system by watching online tutorials before my first day. I will also absorb the training I receive once hired. I will be sure to find solutions to any obstacles that I come across and I will ask questions of my more experienced co-workers or my supervisor, when appropriate."
2. What cost-cutting measure have you been in charge of implementing?Show Answer
The interviewer wants you to discuss the largest, most impressive, cost-cutting measure you have been in charge of. Start by discussing who identified the initiative and how you were selected to lead the implementation. Then, provide a brief overview of the cost-cutting measure, and give an overview of the steps you took during the implementation. Be sure to mention the positive result that was generated following the implementation.View Our Answer Example
"While working at Company ABC, the Payroll Director asked us to look for opportunities to cut costs associated with running payroll. The first thing I did was stop using paper whenever possible. I introduced a new digital process and started to scan copies rather than fax or print them. My co-workers followed suit, and this action reduced paper-related expenses by 49% in just one month. The Payroll Director applauded our efforts, and other departments took notice, working to implement these actions, as well."
3. If an employee called in with a payroll complaint, how would you handle it?Show Answer
The interviewer wants to see that you express empathy and understand how concerning payroll challenges are for employees. They also want to know that you can handle the issue through critical problem-solving. Perhaps you take detailed notes of the employee's complaint and then get to work solving the issue. Maybe you talk through the issue together so that you can solve the payroll problem right away. Sometimes payroll issues need time to figure out. In these instances, inform the interviewer that you express your apologies to the employee and provide an approximate timeline for a solution.View Our Answer Example
"As a Payroll Specialist, I am a service provider and the employees that I serve always remain one of my primary areas of focus. For that reason, any valid payroll complaint, such as a missing direct deposit, should be dealt with immediately. When I receive a payroll complaint, my first reaction is to apologize and empathize. Then, I look into the matter ASAP. I take detailed notes of the situation and begin to troubleshoot. Often, the issue comes down to a simple coding error, and I can quickly repair the issue. However, there are times when I need to dig deeper. In that case, I keep the employee updated on the progress and offer a written cheque to supplement their financial concerns until I can resolve their payroll issue."
4. There are times when we are placed under extreme pressure on the job. Tell about a time when you were under such pressure and how you handled it.Show Answer
Payroll is a field with sharp deadlines and high expectations of precision and accuracy. The interviewer wants to hear that you handle the pressure of working as a Payroll Specialist without getting worked up emotionally when roadblocks occur.View Our Answer Example
Think about a time when you had a pressure-filled day. Prepare to tell your story-based example using the STAR answer method, an acronym for Situation, Task, Action, Result. Describe what made the day complex and pressure-filled and what your responsibilities were in this situation. Next, tell the interviewer how you tackled the stressful situation. Finally, wrap up your response by sharing the positive result of your actions.
"While working as a Payroll Manager for Company ABC, my director delegated tasks related to timesheet entries to one of our newer team members. By the end of the month, we received an intimation from the accounts department that they had not received the calculations from our side till that date. This information was delayed by four days. Without further delay, I jumped in and worked overtime to ensure that the information was received before the consequences became dire. I ensured timely salary calculations, and no paycheck delays were caused. My job as a Payroll Specialist is essential as many employees rely on my work for timely disbursement of their salaries."
5. Walk me through your payroll experience.Show Answer
This is a comprehensive and very direct question. The key is to provide a high-level overview of your experience. You will want to walk the interviewer through your resume, pointing out highlights of your work and accomplishments that you know relate most to this new opportunity. Tell the interviewer how many years you have been working in a payroll function, the systems you have used, how many employees you have conducted payroll for, the industries you have work in, and any other details that you believe the hiring company will deem important. Be sure to highlight any promotions and accolades you have received along the way.View Our Answer Example
"I have been working in a payroll function for the past 20 years. I started my journey as an intern and am currently employed as a Senior Payroll Manager after receiving several promotions for my performance. During this time, I have primarily used ADP, QuickBooks, Sage, and Paychex. I have handled payroll runs for 50 to 5,000 employees. At Company ABC, I implemented a new timesheet system for recording employee hours which saved the organization thousands of dollars in time and savings. I am comfortable taking control of payroll and troubleshooting issues that arise. I understand that your organization is looking for someone who can jump in, create efficiencies, and find opportunities for cost savings. This is one of my areas of strength and I look forward to putting my experience to work for this organization."