All jobsHuman Resources
40 Human Resources Jobs in Peru
Each day balances competing priorities across hiring, compliance, strategy, and employee wellbeing.
Average salary: PEN 56,269
Average salary
PEN 56,269
across 34 jobs
- Analista de Compensaciones
- Alicorp
- Lima, Peru
- PEN 42,000 – PEN 56,000
- Practicante Pre Profesional de Selección
- PwC
- Lima, Peru
- PEN 12,000 – PEN 18,000
- Sales Trainer
- TripleTen
- Lima, Peru
- $12,000 – $24,000
- Analista de Selección y Reclutamiento
- Aldesa
- Lima, Peru
- PEN 26,400 – PEN 36,000
- Practicante Profesional de Empleabilidad
- Universidad de Ingeniería y Tecnología (UTEC)
- Lima, Peru
- PEN 6,000 – PEN 9,600
- Coordinador de acreditaciones de personal
- Metso
- Lima, Peru
- PEN 35,000 – PEN 45,000
- Analista de Relaciones Laborales
- Laureate Education
- Lima, Peru
- PEN 42,000 – PEN 54,000
- Superintendente de Desarrollo y Transformación Organizacional
- Glencore International AG
- Cusco, Peru
- PEN 180,000 – PEN 240,000
- Superintendente de Desarrollo y Transformación Organizacional
- Glencore International AG
- Cusco, Peru
- PEN 180,000 – PEN 240,000
- Practicante Profesional de People Analytics & HR Systems
- SGS
- Callao, Peru
- PEN 18,000 – PEN 30,000
- Especialista em Departamento Pessoal | Inglês Fluente
- Accenture
- Nova Lima
- BRL 60,000 – BRL 84,000
- People & Culture Intern
- International Potato Center - CGIAR
- Lima, Peru
- PEN 14,400 – PEN 21,600
- Coordinador de Selección y Acreditación
- FLSmidth
- Arequipa, Peru
- PEN 42,000 – PEN 54,000
- Practicante Profesional de Selección
- SGS
- Callao, Peru
- PEN 12,300 – PEN 16,800
- Intern HR
- adidas
- Lima, Peru
- PEN 12,000 – PEN 18,000
- Analista de Administración de Personal
- SGS
- Callao, Peru
- PEN 30,000 – PEN 42,000
- Gerente de Administração de Pessoas e Transformação
- Accenture
- Nova Lima
- BRL 240,000 – BRL 360,000
- Auxiliar de Recursos Humanos
- Manuelita
- Ica, Peru
- PEN 14,400 – PEN 18,000
- Analista Jr de Selección y Capacitación Temporal
- Alicorp
- Callao, Peru
- PEN 21,600 – PEN 30,000
- Analista Senior de HR Business Partner
- Laureate Education
- Lima, Peru
- PEN 42,000 – PEN 60,000
- Supervisor de Relaciones Laborales
- Glencore International AG
- Cusco, Peru
- PEN 108,000 – PEN 144,000
- Supervisor de Relaciones Laborales
- Glencore International AG
- Cusco, Peru
- PEN 70,000 – PEN 90,000
- Supervisor de Transportes (RRHH)
- Glencore International AG
- Cusco, Peru
- PEN 108,000 – PEN 144,000
- Analista Senior de Compensaciones y People Analytics
- SGS
- Lima Province, Peru
- PEN 54,000 – PEN 72,000
- Practicante Profesional de People Analytics & HR Systems
- SGS
- Callao, Peru
- PEN 13,200 – PEN 18,000
- Senior Manager, Talent Acquisition
- Concentrix
- Lima, Peru
- PEN 90,000 – PEN 120,000
- Gestor de Bienestar
- Enaex
- San Isidro, Peru
- PEN 35,000 – PEN 45,000
- Talent Acquisition Analyst - Agrario
- Maersk
- Olmos, Peru
- PEN 30,000 – PEN 42,000
- Gerente de Relaciones Laborales
- Maersk
- Lima, Peru
- PEN 120,000 – PEN 180,000
- Analista de Organización y Compensaciones
- ACCIONA
- Peru
- PEN 42,000 – PEN 54,000
- Practicante profesional de People Analytics
- ENGIE
- Lima, Peru
- PEN 14,400 – PEN 21,600
- Analista de Atendimento de RH Pleno
- Accenture
- Nova Lima
- BRL 42,000 – BRL 54,000
- Asistente de Tareos y Recursos Humanos
- Aldesa
- Moquegua, Peru
- PEN 26,400 – PEN 36,000
- Human Resources Specialist
- Water Mission
- Iquitos, Peru
- PEN 26,400 – PEN 36,000
- Coordinador de entrenamiento H&S
- SGS
- Callao, Peru
- PEN 30,000 – PEN 42,000
- Auxiliar de RRHH
- Blancas Sandoval & Associates. PA
- Santiago de Surco, Peru
- PEN 14,400 – PEN 19,200
- Gerente de Relaciones Laborales
- Maersk
- Lima, Peru
- PEN 90,000 – PEN 120,000
- Senior Talent Acquisition Manager
- Blackfluo.ai
- Lima, Peru
- $60,000 – $90,000
- Spécialiste RH Planification des effectifs
- IKEA
- Limay
- €29,445 – €34,450
- Payroll Assistant
- Manuelita
- Ica, Peru
- PEN 21,600 – PEN 30,000
Human resources roles span recruitment and talent acquisition, HR business partnerships, people operations, compensation and benefits administration, learning and development, and employee relations. Employers typically require a bachelor's degree in HR, business, or related field, along with relevant certifications like SHRM-CP or PHR. Many roles demand strong communication skills and knowledge of employment law. HR professionals work across all organization types—from startups to enterprises—at levels ranging from individual contributors handling specific functions to senior strategic leaders shaping organizational culture and policy.
Human Resources jobs by city
- São Paulo70
- Buenos Aires64
- Singapore52
- Doha46
- London45
- Colombia44
- Berlin43
- Seoul43
- Shanghai35
- Mexico City33
- Pune32
- Bengaluru30
- Cairo29
- Tokyo28
- Bogotá25
- Barcelona24
Specialities in Human Resources
Questions
What background do I need to start in human resources?
Most HR roles require a bachelor's degree, though some entry-level positions accept candidates with HR certifications or relevant experience in recruiting or administration. Building foundational knowledge through courses in HR management, employment law, or business fundamentals strengthens applications significantly.
What does a typical day involve in HR?
Days vary sharply depending on function. Recruiters conduct interviews and screen applications; compensation specialists analyze market data and manage benefits programs; learning and development professionals design training; employee relations specialists handle conflicts and policy questions. Most HR work involves meetings, documentation, and responding to urgent personnel issues alongside strategic projects.
How do HR roles differ from each other?
Each function serves distinct purposes. Recruitment focuses on hiring; compensation handles pay and benefits; L&D builds skills and career paths; employee relations manages culture and disputes; people operations handles systems and compliance. HR business partners integrate these functions for specific departments or business units.
What skills matter most in human resources?
Emotional intelligence, communication, and problem-solving are fundamental. Active listening helps in employee relations; attention to detail matters in compliance and benefits administration; data analysis supports recruitment and compensation decisions. Strategic thinking becomes essential for advancement into leadership roles.
Do I need HR certifications to progress?
Certifications like SHRM-CP, PHR, or CIPD are not always required but significantly accelerate progression, particularly for roles involving compliance or strategic work. Many employers cover certification costs for promising employees, making them accessible after starting.
What's the difference between HR and recruiting?
Recruiting is one function within HR—focused specifically on sourcing, screening, and hiring talent. HR encompasses the entire employee lifecycle including onboarding, development, compensation, relations, and separation. Some organizations separate recruiting into its own department.
How much of HR work is face-to-face interaction?
Interaction levels depend on role. Employee relations and recruiting involve heavy conversation; compensation and L&D roles involve more meetings and one-on-one sessions; people operations and compliance roles can be more documentation-heavy. Most HR positions blend both interaction and independent work.
What compliance knowledge do HR professionals need?
HR professionals must understand employment law, labor regulations, discrimination and harassment policies, and data privacy requirements relevant to their location. Most learn these through on-the-job experience, employer training, and industry resources rather than formal prerequisites.
Can HR roles be remote or flexible?
Many HR functions can be performed remotely—recruitment interviews, benefits administration, L&D design, and people operations work. Some employee relations and onboarding work benefits from in-person presence, though hybrid arrangements are increasingly common.
What's the progression path in human resources?
Entry-level roles focus on specific functions like recruiting coordinator or benefits administrator. Mid-level positions like recruiting manager or HR specialist involve greater scope; senior roles include HR business partner, compensation manager, or HR director. Strategic leadership positions oversee entire HR functions for organizations or business units.